I am a senior learning strategist with over 15 years of L&D experience across many industries. I help companies build, plan, and implement organizational-wide learning initiatives.
I specialize in helping companies develop a culture of learning in order to support changing strategic objectives, anticipate (and eliminate) future skills gaps through incisive new L&D programming, and facilitate the growth of new managers, executives, and career development of all employees.
Setting Strategy & Direction
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.
Evaluation & Success
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.
As Komodo's first L&D hire, I created a comprehensive L&D strategy to support our employee (dragons') growth and development, from individual contributors to senior leadership. In my first year, I grew the function to a team of five (5) so that we could further support all business functions.
I was brought into Persado to assess the learning and development function and organizational needs. I then mapped emerging skill requirements against competencies, identifying gaps and prioritizing resulting programs. I also lead the design, development, delivery, and iteration of core learning pathways supported by content and programs through various delivery methods to drive learning goals and promote inclusion and belonging.
I was Investopedia's first L&D hire tasked to lead their very first educational initiative Investopedia Academy. I lead a team of six to develop and launch over 15 courses, with over 50k learners enrolled globally. Using state of the art learning technology and methodolgies, I was able to ensure Investopedia's courses were the gold standard of financial education.
I joined ASME as a hands-on working manager overseeing three members of the L&D team who participated in course development and delivery. Building relationships with key stakeholders across functions and regions to ensure that the L&D deliverables were aligned with company-wide and business-specific needs while balancing global consistency and local customization when appropriate.