Joyce Koh

✨ Still buzzing from the energy at the Ameren HR Expo earlier this week!✨ It was an incredible gathering of passionate professionals, bold ideas, and future-forward conversations. I had the privilege of sharing a few thoughts on how AI is reshaping the landscape of Learning & Development and what that could mean for all of us in HR. Here are a few thoughts I shared. I am excited to help chart our path at Ameren. We don't have it all figured out just yet, but it's top of mind for everyone. 🧠 From Courses to Conversations AI is shifting L&D from being a content distributor to a strategic enabler. Learning is no longer just about browsing catalogs it’s about asking questions and getting real-time, personalized answers. 🌍 From Centralized to Embedded Learning is becoming part of the flow of work. Our department mantra has been the right training, for the right person, at the right time. I believe AI can help us get closer to that vision. 🛠️ From Instructional Design to Content Engineering AI is automating content creation, freeing up L&D teams to focus on strategy, performance, and impactful activities like more consulting and coaching. And let’s not forget the skills that employees need to thrive in this new world: 🔹 AI Literacy 🔹 Prompt Engineering 🔹 Tool Proficiency 🔹 Critical Thinking 🔹 Creativity & Innovation 🔹 Ethical Judgment and Bias Recognition 🔹 Domain Expertise AI isn’t replacing us - it’s amplifying us. The future of HR is human-centered, tech-enabled, and purpose-driven. A big shoutout to our amazing emcee Alejandro Cornejo! Sha-boom! 💬 What’s one way your team is preparing for the AI-powered future of work? #HRExpo2025 #LearningAndLeadership #AIinHR #ManagingUp #FutureOfWork #Ameren #HRInnovation #LeadershipDevelopment

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التعاقب الوظيفي… قرار قيادي يصنع الاستمرارية ✅ 🔁 Succession Planning: A Leadership Decision That Builds Continuity ✅ As a leader, I’ve learned this the hard way: The strength of a team isn’t tested when things are stable — it’s tested the moment someone in a critical role steps away. And when that happens, you either have a plan… or you have a problem. I’ve seen what happens when there’s no successor ready. Decisions stall. Operations slow down. Customers notice. The team is left scrambling — not because they’re incapable, but because leadership didn’t prepare. Succession planning isn’t an HR file sitting in a drawer. It’s a strategic leadership move — one that starts before the crisis. Deloitte reports that 86% of leaders see succession as a priority. But only 14% are confident in their plan. That gap? It’s not just a number. It’s the difference between resilience and reaction. Between momentum… and panic. Here’s what I focus on as a leader: • Identifying the roles that would hurt us most if they went vacant. • Developing people before promoting them — giving them exposure, decisions, and ownership. • Revisiting the plan often, because readiness isn’t a one-time label. It evolves. McKinsey says organizations with strong succession strategies outperform others — financially and operationally. And I’ve seen that play out in real time. Succession is not a nice-to-have. It’s leadership — at its sharpest. What about you? Have you seen the impact of having or not having a succession plan? #LeadershipMatters #SuccessionPlanning #ExecutiveLeadership #FutureReady #StrategicThinking #OrganizationalResilience #PeopleDevelopment #BusinessContinuity #LeadingWithPurpose #LeadershipInsights

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