The “Learning Insights” series by Chief Learning Officer is dedicated to highlighting the experiences and career paths of chief learning officers and learning executives who are leading the way in corporate learning and workforce development. Through this Q&A series, we gain strategic insights, innovative approaches, and lessons learned from visionary leaders around the globe.
CLO: What initially sparked your interest in a career in learning and development, and how has your journey evolved?
Initially, my passion for assisting others in achieving their full potential and providing resources for personal and professional growth led me to the field of learning and development. Starting with basic workshops, my experience has grown to include curriculum design, consulting, cultural initiatives, coaching, and strategic planning.
CLO: What key initiatives have you spearheaded to drive employee development and nurture a culture of learning?
I championed the development of our organizational culture at the college by establishing cultural beliefs, aligning training with strategic objectives, creating branded tools, forming a culture steering committee, and hosting an annual Culture in Action conference. Additionally, I collaborated with faculty to develop foundational models for leading and instruction at the college.
By diversifying session modalities and implementing learning cohorts, I promoted continuous learning and measured success and knowledge transfer, leading to improved retention and internal promotions.
CLO: What is the most impactful learning program you’ve introduced, and how has it contributed to growth and success?
The culture initiative has been the most impactful program, ingraining behavioral norms across various aspects of the college. This initiative has enhanced recruitment, engagement, and performance, resulting in accolades for the college.
CLO: What excites you about the future of workplace learning, and how are you preparing your organization for change?
I am thrilled about showcasing the influence of learning on individuals and organizations. I am also intrigued by the potential of artificial intelligence to enhance learning experiences. To adapt to the evolving landscape, we are introducing learning opportunities that integrate new technologies and align with employee goals.
CLO: What attributes make a successful L&D leader, and how do you nurture these qualities within your team?
An effective L&D leader is empathetic, open-minded, and committed to continuous learning. By encouraging feedback and inclusivity, I foster a culture of growth within my team. I believe in being authentic, leveraging strengths, and supporting team members in their development journeys.
CLO: What advice would you give your younger self, looking back on your career?
If I could mentor my younger self, I would emphasize the importance of authenticity, leveraging strengths, and embracing unique perspectives. These qualities would have helped me contribute more effectively throughout my career.
CLO: What is the biggest challenge facing L&D professionals today?
One major challenge for L&D professionals is demonstrating the long-term impact of learning on areas such as engagement and retention.
CLO: Can you recommend a tech tool or platform that has improved your work processes?
Integrating our learning system with Power BI has revolutionized our data analytics, providing valuable insights into learner trends and progress, leading to improved outcomes and ROI.
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