Stay ahead in the RMI landscape with expert insights, practical tips, and innovative solutions designed to help you elevate your career and drive organizational success.
Adam Carmichael
March is Ethics Awareness Month, but ethical decision-making matters year-round, especially as the risk management and insurance landscape continues to evolve. AI, automation...
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How Can You Leverage AI in Learning and Development to Enhance the Employee Experience?
By Eric CzerwinLeverage AI in learning and development efforts to enhance the employee experience by automating repetitive tasks, turning raw data into actionable insights, and helping your team work smarter. It’s no secret that AI is becoming a practical part of organizations’ day-to-day operations, and this is especially true for learning and development (L&D) teams in the risk management and insurance sector.
For instance, the Global Corporate Training Market was valued at $352 billion in 2024 and is expected to grow at an annual rate of 11.7% until 2030, according to a report from Research and Markets. This growth highlights a clear opportunity: Use AI in learning and development to create more consistent, personalized employee experiences and drive more engagement with professional development programs.
Explore how to use AI in learning and development, from onboarding to exam preparation.
AI can improve L&D onboarding by creating structured, scalable learning experiences that adapt as your organization grows. It can help personalize training, recommend role-specific content, and streamline onboarding workflows to support faster employee ramp-up.
Effective onboarding begins before a new hire’s first day, and AI can help L&D teams bring more structure to your planning process by mapping learning content to specific roles and business goals. By analyzing job requirements, available learning resources, and historical onboarding data, AI can help identify what training should be introduced early and what can be phased in over time. As priorities evolve, it can also help identify knowledge gaps and suggest updates.
AI tools can help benchmark key skills by analyzing historical performance data and emerging skill trends to define what employees should know within their first 30, 60, and 90 days. New hires often arrive with varying levels of experience, which can make it difficult to set consistent expectations. Benchmarking skills creates a shared baseline across roles while still accounting for specialized technical training in areas like claims, underwriting, or risk management.
Standardizing the employee experience makes professional development easier to navigate and more consistent across the organization. When learning requirements, resources, and expectations are clear, employees are more likely to stay engaged and take full advantage of available training opportunities.
AI can automate repetitive L&D tasks like scheduling training, sending reminders, tracking completions, and generating reports for L&D teams. AI technology is well suited to automate these routine tasks, including:
Plus, implemented AI and automation helps reduce errors, keeps information current, and gives your team more time to focus on more strategic priorities.
Employees usually have similar questions about learning requirements, progress, or next steps—especially as you further standardize their experience. AI-powered tools can deliver immediate answers by drawing from approved learning plans, policies, and FAQs. This ensures employees get reliable information without waiting for manual follow-up. It also reduces the volume of one-off messages that can slow down your team.
As the RMI landscape evolves, leveraging AI in learning and development efforts will only become more crucial to deliver relevant and timely training programs.
Regulatory updates, best practices, and skill requirements are constantly changing. AI-driven tools can help monitor emerging RMI trends and identify what skills are becoming most in demand. Rather than relying solely on periodic manual reviews, you can gain a more continuous view of where your L&D strategy may need to shift.
Employee feedback is invaluable, but analyzing it at scale can be challenging. AI can review all your learning data to surface patterns that might be difficult to identify manually, such as:
These insights help L&D teams move beyond anecdotal input and make decisions based on organization-wide trends.
Structured learning pathways are an effective tool to help employees plan their professional development in a way that aligns with your organization’s goals. Further personalizing these pathways to each employee’s personal career goals and interests can make learning feel more relevant and engaging. AI can suggest courses and designations based on role progression, existing expertise, and predictions on future skill trends.
The benefits of artificial intelligence can extend to your employees' study habits and professional growth as well. The Institutes Knowledge Group is a great example of how to use AI in learning and development to enhance the learning, retention, and skill building for each person.
Available in top designation programs, exam practice questions are carefully aligned to the content and format of the actual credentialing exam so your employees can strengthen retention of key concepts. Leveraging the power of AI, employees who are enrolled in a qualifying Institutes Designations course are able to:
Employees enrolled in a CPCU® or Associate in Claims (AIC™) designation course have access to the AI Assignment Assistant. This study companion offers personalized, assignment-level support that adapts to their study style. Specifically, it offers a variety of activities that help them test their understanding through guided practice, reinforce key terms and definitions, simplify complex topics, and more. Plus, it’s built exclusively on The Institutes’ course content, so employees can be sure they’re getting accurate feedback.
AI is already reshaping underwriting, claims, customer experience, and decision-making across organizations, so you need to equip your employees to be future-ready with practical AI skills. The Institutes Designations’ NEW Associate in Insurance AI™ (AIAI™) is the first designation of its kind that covers AI specifically in the context of RMI, offering a structured, practical approach to understanding and applying AI in real-world insurance contexts. AIAI will enable employees to improve their AI literacy and prompt techniques, better interpret AI-driven insights, apply AI across insurance operations, and embed AI into everyday workflows.
AI and adaptive learning are becoming increasingly valuable tools for L&D professionals looking to create more consistent, engaging, and scalable employee experiences. When applied thoughtfully, it can simplify administrative work, provide meaningful insights, and personalize professional development at every stage of an employee’s journey.
Essentially, the organizations that see the most value are those that embrace AI to strengthen their L&D programs. Connect with our team at Sales@TheInstitutes.org to learn how our AI-enabled tools and resources support skill development across risk management and insurance.
Eric Czerwin is Director of Sales for The Institutes Knowledge Group. With a background in risk management and underwriting, he bridges strategic insight with practical execution while fostering long-term relationships. His focus is on empowering carrier workforces with enhanced skills and insurance field knowledge through organizational learning and development initiatives.
The Retirement Wave: Filling Your Leadership Pipeline to Shape the Future of Insurance
By Eric CzerwinThe coming retirement wave is the single largest talent disruptor facing risk management and insurance (RMI) today. Half of the current insurance workforce will retire by 2035, leaving a gap of over 400,000 positions, according to a report from the U.S. Bureau of Labor Statistics. The RMI landscape has often adapted well to change, yet the next nine years represent both a challenge and a defining opportunity.
As we kick off 2026, learning and development (L&D) and talent management leaders can bring renewed momentum in facing the growing talent shortage. This is a chance to invest in your people, strengthen your leadership pipeline, and shape what the future of insurance and risk management will look like.
Explore how professionals in the Property & Casualty market believe the looming retirement wave could affect critical knowledge and leadership readiness, as well as present opportunities for growth and renewal across the RMI space.
What impact will the retirement wave have on the insurance landscape? The numbers tell a compelling story: 73% of RMI professionals believe the loss of institutional knowledge will be the most significant impact of the retirement wave, according to a survey conducted by The Institutes Enterprise Research team. This knowledge gap isn't limited to technical expertise: It extends to leadership skills, strategic decision-making, and mentorship. Left unaddressed, this loss of experience can quietly weaken your organization’s leadership pipeline. However, with the right professional development strategy, it can also open the door to developing and defining the next generation of leaders.
As seasoned professionals leave, insurers need to ensure key insights and processes don’t leave with them. One effective approach is building a structured knowledge-transfer system that includes:
By developing your leadership pipeline now, you create stability while preparing for what’s next.
Following that, technical roles that form the backbone of insurance operations are also at risk. 60% of surveyed RMI professionals expect shortages in underwriting, claims, and other technical skills. Additionally, 43% anticipate these roles will decline in the coming years. But why?
Many organizations expect to fill technical role gaps through AI and automation. As a result, those who learn how AI and machine learning is transforming insurer operations and can pair that knowledge with AI expertise will be in high demand. Still, the strongest organizations will focus on developing technically skilled talent who are also ready to step into leadership roles. This balanced approach supports both operational excellence and long-term leadership growth.
However, within this disruption lies opportunity. Organizations that invest in professional development now can emerge with a workforce that is more confident, more skilled, and more resilient than ever.
For L&D leaders who have been looking for a reason to expand their professional and leadership development programs, now is the time. Continuous learning is one of the most effective ways to address the talent shortage, as it allows professionals at all levels to grow their expertise and remain resilient. But it only works when programs are intentional, well-structured, and aligned with business goals. Consider supporting employees through clear career pathways that equip them with in-demand technical and leadership skills. This is where trusted, RMI-specific education becomes invaluable.
For example, The Institutes Knowledge Group offers a wide range of online courses and Institutes Designations designed to help build foundational, technical, and leadership skills to stay ahead of evolving RMI trends. Each program is backed by The Institutes’ more than 115 years of experience as a not-for-profit, committed to educating, elevating, and connecting those interested in risk management and insurance to create a more informed, resilient world.
As you strengthen internal talent development, your hiring practices should also evolve. 58% survey respondents expect entry-level positions to be filled from outside the current RMI job market. This shift will require organizations to move beyond traditional competency-and-experience-based recruiting models toward skills-based hiring approaches.
Not only will this expand the pool of potential candidates, it will also likely bring fresh perspectives into your organization. Those who haven’t worked in risk management and insurance before but have transferable soft skills—like customer service and critical thinking—will be able to grow their knowledge in entry-level positions and can bring innovative thinking to current business models. The key is creating onboarding and mentorship programs that effectively integrate these new hires.
Don’t forget: The retirement wave is already underway. But with the right strategy, it can unlock a new era of risk management and insurance that builds on the work previous generations have already started. Early- and mid-career professionals will find new opportunities to advance, while organizations can intentionally address the skills gap and invest in future leaders.
Want to dive deeper into the data behind these trends? Take a look at our benchmarking whitepaper for insights that can guide your strategic planning.
Eric Czerwin is Director of Sales for The Institutes Knowledge Group. With a background in risk management and underwriting, he bridges strategic insight with practical execution while fostering long-term relationships. His focus is on empowering carrier workforces with enhanced skills and insurance field knowledge through organizational learning and development initiatives.
Demystifying Data Science in Insurance: Speak the Language of Data
By Eric CzerwinImagine making informed decisions, predicting risks accurately, and tackling strategic business challenges—all through the incredible power of data. The evolution of data science in insurance is redefining business practices, making it essential for RMI professionals to continuously upskill to stay competitive.
Keep in mind, data science doesn’t have to be intimidating! With a basic understanding, you can learn to speak the language of data, collaborate confidently across your organization, and fully leverage data-driven insights.
Data science processes vast amounts of data to extract valuable insights that can be leveraged across the business.
Because the fields of risk management and insurance rely on data for informed decision-making, professionals across the business value chain must have a solid understanding of data science principles. They also need a mindset to prioritize data and analytics throughout day-to-day operations. Whether your role is in risk management, claims, underwriting, marketing, or any other function, it’s important that you’re comfortable working with data.
Embracing this mindset not only helps you stay resilient and competitive in a rapidly changing environment, but also empowers you to speak the language of data effectively.
In today's data-driven world, data literacy isn't just a technical skill—it's a vital component of professional growth and organizational success. And spending time developing that skill may benefit you in more ways than you realize.
1. Better Collaboration
Understanding basic data science in insurance concepts allows you to have more effective communication and collaboration across teams. Whether you're working with underwriters, actuaries, or data scientists, being able to have efficient conversations using the correct terminology helps ensure everyone is aligned.
2. Improved Decision-Making
Data literacy enables you to make evidence-based decisions. By knowing how to access and analyze relevant data, you can better identify trends, uncover insights, and predict future outcomes with greater accuracy.
3. Increased Efficiency
Proficiency in data analysis allows you to automate routine tasks and optimize workflows. For example, using data algorithms to automate claims processing can speed up the resolution time and improve customer satisfaction.
4. Enhanced Competitive Edge
Both individuals and organizations gain a significant advantage by leveraging data insights. For individuals, data literacy enhances career prospects and professional growth. For organizations, it means being able to offer better products, services, and customer experiences.
5. Strengthened Risk Mitigation
Data analysis provides a clearer understanding of risks and potential vulnerabilities. By identifying patterns and predicting possible issues, you can help minimize losses, boost profitability, and ensure a more stable and secure operational environment.
While data analytics may seem daunting at first, it's more accessible than you might think! Courses such as AIDA 402: Developing and Implementing Data-Driven Strategies can help you feel confident with the fundamentals of data science including:
Collecting high-quality data is a key first step to making better decisions. Insurers gather and analyze data to better understand customer profiles and risk landscapes. Good data collection practices streamline operations and uncover new opportunities for innovation.
Managing data well ensures its reliability and trustworthiness. For example, categorizing telematics data by factors like speed and braking patterns helps insurers spot behaviors that might affect claims. This structured approach enhances data accuracy and makes it easier to extract actionable insights.
Efficient data communication bridges the gap between data science and traditional insurance roles. By bringing together data scientists, actuaries, underwriters, claims specialists, and more, insurers can make insightful decisions and respond faster to market trends.
Understanding these concepts and more will allow you to build a culture of data literacy at your organization, ethically manage data, and establish yourself as a trusted RMI leader.
Adopting a data-driven culture is a team effort. Everyone across the organization has a responsibility to better understand and communicate about data. After all, big data and technology are central to the future of the risk management and insurance business.
That’s where a commitment to your learning and professional development comes in. The Institutes Designations’ all-new Associate in Insurance Data Analytics® (AIDA™) is designed to help you understand data science principles so you can speak the language of data, future-proof your skillset, and grow your career.
Eric Czerwin is Director of Sales for The Institutes Knowledge Group. With a background in risk management and underwriting, he bridges strategic insight with practical execution while fostering long-term relationships. His focus is on empowering carrier workforces with enhanced skills and insurance field knowledge through organizational learning and development initiatives.
