I help organizations set learning strategies and direction to look at methods for proactively prioritizing and making sense of the complexity of the work now and in the future. To do so involves a holistic view of the organization and a deep understanding of what performance enables competitive advantage. A big part of being a senior L&D leader is helping to identify what the organization wants to accomplish in light of internal capability and external constraints.

Communicating with, understanding, and influencing those that serve the organization is a pivotal aspect of being an L&D leader. I work with organizational leaders to create purpose around learning, training, and employee growth initiatives. I know how important these collaborative relationships show value when it comes to the ability of L&D to build organizational capabilities.

I use data and traditional business strategies to make an impact. I help L&D teams demonstrate organizational value in reaching goals, objectives, and business results. While the purpose of my teams has been to design, develop, and deliver learning content, I understand the need to prove that every dollar invested produces the desired results. I help leaders make sense of learner data.