Tell us about yourself and what it is that you currently do
I’m Leong Cheah, Founder/CEO of LUCI™, an AI-driven Learning Experience & Development (LXP) platform designed to transform how organisations empower their workforce. I have a background in strategy, leadership, and HR innovation through technology.
My experience spans several industries, including Retail Banking, Hospitality, Health and Fitness, Aviation, Agency Recruitment, Specialised Chemical Manufacturing, and Family Office Startup across Australia, the Middle East and the African Markets.
I’m a facilitator of CIPD Programs, and I hold accreditations in CIPD, BPS Levels A & B, Thomas PPA Practitioner and Neuroplastician® (P.npn).
I’ve spent over 15 years supporting companies both as an employee in the capacity of Head of functions and as a consultant, in bridging the gap between employee potential and organisational success. With LUCI™, my focus is on leveraging artificial intelligence to create an adaptive learning ecosystem that supports organisations and employees/individuals to drive productivity, knowledge retention, career path and cultural cohesion.
What interesting projects are you currently involved in?
Beyond scaling LUCI™ globally, I’m collaborating with industry leaders to integrate HR workflows, instil a robust structure within their HR departments, and introduce smart implementations of technologies.
We’re also piloting a predictive analytics tool that identifies skill gaps in real time, allowing companies to address workforce challenges proactively. Another exciting initiative is the potential partnership with NGOS to provide accessible learning and development (L&D) solutions to underserved communities, aligning with our vision of democratising learning.
Tell us about LUCI™
LUCI™ is an AI-driven Learning Experience & Development (LXP) platform that personalises employee development at scale. Unlike traditional, legacy learning platforms, LUCI™ is a plug-and-play solution that utilises proprietary AI to adapt to users’ learning needs by identifying gaps in knowledge, skills, and behaviours, thereby curating personalised content based on individual roles, learning styles, and performance data. Incorporating bite-sized, push-based microlearning lessons, gamification, and social learning features to keep users engaged.
Our goal is to transform boring, checklist-driven, and time-consuming static training programs into dynamic, growth-oriented experiences on demand.
What is your mission?
To redefine learning both in the workplace and for individual needs, by making it continuous, relevant, and measurable. I believe that when organisations and employees are equipped with the right tools, which demonstrate a reduction in risk and cost to the organisation while also showing growth, organisations can unlock unprecedented innovation and resilience.
LUCI™ exists to ensure no talent is left untapped.
How is LUCI™ revolutionising the Learning landscape?
We are shifting from the traditional “one size fits all” checkbox learning approach to hyper-personalisation.
LUCI™ AI analyses to adapt users’ knowledge gaps, skills, and behaviours to recommend a tailored learning path, accompanied by a real-time analytics dashboard that provides actionable insights for L&D Leaders.
Our platform supports just-in-time learning, which enables employees to access bite-sized resources exactly when they need them – during a project, client call, or problem-solving scenario.
With integrated assessment using multiple learning methods, results are recorded for internal and external compliance governance.
How does LUCI™ ensure that knowledge is retained?
We employ two synergistic strategies.
Spaced repetition algorithm, which focuses on timing to enhance memory retention and leverages the brain’s ability to consolidate memories through repeated, spaced exposure.
Scaffolding, which focuses on cumulative knowledge building, and involves incremental layering of new information on top of foundational concepts.
All data is recorded and analysed, including how many times the user clicks “ignore” or “skips” the lesson, which can be correlated to the topics being learnt and potentially performance for that specific role.
Do you have a case study you can share?
Still an ongoing study – A multinational bank struggling with compliance violations (e.g., GDPR, AML), high frontline turnover and slow adoption of digital tools partnered with LUCI™ to implement AI-driven L&D solutions.
The implementation of personalised compliance training, reduced audit discrepancies, career pathways, and microlearning modules help cut frontline turnover, while gamified leaderboards and social learning hubs accelerate digital tool adoption.
Why are you so passionate about HR and employee empowerment?
It’s the biggest cliché – everyone knows that employees are the foundation of any organisation.
As HR professionals, we are not just administration, payroll and policies. It’s about partnering and providing support to leaders and employees by cultivating an environment that allows people to thrive, regardless of their background.
Creating potential intrapreneurs who feel engaged, valued and equipped to drive innovation, customer satisfaction, their careers and ultimately profitability.
That’s why I’m committed to tools like LUCI™ that can transform potential into performance.
What makes a great company culture?
This is a tricky question to answer, as the definition varies from company to company and from leaders to employees. It’s a living ecosystem that needs to be nurtured by every member within the organisation.
However there will be interconnected elements, such as;
- Continuous learning is no longer a perk but a necessity.
- Psychological safety of being able to speak up without fear of punishment or repercussion and/or being “used against you later”.
- Purpose-driven work matters more, especially to the current generation Z and Alphas (what is the CSR, ESG, charities etc of the organisation)
- A great reward and recognition system is in place.
- Agility, adaptability, diverse, inclusive and has transparent communication.
Why is a culture of learning so crucial for organizational success?
Culture of learning is no longer an HR buzzword. It is now critical for organisational success because it fosters adaptability in this fast-changing world post-COVID. Where finding, attracting, and retaining employees is becoming increasingly challenging.
Having a culture of learning will help mitigate risk by ensuring compliance, there is a succession plan of future leaders in place and by investing in people, one will boost engagement, future-proof the workforce against automation and skill obsolescence.
Thus, building and nurturing talent helps build resilience, loyalty, and cost reduction through a sustainable talent pipeline.
What is the most common reason for disengagement in employees?
Your readers, like myself, may have experienced disengagement in their workplace on a few occasions.
From my experience, this is usually due to a lack of growth opportunities. The feeling of being stagnant, undervalued, replaceable and having no clear roadmap for advancement can result in a dwindling of motivation – the work becomes transactional rather than purposeful.
Tools like LUCI™ aims to combat this by understanding through analysis of the current challenges that may be potentially be creating the disengagement, only then can a personalised growth pathway can be designed to align the career goals, empowering the Leaders and Line Managers on how to recognise progress to ensure the organisation and employees are invested and future ready.
What are your top people development tips for fostering a culture of continuous improvement and professional growth within a company?
This is by no means exhaustive and is based on personal experience.
- Personalised Learning Pathways
Tailor training to individual roles, skills gaps, and career goals, ensuring relevance and engagement. - Regular Feedback Loops
Frequent check-ins with actionable feedback can turn insights into development opportunities. - Recognition of Progress
Celebrate milestones publicly (e.g., certifications, project wins) to motivate and reinforce a growth mindset. - Stretch Assignments & Cross-Functional Projects
Challenge employees with tasks outside their comfort zones to build resilience, innovation, and future-ready skills. - Align Development with Business Goals
Connect learning initiatives to organisational objectives (e.g., digital transformation) to demonstrate to employees how their growth contributes to company success.
What are the current AI trends for L&D? How can the current AI advancements be harnessed for the changing L&D landscape?
The rapid evolution of AI presents a transformative opportunity for L&D. Organisations can strategically leverage the advancements.
- Hyper-personalisation at scale – enables adaptive learning paths tailored to individual needs.
- Predictive Analytics for Proactive Skill Development – identifying emerging skills gaps that is needed for that role before it impacts performance, which means that L&D team can design targeted interventions for the organisation. Generating a continuous feedback loop and analysis.
- Immersive & contextual learning experience with VR/AR that mirrors real-world challenges. Couple this with AI-powered coaching and mentorship as real-time feedback.
- Automation of Administrative Overhead – eliminating repetitive tasks like grading assessments, scheduling training, onboarding, and report generation. LUCI™ will have the ability to video record and submit answers on its platform for evaluation.
- Access to personalized curated library that is searchable with real time language translation and localisation to ensure inclusivity.
The lines of learning and work will be blurred, as the shift from “not another training event” mindset, will seamlessly evolve to a “learn in the flow of your day” ecosystem with LUCI™.
How do you see the L&D industry evolving over the next 10 years?
As the workforce for organisations continues to grow, the talent search now spans outside their local geography. Thus, the growth of remote/hybrid options continues to be an option for companies to adopt. Learning will become more immersive (think VR/AR), decentralised (on-demand resources), and integrated with workflow tools like Slack or Teams. We may even see L&D adopt blockchain technology (digital certification), as we will have a stronger emphasis on lifelong learning, and personalised career trajectories become less linear.
What is next for you?
Expanding LUCI™’s reach into emerging markets and exploring partnerships with academic institutions to bridge the gap between education and employment.
Where can readers find out more about you?
Connect with me on LinkedIn: https://www.linkedin.com/in/leongcheah/
Explore LUCI™’s solutions at: https://luci.global/
