In this episode of the L&D Transformation podcast, Jack Gottlieb interviews Lou Tedrick, the VP for Global Learning and Development at Verizon. Lou explains that her role involves supporting employees and external learners who contribute to Verizon's customer experience. She emphasizes the importance of the intersection between employee development, organizational culture, and customer engagement.

Lou discusses the exciting opportunities in learning and development at Verizon, as the work directly impacts frontline team members who deliver a great customer experience and contribute to the company's revenue and growth. She also highlights the need for upskilling and reskilling the workforce to keep pace with the rapidly changing demands of the digital and business transformation.

Lou stresses the importance of aligning learning initiatives with business priorities and leveraging technology that meets the high expectations set by consumer-grade applications. She shares insights on staying connected with learners and incorporating their input in solution development. Lou advises talent development leaders to understand their clients' business needs, stay curious, and actively participate in discussions. She also recommends staying updated on learning technologies and observing how people learn outside the enterprise to ensure a seamless learning experience from personal to work life.

Lou emphasizes the significance of creating touch points and engaging directly with various stakeholders, customers, and employees to align learning initiatives with organizational goals. Lou mentions her sons' influence in recognizing the potential of commercialized learning and highlights the importance of being inspired by the next generation of learners.

In a recent podcast interview, Shradha Prakash, the talent management leader for Prudential's US and international businesses, discussed the evolving landscape of learning and development. She highlighted the accessibility and fun aspects of learning, facilitated by technology platforms that extend beyond traditional corporate or classroom settings.

Shradha emphasized the increasing focus on employee experience, well-being, and holistic development, enabled by technology's transformation of the learning function. She also discussed the importance of aligning talent development with organizational capability, creating leaders who can effectively balance business outcomes and employee well-being. Additionally, Shradha emphasized the significance of coaching and mentoring as crucial capabilities for talent development leaders, fostering an environment that enables leaders to thrive and grow.

Ultimately, she emphasized the need to utilize the abundance of available learning resources to create personalized learning experiences that empower individuals. Shradha drew inspiration from individuals like her grandfather, Michelle Obama, Trevor Noah, and Satya Nadella, who exemplify the courage to take unconventional paths while remaining connected to their roots, inspiring her to strive for holistic personal and professional growth.

Steven Childs, CHRO of Panasonic Automotive and an executive coach, delves into the dynamic world of learning and development. With the evolving priorities and transformations within organizations, Childs emphasizes the vast opportunities present in the L&D space. He emphasizes the need to consolidate various aspects, such as technology tools, leadership skills, and mindset, under the umbrella of a "modern workplace," where transparency and continuous learning are valued. Childs draws inspiration from companies like Worldwide Technologies (WWT), where the executive team's unwavering commitment to developing leaders and embedding L&D in their culture sets an example for organizations worldwide.

As Childs reflects on his role in L&D, he expresses excitement about the open landscape that exists today. Organizations are no longer just grappling with what to cultivate in terms of learning objectives but are now faced with the challenge of prioritizing and maximizing the potential of their L&D initiatives. This shift towards employee experience and holistic development stems from the recognition that increased leadership skills are no longer a mere luxury but a necessity for success in today's business environment. Authenticity, effective communication, and change navigation have become crucial competencies for leaders to remain competitive and lead at a high level.

Childs describes how Panasonic Automotive has shifted from a traditional approach of HR and L&D teams delivering training to leveraging their high-potential team as trainers. This shift has not only increased engagement but also allowed employees to participate in workshops tailored to their specific needs and development plans.

Drawing inspiration from companies like WWT, Childs champions the notion of bringing L&D into the heart of an organization's culture. He highlights the exceptional commitment demonstrated by the executive team at WWT in holding themselves accountable for developing leaders and making L&D an integral part of their organizational fabric.

In a recent episode of the L&D Transformation Podcast, Jolene Skinner, Vice President of Engagement Inclusion at MongoDB, discussed the significance of learning and development in today's organizational landscape. She highlighted the importance of culture and purpose and their impact on employee engagement and performance.

Skinner emphasized that organizations are increasingly compelled to focus on their culture and purpose due to the evolving expectations of employees. Workers now seek more meaningful roles that align with their personal values and aspirations, prompting organizations to step up their efforts to create purpose-driven environments. In this context, L&D professionals play a crucial role in facilitating cultural transformation.

L&D discipline should extend beyond traditional leadership training and encompass a broader scope of purpose-driven development. It involves understanding and defining the organization's purpose, aligning it with individual values, and enabling leaders to embody and reinforce this purpose throughout the organization. Achieving this alignment can be challenging but essential for long-term success.

Regarding the future of L&D, Skinner underscored two critical factors. First, the introduction of cultural transformation should occur gradually and become deeply ingrained in organizational practices, rather than being treated as a temporary initiative. Consistency and sustained effort are vital to embedding values into every aspect of an organization. Second, L&D practitioners should collaborate with various stakeholders, such as HR and business leaders, to ensure a cohesive integration of purpose-driven initiatives across the organization.

Skinner also shared advice for HR leaders, emphasizing the importance of understanding the business side of operations. By acquiring business acumen and speaking the language of leaders, HR professionals gain credibility and effectively align HR solutions with the organization's strategic goals. However, Skinner cautioned against simply adopting existing business processes, highlighting the need to retain HR's unique perspective and expertise.

Additionally, Skinner emphasized the significance of influencing leaders through information and well-crafted questions rather than relying solely on personal opinions or emotional appeals. By focusing on inputs, controlling the process, and guiding leaders toward the right outcomes, HR professionals can drive meaningful change while respecting different perspectives.

In this episode of the L&D Podcast, Mike Ohata, the esteemed Chief Learning Officer at KPMG, delves into the critical role of learning and development in driving the success of their organization. With over 37,000 professionals to support, including the Latin America region, Mike's primary responsibility is to provide strategic leadership for learning initiatives that align with KPMG's corporate goals. These goals revolve around creating and maintaining a high-performance workforce capable of thriving in an ever-evolving business landscape.

At the core of KPMG's learning strategy is a focus on learning experiences and how they can be tailored to cater to individual career management. In a rapidly changing world, the need to embrace new skills and competencies is paramount. Thus, KPMG's philosophy is rooted in a skills-first strategy that underpins their workforce's talent, capabilities, and ultimately the success of their businesses in the marketplace.

The conversation centers on the intersection of capability-driven approaches and their impact on the organization's trajectory. The dynamic environment, with emerging technologies like AI and evolving business needs, demands adaptability. Mike emphasizes that technology should be viewed as a tool to extend human touch, rather than a replacement. The human element remains integral in driving results and creating meaningful connections with customers.

Mike highlights the transformation of learning from a factory producing training to becoming learning architects, focusing on measurement and return on investment. The journey involves embracing technology trends like adaptive learning and learning in the flow of work. However, Mike emphasizes that the core purpose of learning remains the same: to develop the skills and capabilities of employees that drive organizational success.

The conversation concluded with unwavering inspiration derived from the resilience and determination of KPMG's employees. He reiterates that, despite challenges, employees find ways to build the necessary skills and deliver on business commitments. The vision is to collaborate with employees in their growth journey, ensuring that KPMG's people and the organization achieve their goals together.

Welcome to the L&D Transformation Podcast, hosted by Jack Gottlieb, where business leaders delve into sharing their insights and advice in a concise five-question interview within just nine minutes.

In this episode, we're joined by Adam Hickman, the Vice President of Learning and Organizational Cast Development for Partners Federal Credit Union, affiliated with the Walt Disney Company. Adam discusses the profound impact of storytelling in both business and learning and development. He emphasizes the importance of approaching the L&D space with a mindset of service, focusing on workforce engagement and development.

Adam beautifully relates Partners sponsor Disney's mastery of storytelling to learning and development. Just as Disney creates captivating narratives, L&D professionals should also strive to weave stories that engage and inspire their workforce. Adam proposes a thought-provoking question: Are you in the beginning stages of the story, or are you envisioning what's next? This analogy underlines the transformative power of continuous learning and development throughout one's career journey.

Jack and Adam explore the evolving expectations in the realm of L&D. Adam sheds light on Gallup's groundbreaking findings that highlight the state of employee engagement globally. With thriving, non-engaged, and actively disengaged categories, these statistics reveal the pressing need to enhance engagement and productivity. Adam emphasizes the vital role of L&D executives in fostering a work experience that aligns with employees' emotional and rational needs, ultimately impacting stock prices and organizational growth.

Transitioning to a pragmatic approach, Adam outlines a two-pronged strategy for L&D success: a long-term solution and a quick fix. He emphasizes the criticality of developing effective managers, who wield considerable influence over employee engagement. The narrative shifts from a command-and-control structure to one that nurtures a coaching mentality, fostering engagement and ownership across all levels of the organization.

The conversation turns to actionable implementation. Adam recommends anchoring L&D efforts to core values and competencies, identifying and building upon existing strengths. He encourages leveraging the talents of existing managers, who contribute significantly to employee engagement. Adam highlights the value of fostering one meaningful conversation a week, fostering a sense of connection and engagement that transcends transactional interactions.

Wrapping up the interview, Jack inquires about Adam's greatest inspiration. Adam reveals his admiration for individuals deeply passionate and obsessed with their crafts. From David Goggins' relentless pursuit of self-improvement to Adam Grant's ability to simplify complex concepts, Adam recognizes the value of learning from those who are obsessed with excellence.

In this insightful episode, Adam Hickman paints a vivid portrait of how learning and development, akin to Disney's enchanting tales, can captivate and empower the workforce. His wisdom on engagement, storytelling, and the transformative potential of managers offers a roadmap for fostering a thriving workplace culture. As the L&D landscape continues to evolve, Adam's innovative insights serve as a guiding light for creating meaningful change in organizations worldwide.

This has been an engaging and enlightening episode of the L&D Transformation Podcast, where the convergence of storytelling, engagement, and leadership emerges as the catalyst for a brighter future in learning and development.

In the fast-paced world of business, the ability to adapt and evolve is crucial, and this sentiment holds true for the realm of Learning and Development (L&D). In a recent episode of the L&D Transformation Podcast, hosted by Jack Gottlieb, we had the privilege of gaining insights from KimLoan Tran, the Vice President of Talent Management at Allstate, a global Fortune 100 insurance company. KimLoan shared her expertise on how talent development is not just about immediate needs but also about preparing for long-term transformation. Here are the key takeaways from this insightful conversation.

KimLoan Tran's role at Allstate is a blend of strategic vision and hands-on execution. She focuses on three core areas: understanding the talent within the organization, nurturing talent growth through personalized development resources, and connecting employees to meaningful work opportunities across the company. The emphasis on skills and capabilities, rather than job titles, is a significant shift in how talent development is perceived.

Allstate is on a transformative journey toward becoming a skills-led organization. In this new paradigm, work is designed around clusters of fungible skills needed to perform tasks, rather than traditional job descriptions. This approach allows for greater flexibility and adaptability in the workforce, aligning with the rapidly changing business landscape.

One of the most exciting developments in the field of L&D is the growing influence of talent and L&D professionals at the executive level. As organizations recognize that business success is intricately linked to the success of their people, the role of HR and talent management becomes paramount. This shift creates an incredible opportunity to shape the future workforce by identifying emerging and durable skills and designing learning programs that address these needs.

KimLoan emphasized that employees are not just hired to do a job; they are paid to achieve results. Creating value and impact beyond the job description is essential. Companies are investing more in upskilling their workforce internally to stay ahead of competitors and improve retention and engagement. Employees seek meaningful work that makes an impact and are motivated by progress towards their career goals.

The traditional one-size-fits-all approach to enterprise learning is outdated, especially for global or highly distributed organizations. KimLoan highlighted the growing importance of personalized and adaptive learning experiences. Learning technologies and data analytics are used to tailor learning experiences based on individual needs, preferences, performance, and skills gaps. Allstate is on a journey to offer a Netflix or Amazon-style approach to personalized learning, ensuring employees receive relevant training, job opportunities, and mentorship.

KimLoan's advice for professionals in the L&D field is to embrace new technology and innovation. AI and emerging technologies are transforming the world of learning. Learning professionals should explore platforms, virtual reality simulations, immersive learning, and gamification to create engaging and interactive learning experiences. Technology's main goal should be to extend the human touch, not replace it. The key is to strike a balance between AI and human-centered design.

KimLoan identified two critical skills for success in the evolving world of L&D: learning agility and systems thinking. Learning agility involves continuously learning new skills, unlearning old habits, and adapting based on new experiences and information. Systems thinking requires understanding how different parts within and across an organization interact and connect. Building cross-functional partnerships and understanding the impact of decisions on both the business and employee needs are essential aspects of systems thinking.

In conclusion, the future of Learning and Development is dynamic and exciting. It's a world where skills take precedence over job titles, where technology enhances the human touch, and where professionals must be agile and systems thinkers. KimLoan Tran's insights provide valuable guidance for anyone embarking on the journey of L&D transformation, emphasizing the importance of staying curious, embracing innovation, and prioritizing the growth and development of employees. As businesses continue to evolve, so too must their approach to talent development and learning.

In the fast-paced world of business, the role of Learning and Development (L&D) professionals has undergone a profound transformation. To shed light on this exciting shift, we dive into a recent episode of the L&D Transformation podcast, hosted by Jack Gottlieb. In this episode, Jay Fortuna, the Vice President of Learning and Organizational Development at GoHealth, shares his insights on the evolving landscape of talent development.

The episode opens with Jack introducing Jay, a seasoned professional in the L&D space who manages everything from employee onboarding to leadership development at GoHealth. His role encompasses a wide range of responsibilities, making him a strategic partner within the organization.

Jack applauds Jay's witty introduction and dives straight into the heart of the conversation, exploring the intersection of leadership, sales, and performance within the L&D domain. This intersection, Jay asserts, is about driving business growth and becoming an embedded asset rather than just focusing on developing people.

Jay highlights the monumental shift that has taken place in the world of L&D. In the past, the battle was simply to get a seat at the table. Now, L&D professionals are not only seated at the table but are valued strategic partners. They actively identify operational issues, sales script deficiencies, and other bottlenecks within the organization, all while speaking the language of business and tying their efforts back to ROI and KPIs.

As the conversation progresses, Jay and Jack discuss the ongoing evolution of L&D. Jay shares how his role has evolved in just one year, emphasizing the importance of aligning learning with the broader business strategy. He mentions how learning teams are now being asked to take on additional responsibilities, such as managing full-time employees in various departments, illustrating their deep integration into the organization's functions.

Jay underlines the need for L&D professionals to truly understand the business they serve. This understanding allows them to engage in meaningful conversations, speak the language of the business, and identify opportunities for improvement. He emphasizes the importance of being part of the solution rather than just a provider of training programs.

Two critical competencies Jay highlights are partnership-building and communication skills. L&D professionals must establish strong relationships with various departments and act as the connective tissue that brings them together. Furthermore, effective project management skills are crucial to oversee complex initiatives successfully.

The episode wraps up with Jay emphasizing the concept of being a "positive Trojan horse." L&D professionals must use their position to not only provide training but also to identify and address critical business challenges. They need to be the ones who see the entire picture, connecting the dots across different departments and functions.

This podcast episode offers a glimpse into the dynamic world of L&D and how it has evolved into a strategic partner in driving business success. Jay Fortuna's insights provide a roadmap for L&D professionals looking to make a significant impact on their organizations by understanding the business, building partnerships, and taking a seat at the table where important decisions are made.