Iain Boomer leads a game-changing learning approach as Chief Learning Officer

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.

CLO: What initially drew you to a career in learning and development, and how have your experiences evolved over the years?

Opportunity and mentorship have played crucial roles in my career. Firstly, none of this would have been possible without the support and encouragement of my family.

Based on my science degree and project management experience, I applied for a role that combined these skills. A year later, the organization reached out to me, and I seized the opportunity to showcase my strengths, commitment, and consistency. Over the course of five years, I took on various roles and leadership opportunities, building strong networking contacts and client relationships. Clients consistently requested my continued involvement in their projects.

A great mentor recognized my potential to lead and drive learning. They gave me the chance to lead a division, setting me on a path of continuous growth and development. In the 17 years since, I have moved to different countries and taken on diverse roles, both international and local, that have supported my professional development. Each time, my responsibilities have increased.

I always say yes to opportunities that allow me to learn, grow, and develop, even if I don’t have prior experience. I know I can challenge myself and excel, becoming a catalyst for change for both myself and others.

CLO: What key initiatives have you implemented as a learning leader to drive employee development and foster a learning culture?

As a learning leader, I have implemented key initiatives to drive employee development and foster a learning culture:

• Transforming a training organization into a strategic learning organization.
• Developing learning competencies and experience maps for hiring, development, and progression.
• Establishing learning councils and governance teams globally and locally.
• Aligning learning with corporate strategies and HR talent management processes.
• Advocating for learning with senior executives and creating a learning culture with senior leaders.
• Facilitating the sharing of best practices and evolving them into global initiatives.
• Conducting a comprehensive needs analysis to address gaps identified in surveys.
• Launching international platforms and competencies for a consistent learning ecosystem.
• Implementing leadership programs and promoting a companywide coaching culture.

CLO: What is the most impactful learning program you’ve introduced in your organization, and how has it contributed to employee growth and business success?

The most impactful learning program I introduced in my organization was creating and deploying a companywide coaching culture and skills development. This contributed to improved performance, increased employee engagement, enhanced communication and collaboration, talent development, employee well-being, and organizational learning and adaptability. Other award-winning programs included moving the organization to virtual capabilities during the pandemic and developing innovative response handling processes that were adapted globally, as well as deploying a learning ecosystem for all international field teams.

CLO: What is a common misconception people might have about the L&D function, and how do you address it?

A frequent misconception about L&D is that it solely involves training sessions. While training is important, L&D plays a much broader and more strategic role in an organization.

Addressing the misconception:

• Strategic Alignment:
  • Integration with business goals: L&D aligns learning initiatives with organizational goals, addressing skill gaps and supporting overall success.
  • Seat at the table: Ensuring L&D has a place in strategic discussions ties learning strategies to corporate goals, fostering a true learning culture.
• Performance enhancement:
  • Beyond training: L&D improves individual and team performance by enhancing necessary skills and competencies.
  • Impact on productivity: Effective L&D initiatives lead to increased productivity, employee engagement, and retention.
• Talent development:
  • Leadership and succession planning: L&D identifies and nurtures high-potential individuals for future leadership roles, crucial for succession planning.
  • Attracting top talent: A robust L&D function attracts top talent by showcasing a commitment to employee growth.
• Organizational development:
  • Cultivating a learning culture: L&D fosters a culture of continuous learning, innovation, and adaptability.
  • Compliance and ethics: L&D ensures adherence to regulatory and ethical standards through targeted training programs.
• Communication:
  • Regular updates: Keep stakeholders informed about L&D initiatives and their impact through regular reports and presentations.
  • Showcasing success stories: Highlight successful L&D programs and their positive outcomes to demonstrate value.
  • Feedback loops: Establish channels for receiving feedback from employees and leadership to continuously improve L&D efforts.

Outcomes of investing in L&D:

• Increased productivity: Enhanced skills lead to better performance.
• Improved engagement and retention: Employees are more engaged and loyal when growth opportunities are present.
• Enhanced agility and adaptability: A learning culture helps the organization adapt to changes swiftly.
• Competitive advantage: A strong L&D function attracts and retains top talent.
• Leadership pipeline: Ensures a steady supply of skilled leaders.
• Continuous improvement: Drives ongoing innovation and improvement.

L&D is a collaborative effort that requires the investment and commitment of everyone in an organization, from senior executives to junior roles, to establish a genuine learning culture and achieve success. Sharing successes and coaching outcomes are essential components of this effort.

L&D is not just about training; it is a strategic function vital for driving organizational success, enhancing performance, developing talent, and fostering a culture of continuous learning.

CLO: What excites you the most about the future of workplace learning, and how are you preparing your organization to adapt to the changing landscape?

With the evolution of AI, the speed, and increased capability to drive insights into business outcomes and needs. AI provides the learning professional more time to think strategically around insights and increases the ability to correlate learning outcomes to business outcomes.

Quickly moving the learning professional to communicate with influence, prompting and data literacy skills to be a leader in shaping business outcomes with key insights.

CLO: What essential qualities or skills make a successful L&D leader, and how do you cultivate these traits in yourself and among your team?

To cultivate essential qualities and skills for a successful L&D leader, I not only focus on developing myself but also encourage my team to do the same. I adapt my learning competency framework to support their development, and I actively promote their involvement in the learning community through speaking and writing opportunities, networking, and attending conferences. I also encourage them to consume vendor partner resources and read extensively to bring new ideas to their roles and contribute to the team’s success. Self-awareness is crucial for both leaders and team members, as it enhances decision-making, emotional intelligence, relationships, personal growth, leadership effectiveness, resilience, and authenticity. Additionally, I emphasize the importance of getting an executive coach to provide personalized feedback, foster self-awareness, enhance skills, and guide strategic decision-making, ultimately improving team performance and organizational success.

Here’s a list of essential skills and qualities for a L&D leader:

1. Strategic thinking:
   • Vision alignment: Ability to align L&D initiatives with the organization’s strategic goals.
   • Cultivation: Stay informed on industry trends and organizational needs. Develop strategic plans that address long-term goals and demonstrate the impact of L&D.
2. Communication skills:
   • Clear messaging: Effective communication with stakeholders at all levels.
   • Cultivation: Practice active listening, provide clear and concise updates, and engage in regular dialogue with team members and other departments.
3. Adaptability:
   • Flexibility: Ability to adjust strategies based on changing organizational needs and external factors.
   • Cultivation: Embrace a growth mindset, encourage experimentation, and learn from failures.
4. Empathy and emotional intelligence:
   • Understanding: Ability to connect with and understand the needs of employees.
   • Cultivation: Develop active listening skills, practice empathy in daily interactions, and create a supportive environment for team members.
5. Data-driven decision-making:
   • Analytical skills: Use data to drive L&D strategies and demonstrate ROI.
   • Cultivation: Invest in learning analytics tools, regularly review metrics, and make data-informed adjustments to programs.
6. Leadership and influence/motivation:
   • Inspiration: Ability to inspire and motivate the team and stakeholders.
   • Cultivation: Lead by example, set clear expectations, and recognize and celebrate achievements.
7. Project management:
   • Organizational skills: Efficiently manage multiple projects and initiatives.
   • Cultivation: Use project management tools, delegate tasks effectively, and maintain clear timelines and priorities.
8. Innovation and creativity:
   • New approaches: Ability to design and implement innovative learning solutions.
   • Cultivation: Encourage creative thinking, stay updated on the latest L&D technologies, and be open to new ideas and approaches.