Welcome to the “Learning Insights” series by Chief Learning Officer, a vibrant platform dedicated to exploring the thoughts and journeys of chief learning officers and learning executives. These visionary leaders are reshaping corporate learning and workforce development. Through this Q&A series, we bring you their strategic insights, innovative strategies, and stories of overcoming challenges from across the globe.
CLO: Can you tell us what attracted you to a career in learning and development, and how have your experiences evolved?
My initial aspiration was to become a teacher because school felt like my safe haven during childhood. After completing my undergraduate degree in education, I became intrigued by the concept of belonging—its nature, attainment, and significance, particularly for those with underestimated identities. This curiosity led me to pursue a PhD in English literature. Throughout my academic journey, I engaged in extracurricular activities that tackled systemic issues impacting students and educators. This experience ignited my passion for leveraging my skills to drive change and prompted my transition to a role in Learning & Development (L&D). Today, I am dedicated to democratizing access to training and professional growth, empowering individuals, teams, and organizations to control their career paths.
CLO: What initiatives have you championed to enhance employee development and cultivate a culture of learning?
One of my favorite initiatives falls within our DEI programming at AFC. I lead a podcast listening series called “Listen Up!” where we gather biweekly on Microsoft Teams to listen to podcast episodes that align with our mission. It attracts both passive learners who prefer to absorb information quietly and extroverted staff members who actively participate and champion the event. Additionally, I facilitate monthly sessions for our supervisor team, promoting unified management and leadership approaches while fostering a sense of camaraderie among managers. This collaborative space encourages informal mentorship and best practice sharing.
CLO: Could you describe the most impactful learning program you’ve implemented and its benefits for employee growth and business success?
Our DEI and race equity training program stands out as the most impactful initiative. As AFC is dedicated to equity and justice for individuals affected by HIV or chronic conditions, it’s crucial for our staff to share a common understanding and skill set for bridging differences. These programs have fostered a stronger sense of community and cooperation within our team, serving as vital catalysts for team cohesion in a virtual or hybrid workspace. The unwavering support from our leadership has been instrumental in the program’s success.
CLO: What’s a common misconception about L&D, and how do you address it?
Many believe developing training solutions is easy and that simply providing training solves problems. While some solutions are straightforward, finding the best-fit training often involves extensive evaluation, especially for diverse audiences. Moreover, the assumption that training alone “fixes” issues is misguided. As L&D professionals, partnering with managers to foster ongoing support and coaching is crucial. However, managers frequently lack the tools to support learners effectively, perpetuating this misconception.
CLO: What excites you about the future of workplace learning, and how are you preparing your organization for this journey?
The demand for professional development from employees and the willingness of organizations to meet this demand excites me. The multitude of avenues for development, such as webinars, podcasts, and books, is impressive, though it can lead to decision fatigue. I aim to serve as a coach, offering guidance while providing program designs that consider personal preferences and schedules, ensuring meaningful engagement.
CLO: What qualities or skills are essential for a successful L&D leader, and how do you nurture these in yourself and your team?
Curiosity is a crucial mindset for L&D leaders. It drives us to ask insightful questions, encourage experimentation, and receive and act on feedback, modeling the growth mindset we hope to foster in learners. Cooking, with its endless learning opportunities, keeps my curiosity alive while teaching humility. Humility is vital as it allows us to process feedback constructively. Authentic conversations with staff about their needs help me cultivate this mindset continuously.
CLO: If you could offer advice to your younger self, what would it be?
Keep following your questions, even when it feels daunting or unsettling. The path of inquiry will eventually lead you to the stability and security you seek.
CLO: What do you see as the biggest challenge facing L&D professionals today?
The misconception that training is a one-off event instead of a continuous growth process.
CLO: Can you share a work or learning tech product that has significantly enhanced your processes?
AI has become an invaluable tool, especially in drafting emails and processing large volumes of information efficiently. Its ability to streamline job competency reviews makes it a revolutionary asset in the L&D realm.
Want to be featured in our “Learning Insights” series? Fill out this FORM.
