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’ve had a lifelong passion for learning. At around 23, as I neared the end of my college journey, I encountered an exceptional facilitator whose role I aspired to. Ever since, I’ve dedicated myself to both personal and professional growth, embracing ongoing learning and staying abreast of industry standards.
What key initiatives have you implemented as a learning leader to drive employee development and foster a learning culture?
Upon joining JNJ, I introduced innovative and hands-on learning methods such as experiential learning to the sales team. Initially met with skepticism from leaders who viewed activities like biking to grasp contact friction as trivial, it took time for them to recognize the value of such approaches.
What is the most impactful learning program you’ve introduced in your organization, and how has it contributed to employee growth and business success?
In the early stages of my career, I spearheaded the development of an onboarding program at MASCO, a construction company. Despite my relative youth, I devised a creative approach: Utilizing a birdhouse to simulate the installation process of the products we serviced. This hands-on experience proved invaluable in helping home office staff grasp the physical nature of the installers’ work.
What is a common misconception people might have about the L&D function, and how do you address it?
One of the most prevalent misconceptions about learning experts is the belief that anyone can easily assume the role. Despite holding a doctorate degree and accumulating over 25 years of experience in the field, there’s often the challenge of individuals who, armed with a PowerPoint presentation, consider themselves trainers without the necessary expertise.
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’m genuinely enthusiastic about leveraging AI to level the playing field for employees who may not have had equal access to learning opportunities. ChatGPT, for instance, is a tool I particularly admire. It empowers individuals with disabilities and non-native speakers to communicate with professional fluency, granting them a voice and presence on par with their peers.
What essential qualities or skills make a successful L&D leader, and how do you cultivate these traits in yourself and among your team?
As a leader, possessing empathy is crucial for assisting others in realizing their aspirations and objectives through education and training.
What game-changing advice would you offer if you could go back in time and mentor your younger self?
Persist! Keep pushing forward. Dreams are within reach.
What do you feel is currently the single biggest challenge facing L&D professionals and the industry as a whole?
Not fully grasping the significance of social learning and the capacity for self-directed skill acquisition.
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?
I enjoy Syneos Health LXP.
Interested in being featured in our “Learning Insights” series? Please complete this FORM.
