Chief Learning Officer’s “Learning Insights” series is dedicated to showcasing the thoughts and career journeys of chief learning officers and learning executives—the tireless trailblazers who are transforming the landscape of corporate learning and workforce development. In this Q&A series, we garner strategic insights, innovative approaches and challenges overcome from visionary leaders worldwide.
What initially drew you to a career in learning and development, and how have your experiences evolved over the years?
I consider myself an accidental L&D professional. Starting my career in sales, I was often tapped on the shoulder to support new employees in their onboarding and development along with growing others in their own sales careers. I quickly learned this was a profession in itself and I worked with my company’s executive team to formally build the L&D function while teaching myself the practices within talent development. I now consider myself a learning strategist working to flourish the growth mindsets in others.
What key initiatives have you implemented as a learning leader to drive employee development and foster a learning culture?
Thanks to the collaborative support of our President of the Americas, I am spearheading the creation of learning events tailored for employee communities with similar experiences, focus areas and tenure. These gatherings facilitate personal development, team building and problem-solving. They emphasize networking, bonding and trust building. Through these events, employees align and commit to our organizational goals, embodying a holistic approach to cultivating a dynamic, inclusive and high-performing organization.
What is the most impactful learning program you’ve introduced in your organization, and how has it contributed to employee growth and business success?
My team and I implemented a new leadership development program that creates a golden thread between all people leaders from the CEO all the way to the newly promoted first-time manager. We aim to drive a culture where all staff can say they “feel like a valued member of a winning team doing meaningful work in an environment of trust.”
What is a common misconception people might have about the L&D function, and how do you address it?
A big misconception is that learning has to be structured and take place in a classroom setting. The reality is that a large part of learning can be informal and happen through experiences, social collaboration, practical application and curious growth mindsets.
What excites you the most about the future of workplace learning, and how are you preparing your organization to adapt to the changing landscape?
I nerd out about the symbiotic relationship of technology and people skills in the future of work. My passion lies in implementing forward-thinking talent strategies that not only address immediate needs but also position organizations for long-term success.
What essential qualities or skills make a successful L&D leader, and how do you cultivate these traits in yourself and among your team?
Empathy, creativity and innovative thinking, collaboration, adaptability and analytical thinking. It’s about recognizing the strengths and differences of the team, finding our hidden potential and natural genius while working together, and continuing to stay curious and committed to life-long learning.
What game-changing advice would you offer if you could go back in time and mentor your younger self?
Play where the puck is going and don’t underestimate the power of small gains.
What do you feel is currently the single biggest challenge facing L&D professionals and the industry as a whole?
The need to adapt to a rapidly changing business landscape. We must rethink how our methodologies, frameworks and processes allow us to work quickly, efficiently and at scale while continuing to prove the ROI of our work toward the results of the organization.
We’re always looking to showcase innovative tools and technologies. Can you share one work or learning tech product or platform that has significantly improved your work processes and why you find it valuable?
Pitch Monster. I am excited to be partnering with this innovative product using AI to help us skill and accredit our sales professionals in their most critical sales skills by practicing real conversations before they meet the customer.
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