Welcome to Chief Learning Officer’s “Learning Insights” series, where we explore the career journeys of chief learning officers and learning executives who are making significant impacts in the world of corporate learning and workforce development. In this Q&A series, we gain insights, innovative strategies, and success stories from visionary leaders worldwide.
CLO: What initially sparked your interest in learning and development, and how has your journey evolved over the years?
With a background in process improvement and engineering, my career trajectory shifted towards teaching and team facilitation. I realized the importance of individual and team development in conjunction with process enhancement. As I progressed to become an operations executive, I witnessed the pivotal role of leadership in organizational success. In 2001, I was tasked with establishing a corporate university for a large health system, which laid the foundation for my subsequent roles in leadership development across various sectors.
From earning a doctorate in organizational change to leading a children’s hospital, my journey culminated in founding a leadership development firm and joining UAB as the chief leadership development officer. Over the years, my passion for lifelong learning has been instrumental in shaping my current role as a chief leadership development officer and senior associate dean of leadership development.
CLO: What key initiatives have you implemented to drive employee development and cultivate a learning culture in your organization?
We have created impactful programs like the High Impact Leadership series for senior leaders, the High Performing Care Collaborate for care teams, and Momentum Leaders in Medicine for female leaders. By integrating learning into our leadership programs, we foster a culture of continuous development throughout our organization. These initiatives have not only enhanced employee growth but also contributed to our business success.
CLO: What excites you the most about the future of workplace learning, and how are you preparing your organization for this evolving landscape?
I am excited about the potential of AI tools and diverse learning modalities in transforming workplace learning. Embracing technologies like AI and online platforms such as LinkedIn Learning, we are empowering our learners to take charge of their development journey. By championing innovative tools, we are equipping our organization for the changing landscape of workplace learning.
CLO: What essential qualities make a successful L&D leader, and how do you cultivate these traits within your team?
Belief in people’s potential, a commitment to lifelong learning, and curiosity are essential qualities for L&D leaders. I strive to instill these traits in myself and my team, fostering a culture of empowerment and continuous growth.
CLO: What is the biggest challenge facing L&D professionals today, and how do you address it?
One of the greatest challenges for L&D professionals is ensuring that learning is perceived as a necessity, not a luxury. Additionally, staying ahead of technological advancements and ensuring competency in utilizing new tools present ongoing challenges for the industry.
CLO: Can you share a work or learning tech product that has enhanced your processes?
While I don’t have a specific recommendation at this moment, I remain open to exploring innovative tools and technologies that can streamline our work processes and enhance the learning experience for our team.
Are you a leader in the learning and development space? Join our “Learning Insights” series by completing this FORM to share your journey and insights with our global audience.
