In a recent episode of the L&D Transformation Podcast, Jack Gottlieb had the pleasure of speaking with Susan Youngblood, a seasoned Chief People Officer, board member, and HR consultant. Susan, who has led technology divisions at IBM and Bank of New York Mellon, shared her insights on the challenges and opportunities within the learning and development (L&D) landscape, especially in the context of rapid technological advancements.

Susan discussed the massive impact of new technologies on the job market, citing predictions from the World Economic Forum that forecast the disruption of 85 million jobs globally by 2025, with the creation of 97 million new roles. She emphasized that while these numbers can be daunting, they present a significant opportunity for L&D teams to lead the charge in preparing the workforce for these changes. The need for reskilling and upskilling is critical, particularly as AI and automation continue to evolve and integrate into various industries.

Highlighting her own experiences, Susan mentioned her role in rapidly upskilling 13,000 employees at Bank of New York Mellon and implementing AI-driven robotic process automation at Refinitiv. These examples underscore the expectation that L&D can perform comprehensive skills gap analyses and deliver timely, effective training despite the challenges posed by the fast-paced advancements in AI.

Susan also pointed out the importance of involving HR and L&D in early discussions about new technology implementations. By being part of these conversations, L&D professionals can build compelling business cases for the necessary investments in tools, resources, and training programs. She stressed the need for empathy and open-mindedness, encouraging L&D teams to listen to feedback and be flexible in their approach.

To address the fear and resistance that often accompany technological changes, Susan recommended educating leaders and employees about the benefits and realities of AI and new technologies. She also advocated for leveraging new tools and partnerships to enhance L&D efforts, recognizing that innovative solutions can significantly support the upskilling and reskilling process.

In closing, Susan and Jack discussed the importance of using technology to amplify human value, emphasizing that AI and automation should be seen as tools to bring out the best in people. They encouraged L&D professionals to embrace new technologies, experiment with available tools, and focus on creating a human-centric approach to learning and development.

In a recent episode of the L&D Transformation podcast, host Jack Gottlieb engages in a dynamic conversation with Eric Brand, a seasoned commercial leader in Learning and Development (L&D) with over 30 years of experience in the healthcare industry. The podcast aims to extract valuable insights from business leaders like Brand who understand the evolving landscape of talent development.

Eric Brand introduces himself as a commercial leader in L&D, emphasizing his diverse background in the healthcare industry. Trained as an engineer, Brand has traversed roles in research and development, project management, marketing, and sales operations within pharmaceuticals. This varied experience, he notes, provides him with a unique perspective when leading L&D teams, enabling him to comprehend the challenges faced by his peers and fostering effective collaboration.

Brand delves into the changing nature of L&D, particularly highlighting the impact of the post-COVID era. He notes that L&D is no longer perceived merely as a service window for training requests; rather, it has evolved into a crucial player in organizational strategy. Grand contends that the disruption caused by COVID has left many traditional teams without all the answers, making them more receptive to guidance. He emphasizes the importance of leveraging data, becoming evidence-based, and identifying trends to position L&D leaders as contributors to strategic decision-making.

Gottlieb and Brand discuss the significance of L&D professionals transitioning from being order-takers to becoming strategic partners within the organization. Brand stresses the need for L&D leaders to embrace a consultative role by understanding business acumen, aligning with organizational goals, and utilizing data to inform training needs. He suggests that this shift allows L&D to move beyond being a cost center and instead become a business-driving force.

The conversation extends to the impact of technology, particularly artificial intelligence (AI), on the L&D landscape. Brand acknowledges the changing dynamics of customer interactions, especially within the pharmaceutical industry. He advises a balanced approach to technology adoption, cautioning against both excessive reliance and outright dismissal. Drawing parallels to the introduction of the iPad, Brand emphasizes the need to understand technology's capabilities and limitations to avoid unrealistic expectations.

Brand concludes by offering strategic guidance to L&D leaders, emphasizing the importance of being leaders, not order-takers. He encourages the use of data-driven approaches to identify organizational needs and create proactive training programs. Furthermore, he highlights the critical importance of developing business acumen and leadership courage to navigate the evolving demands of the L&D landscape.

In wrapping up the insightful conversation, Gottlieb and Brand explore the mindset and skills required for success in the new world of L&D. They emphasize the need for a deep understanding of business operations and the courage to provide alternate perspectives based on data. The discussion underscores the transformative potential of L&D when positioned as a strategic partner, driven by a commitment to continuous learning and adaptation.

The podcast conversation with Eric Brand provides valuable insights into the evolving role of Learning and Development in the contemporary business landscape. It serves as a guide for L&D leaders navigating the complexities of a rapidly changing world, urging them to embrace strategic partnerships, leverage data, and cultivate essential skills for success.

In the latest episode of the L&D Transformation Podcast, Jack Gottlieb engages in a dynamic conversation with Chaz Rzewnicki, the President and CEO of Vibe Credit Union in Novi, Michigan. As the hundredth episode of the series, this conversation delves into the critical role of learning and development (L&D) in the success of individuals and organizations, especially in the unique context of credit unions.

Chaz Rzewnicki introduces himself as a lifelong credit union advocate who started in the industry as a sixteen-year-old co-op student and has since risen through the ranks. He emphasizes his two primary responsibilities as a CEO: ensuring the team members have the necessary resources for success and removing obstacles that hinder strategic execution. Chaz’s passion for helping people aligns with the credit union philosophy of "people helping people."

The conversation highlights the broader impact of L&D beyond traditional training. Chaz stresses that L&D is not just about what team members are taught but extends to the application of knowledge in real-time situations. He argues that learning and development must be intentional, consistent, and tailored to maximize its effectiveness. The focus should be on creating a culture where continuous learning is ingrained in the way of work.

Chaz shares practical strategies employed at Vibe Credit Union to make learning and development a priority. The organization opens late on Wednesdays, dedicating this time to training for all employees. Additionally, Vibe has implemented a career pathing program for its entire workforce, ensuring that each team member has a clear plan for professional development.

The conversation turns to the role of executive leadership in supporting L&D initiatives. Chaz emphasizes the need for executives to be intentional about team member development, making it a top priority rather than an afterthought. He recommends involving team members in strategic planning processes to foster strategic acumen.

The discussion concludes with Chaz highlighting two critical mindsets for HR, learning, and talent professionals: a learning mindset and a growth mindset. He stresses the importance of constant learning to facilitate growth, both as individuals and as organizations.

In summary, the hundredth episode of the L&D Transformation Podcast provides valuable insights into the transformative power of learning and development in the credit union industry. Chaz Rzewnicki’s experiences and recommendations serve as a guide for organizations seeking to embed a culture of continuous learning for sustained success.

In a recent episode of the L&D Transformation podcast, host Jack Gottlieb sits down with Michelle Kay, the Head of Learning and Development at Albertsons Companies, a national grocery store chain with 2,300 stores, 1,700 pharmacies, four corporate campuses, and a workforce of 300,000 associates. In this insightful conversation, Michelle shares her perspectives on the evolving landscape of talent development, its intersection with technology, and the critical skills required for success in the modern world.

Albertsons, like many other businesses, finds itself at the intersection of human touch and technology. While customers increasingly opt for online shopping and home delivery, the need for an in-store experience remains. Michelle emphasizes that in the grocery and pharmacy sector, the human touch is essential. She stresses the importance of not only meeting immediate needs but also focusing on the long-term transformation.

Michelle points out that the current L&D landscape is unique and exciting. It's a time when multiple factors, such as diversity, equity, inclusion, coaching, feedback, and role-specific curricula, are converging and interconnected. Learning and development professionals must adapt to these dynamics and ensure that learning initiatives align with broader organizational goals.

Jack asks Michelle about the expectations for L&D and how they are continually shifting. She highlights the complexity of these shifts and explains that expectations come from various sources: internal expectations, industry trends, learners, business objectives, cross-functional partners, and technological advancements. The ability to navigate and meet these evolving expectations is a key challenge for L&D professionals.

The conversation turns to the impact of technology, particularly AI, on the L&D space. Michelle advises leaders to understand that with AI, it's not enough to hire smart people and ask questions. Everyone, including leadership, must engage with AI in some way. Additionally, she emphasizes the ongoing impact of trauma on the workforce, especially among the younger generation, and the importance of acknowledging and addressing it in the workplace.

Michelle underscores the importance of weaving and integrating learning initiatives with broader life elements, such as emotional, physical, mental, social, financial, career, and family health. Learning programs must consider how individuals can make sense of their experiences and emotions, especially in the context of a traumatic global event like the pandemic.

Finally, when asked about the critical mindsets and skills needed for success in the evolving world of learning and development, Michelle emphasizes the importance of emotional regulation. She believes that, alongside a growth mindset, emotional regulation is vital in times of uncertainty. It allows individuals to regulate themselves, make sense of their emotions, and connect with others in a meaningful way.

In the ever-evolving world of talent development, staying ahead of the curve is crucial. Dr. Keith Keating, Chief Learning and Talent Officer for Archwell Holdings, an Associate Academic Director at the University of Pennsylvania, and author of The Trusted learning Adviser, shares his insights and wisdom in a recent podcast episode with Jack Gottlieb on the L&D Transformation podcast. Dr. Keating provides valuable advice for learning and development (L&D) professionals looking to thrive in the current landscape. Let's explore the key takeaways from this enlightening conversation.

Dr. Keating begins by emphasizing his passion for L&D, highlighting that learning has the power to transform and change lives. He believes that once individuals learn how to learn, they become unstoppable. This belief underpins his commitment to preparing today's workforce for a future that promises to be extremely disruptive. Instead of passively observing these changes, L&D professionals can play a proactive role in shaping the future of work.

The conversation between Dr. Keating and Jack touches upon a crucial transformation occurring in the field of L&D – the shift from being mere order takers to becoming trusted learning advisers. Dr. Keating explains that the future of work doesn't just happen; it can be actively created. This transition presents an exciting opportunity for L&D professionals to advocate for learners and their development, ensuring that they're well-prepared for the disruptions ahead.

The role of L&D within organizations is undergoing a profound transformation. Executives are increasingly questioning the necessity of L&D, particularly with the introduction of tools like AI that enable businesses to create adequate learning solutions, if not outstanding ones. In this context, L&D professionals must prove their value and worth more than ever before. The key expectation from executives, both inside and outside L&D, is for L&D to demonstrate its value and align with what's essential for the business and stakeholders.

Dr. Keating advises L&D professionals not to focus solely on trying to secure a seat at someone else's table but to build their own table. This means taking initiative, demonstrating a point of view, and adding value to the conversation. He suggests creating a skills advisory board comprising key stakeholders and even inviting competitors to the table, emphasizing a shared goal. To be effective, research from reputable sources should inform the discussion, ensuring that L&D professionals facilitate meaningful conversations that respect stakeholders' time.

Dr. Keating stresses the importance of developing a skill set that includes "futures literacy," the ability to imagine and plan for multiple possible, plausible, probable, and preferable futures. He also advocates for a mindset shift, embodying the role of a trusted learning adviser, someone who is a strategic consultative business partner rather than just a learning provider. By understanding the broader picture and showing how solutions fit into the context of long-term success, L&D professionals can prove their value and drive positive outcomes.

Dr. Keating emphasizes that building these skills and mindsets takes time, and success starts with small wins. He recommends referring to his book, "The Trusted Learning Adviser," which serves as a practical guide with actionable advice that can be applied immediately. The book is available on Amazon or through thetrustedlearningadviser.com.

In conclusion, the conversation between Dr. Keith Keating and Jack Gottlieb offers valuable insights for L&D professionals striving to become trusted learning advisers in an ever-changing landscape. By focusing on future literacy, developing the mindset of a strategic consultative business partner, and pursuing small wins, L&D professionals can shape the future of work and prove their value within their organizations.

In a recent episode of the L&D Transformation podcast, Jack Gottlieb had the pleasure of speaking with Ilda Andaluz, the Executive Vice President of Global Human Resources at Varel Energy Solutions. In this enlightening conversation, Ilda shared her insights on the ever-evolving landscape of learning and development, highlighting the critical factors that are shaping the industry and driving its transformation.

One of the standout aspects of today's learning and development landscape, according to Ilda, is the accessibility of learning platforms. She pointed out that there are myriad options available to cater to individual preferences. Whether it's audio, visual, blended, on-demand, or other formats, learners now have a wealth of choices at their fingertips. This adaptability is particularly significant as it accommodates the diverse needs and preferences of multiple generations within the workforce.

Ilda highlighted the importance of aligning learning and development with strategic priorities. Varel Energy Solutions has chosen to focus on improving the capabilities and skills of its middle management. To achieve this, they have created a cultural framework that resonates with their company's mission and values, translating it into practical learning opportunities for their leaders. It's a refreshing approach, as many companies merely display such frameworks on their walls without actively integrating them into their organizational culture.

The podcast discussion also delved into the global nature of modern businesses. Companies like Varel Energy Solutions, with operations in multiple countries, must adapt their learning and development strategies to fit the unique needs and expectations of employees in different regions. This is an important reminder that a one-size-fits-all approach may not be effective in today's diverse and interconnected world.

One of the most striking points in the conversation revolved around the changing nature of learning formats. Ilda highlighted the trend toward shorter, more focused learning experiences. People, regardless of their generation, want information that they can immediately apply. This aligns with the shift from traditional classroom-based learning to shorter, more engaging content like videos and quick reads.

Moreover, Ilda emphasized the importance of repetition in learning and development. This aligns with established research that suggests repeating information multiple times is crucial for retention. It's a fundamental but often overlooked aspect of effective learning.

In offering advice to other talent development leaders, Ilda emphasized the significance of truly caring about the development of people. This genuine concern goes beyond the formal training programs; it involves fostering a culture where employees feel supported and empowered to grow. She pointed out that this approach significantly reduces performance issues and creates an environment where employees are more likely to stay and contribute to their full potential.

The conversation concluded with a discussion on the key mindsets and skills needed in the ever-evolving world of learning and development. Ilda highlighted the importance of a growth mindset, the ability to embrace change and continual learning. She also stressed the need for improved leadership and communication skills. In an era where technology is advancing rapidly, clear, and effective communication remains a cornerstone of successful learning and development.

In a recent episode of the L&D Transformation podcast, Jack Gottlieb had the opportunity to engage in a captivating conversation with Rahul Karan Sharma, the Vice President of the Collabera Group of Companies based in the Washington DC metro area. Rahul shared valuable insights and perspectives on the ever-evolving landscape of Learning and Development (L&D), highlighting the importance of adaptability, a focus on outcomes, and the critical role of life skills in shaping the future of talent development.

Rahul's mission as a VP is clear: to build confident individuals and ensure their success in their careers. This focus on individual growth sets the tone for the entire conversation, emphasizing the importance of nurturing talent and providing them with the tools to thrive in today's fast-paced digital economy.

One of the key takeaways from the discussion is the changing role of L&D professionals. Traditionally seen as coordinators, they are now in a prime position to guide organizations toward success by integrating rapidly evolving learning technologies and embracing remote and flexible learning. This transformation necessitates a shift in focus from processes to outcomes, with an increased emphasis on measurable results and their impact on organizational growth.

Rahul highlights the significance of early wins in talent development, especially in a world where patience is scarce. Providing individuals with opportunities for success in the initial stages of their careers can instill confidence and encourage them to stay committed to their organizations.

A standout example of a strategy employed by Rahul and his team, is their 360-degree approach to program execution. Rather than solely relying on leadership's input, they actively engage with both learners and leaders to ensure alignment between the needs of today and the aspirations for the future. This approach has proven successful in creating meaningful and effective learning experiences.

Rahul emphasizes the importance of staying connected with both learners and leaders on an ongoing basis. This regular interaction allows L&D professionals to gain insights into what works and what doesn't, ensuring that their programs are continually refined and aligned with the evolving needs of the organization.

Another critical point raised in the conversation is the need to focus on life skills. Beyond technical and functional skills, L&D professionals should invest in teaching skills like personal branding, assertiveness, mindset coaching, and critical thinking. These life skills are not only beneficial for individuals but can also translate into valuable contributions to the business.

In conclusion, Rahul Karan Sharma's insights offer a roadmap for the future of Learning and Development. As the digital landscape continues to evolve, L&D professionals must adapt, prioritize outcomes, and provide individuals with the skills they need to succeed. By adopting a service-oriented and solution-focused mindset, they can play a pivotal role in shaping the future of their organizations and the individuals they serve.

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.

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.

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.