L&D MVPs

2024 EMERGING TRAINING LEADERS TOP 5

MARIELLE CARROLL
Senior Training Manager
Huntington Learning Center (trained 4,000)
Bachelor’s, Music, Elizabethtown College
7 YEARS IN TRAINING

CHILDHOOD AMBITION: “Since I was a child, I’ve always had a love for teaching and working with children.”

FAVORITE PHRASE OR MOTTO: “Tell me and I forget. Teach me and I remember. Involve me and I learn.” —Benjamin Franklin

FAMILY/PETS: “I am married with 2 kids ages 2 and 6.”

OUTSIDE INTERESTS: “I love playing piano, singing, and doing all things musical.”

ADVICE FOR THOSE ENTERING THE TRAINING FIELD:

“Always be prepared but stay flexible. The need for making real-time adjustments based on feedback and engagement can turn a good session into a great one. Keep learning and evolving; the best trainers are those who remain curious and committed to their own growth.”

Marielle Carroll oversees all of Huntington Learning Center’s training initiatives. This includes managing both the Training and Online Training Departments, supporting franchisees nationally, and coordinating regional training efforts in collaboration with Field Operations.

In the last year, her efforts to redefine the internal training structure, focus on technological proficiency, and foster collaboration between departments have resulted in a more knowledgeable and efficient workforce and led to her promotion from Training manager to senior Training manager in 2025.

She spearheaded the reorganization of the internal Training team, defining and aligning roles with specific areas of expertise, so each member can operate as a subject matter expert. The Training Department now oversees training initiatives across corporate employees, franchisees, and franchise location managers. This expansion resulted in a 35% increase in departmental productivity. In addition, Carroll’s leadership resulted in 3 direct reports within the department being promoted in 2023.

During a recent organizational restructuring aimed at enhancing crossfunctional collaboration, Carroll played a pivotal role in bringing together IT, Operations, and Customer Service teams to collaborate more closely on training initiatives, directly impacting system proficiency and user satisfaction. Carroll also developed sessions covering updated trends, technological advancements, marketing strategies, and other topics led by subject matter experts from various departments. Content was delivered via weekly lunch and learn sessions facilitated in-person and virtually.

Carroll implemented a new tracking system to monitor employee and franchisee attendance, engagement, and application of learned skills in real time. The system ties training activities to business outcomes. “Marielle’s leadership in implementing these tracking strategies has resulted in significant business growth, including a nearly $1 million increase in revenue,” notes nominator Adele Labat, account manager, MBP Consultants.

By refining the onboarding process and implementing tailored follow-up sessions, Carroll ensured that new franchisees are well-equipped to operate effectively from the outset. Centers trained under Carroll’s revamped onboarding program brought in $150 million of total system sales in 2023.

“Marielle has garnered immense respect and support from the corporate team and the franchise community,” Labat says. “Her innovative approach to training ensures that every initiative aligns with organizational goals, driving measurable improvements in productivity and revenue.”

Indeed.com (5 direct reports and trained 430 Global Sales and CS leaders for Gong Coaching Strategy)
B.F.A., English, University of Connecticut
7 YEARS IN TRAINING

CHILDHOOD AMBITION: ER surgeon

FAVORITE PHRASE OR MOTTO: “You miss 100% of the shots you don’t take.”

FAMILY/PETS: Husband, Tom; pup, Eli

OUTSIDE INTERESTS: Travel, live music, furniture rehab, home design, reading, antiquing

ADVICE FOR THOSE ENTERING THE TRAINING FIELD: “Always take on those opportunities to try something new, be a part of a new org/initiative, solve for a challenge, or be the ‘yes’ person—you never know where those paths might lead you in this industry!”

Jackie Clifford was promoted to manager of L&D – GTM (Go-To- Market) Leadership Enablement at Indeed.com in July 2023, her second promotion in just 3 years. “This promotion is owed in part to her unmatched work ethic, commitment to L&D rigor, reputation for highquality deliverables, and her ability to demonstrate business impact— making her a standout business partner and rock star colleague,” notes nominator Jaimie Krause, director, L&D, Indeed.com.

Clifford leads the global Sales and Client Success coaching strategies for team leads through VPs. These leaders support roughly 6,000 Indeedians around the world. Clifford drives the strategy behind Indeed.com’s Managing to the Business program, which helps leaders effectively leverage systems and tools to drive rep performance across the company’s agile suite of recruiting products. She manages 4 strategists and 1 senior specialist, each of whom look after program execution for internal client groups. Under her leadership, Clifford’s teams’ collective capability scores have increased by 15%.

As the first order of business after her most recent promotion, Clifford directed her team to evaluate Indeed.com’s existing Gong coaching strategy. Gong is the company’s conversational intelligence tool, which allows Sales (and Client Success) directors and internal Indeed.com enablement organizations (such as L&D and Product Marketing) to listen to recorded calls between Sales reps and clients to identify coaching opportunities.

The Gong coaching strategy lacked alignment to the business, and adoption was low after the initial launch. So Clifford’s team led a global needs analysis with Sales leaders and designed a new scorecard, playbook, and multifaceted, scaffolded social learning solution. This included a calibration exercise using a simulated call so Sales leader peers could hear the rationale for scores live and leverage the coaching playbook and assets to debate what “good” looks and sounds like.

As a result of this aligned approach, Indeed.com saw a 33% increase in global Sales Gong coaching activity in just a few months. Those who received 9+ scorecards for the fourth quarter in fiscal year 2023 attained 106% to quota. For those who received weekly coaching for that period (approximately 667 reps), for every dollar Indeed.com spent on their Gong subscription, they earned it back and generated an additional $29.

“Jackie is willing to take risks and try new things,” Krause says. “Her performance scores consistently rank in the top 10% for GLE employees. She is deeply respected by her peers because she rolls up her sleeves alongside her team. She has a can-do attitude and welcomes problems to solve.”

Blue Sprig Pediatrics (18 direct reports)
Bachelor’s and MEd., University of North Texas
6 YEARS IN TRAINING

CHILDHOOD AMBITION: Nurse

FAVORITE PHRASE OR MOTTO: “Progress over perfection.”

FAMILY/PETS: “My husband, Alan, and I are lucky to have 2 amazing kids, Avery and Archer, along with our 2 silly cats, Major Tom and Ziggy Stardust.”

OUTSIDE INTERESTS: “I love hiking, spending time in the garden, and experimenting as an amateur mixologist.”

ADVICE FOR THOSE ENTERING THE TRAINING FIELD:

“Approach every situation and individual with humble curiosity. Everyone has something to teach you, and some of the most valuable insights come from unexpected places. Be open to learning at every step— whether from the people you’re training, your peers, or the challenges you face. Growth comes through these experiences, and the more you embrace them, the better you’ll become at fostering the same in others. Stay flexible, be patient, and never stop seeking new ways to grow.”

In the past year, Amanda Fullbright significantly expanded her role and responsibilities at Blue Sprig Pediatrics. Her team grew from 13 to 18 members and has been instrumental in training approximately 3,000 new team members from a recent company acquisition.

As the senior vice president of Learning and Performance Development, Fullbright is responsible for the strategic direction and execution of the learning initiatives of the Learning & Performance Development (LPD) team. This work includes developing learning strategies and products to close key competency gaps, accelerate performance, and support large-scale change efforts and leadership within the organization.

Additionally, Fullbright oversaw the redesign of the Registered Behavior Technician (RBT) training program, which broke new ground by offering a structured curriculum that guides RBTs through progressive levels of professional development, providing a roadmap for career advancement and specialized skill acquisition. The new program features a blended approach, including eLearning modules, workbooks, quizzes, hands-on practice sessions with clients or role-plays, and competency assessments facilitated by a supervisor at the RBT’s work location.

“The revamped program decreased training completion time by 10% and drove a 21% reduction in the time taken for RBTs to obtain certification,” notes nominator Blue Sprig Pediatrics Chief Clinical Officer Tiffanie Moore, “demonstrating the program’s efficacy in accelerating skill acquisition and readiness for professional practice.”

Under Fullbright’s leadership, 3 LPD team members moved up to more senior roles within the department. And 2 staff members expanded their leadership responsibilities by having additional direct reports under them.

“Amanda’s ability to inspire and empower her team members, coupled with her proficiency in performance improvement strategies, ensures that she can drive tangible results and maximize the potential of every individual within the organization,” Moore says. “Amanda’s blend of expertise, leadership acumen, and passion for empowering learners positions her as a dynamic and effective L&D leader poised to drive organizational success and foster a culture of innovation and excellence.”

IT Education Team Leader
ChristianaCare (4 direct reports)
B.S., Business Management, concentration in Marketing, East Stroudsburg University
10 YEARS IN TRAINING

CHILDHOOD AMBITION: “My dad was in information technology, supporting electronic medical record transitions, and my mom was a kindergarten teacher. I knew I wanted to do a combination of both of those professions, which is exactly where I landed.”

FAVORITE PHRASE OR MOTTO: “Believe in yourself and the rest will fall into place. Have faith in your own abilities, work hard, and there is nothing you cannot accomplish.

FAMILY/PETS: “My husband, Nick, and I have 2 kids, Nicholas (4) and Natalie (2), along with our family dog, Milo.”

OUTSIDE INTERESTS: “I love reading, vacationing, and am a foodie.”

ADVICE FOR THOSE ENTERING THE TRAINING FIELD:

“Be flexible and able to adjust on the fly. Relate to individuals on a personal level, empathize with them, and provide a safe space for them to voice opinions/questions. Utilize feedback and metrics to improve future deliveries. Learn as much as you can and don’t be afraid to ask questions.”

Lauren Hoag is the immediate manager for 4 educators and works with the other Educator Team Leader in oversight of all classroom training activities at ChristianaCare. The team is responsible for all new hire, operation, and project-based instructor-led education for the organization’s EMR (electronic medical record) and financial applications, as well as other related third-party solutions that impact the nurses, providers, and office staff employees in the inpatient, ancillary, and ambulatory environments. In all, ChristianaCare has 13,000+ caregivers on 3 hospital campuses in Delaware and Maryland and 120+ satellite locations in Delaware, Maryland, Pennsylvania, and New Jersey using these tools.

In the last year, Hoag took on oversight of the Nursing Orientation EMR training program and co-owned the responsibility of overseeing the support role the Education team played during a major EMR migration for the Cecil County Maryland, Union Hospital campus.

Hoag also led her team to expand core new hire programs for new hire providers from 3 to 5, which better addressed the specific needs of the caregivers in their specialty roles. She co-led a project to develop an enhanced coaching process for existing primary care providers. The first cohort’s combined May 2024 metrics showed a 9-minute, 55-second decline in average time per patient and an increase of average patients seen by provider per month from 293 in January 2024 to 342 in May 2024.

Hoag also directed the research and development activities that led to the team adding a new program focused on the unique roles and responsibilities of Emergency Room doctors.

“In the 3 years Lauren has been the Team Leader, she has built amazing relationships with our stakeholders,” says nominator Jerry Brannen, director, IT Education, ChristianaCare. “Her skills and confidence have grown tremendously in the leadership of her team and also in understanding how to develop the skills of the educators who report to her. Due in part to her leadership, a member of her team was promoted to a senior educator role in July.”

Manager, Talent Development
Inspirato (2 direct reports)
B.S., Business Administration, Marketing, and Finance, University of Colorado, Boulder
7 YEARS IN TRAINING

CHILDHOOD AMBITION: Interior designer

FAVORITE PHRASE OR MOTTO: “You miss 100% of the shots you never take.” —Wayne Gretzky

FAMILY/PETS: Husband, Kyle; son, Cameron; and 2 dogs, Moose and Bailey

OUTSIDE INTERESTS: Traveling, playing tennis, painting, sports (Denver Broncos/Colorado Avalanche), concerts, and anything that has to do with Disney

ADVICE FOR THOSE ENTERING THE TRAINING FIELD:

“As you step into the field of learning and development, don’t let fear hold you back. This industry offers endless opportunities to learn and grow every day. It’s easy to let imposter syndrome creep in and make you question your abilities, but when you move beyond that, you’ll discover that everyone’s unique perspective brings fresh, innovative approaches to training initiatives. That diversity of thought is what makes a truly exceptional training program. Keep your curiosity alive, continuously seek out new learning experiences, and embrace opportunities to acquire new skills. Stay open, stay engaged, and remember that your unique blend of skills and ideas will contribute to shaping meaningful, transformative learning experiences.”

Alyson Kelsall Klein oversees Inspirato’s enterprise service program, Golden Promise—the company’s first formal service/hospitality training. As part of the multi-year project rollout of that training, she last year designed, developed, and implemented Service EDGE, a comprehensive yearlong service training program for 400+ member-facing employees. The training includes virtual trainer facilitation, group discussions, virtual collaboration, breakout rooms, and practice scenarios. Since the implementation of Service EDGE, the companywide net promotor score (a measure of member satisfaction) increased from 66 to 69.

In addition to leading Inspirato’s compliance training and onboarding program, Kelsall Klein last year spearheaded the sourcing and launching of a company-wide learning management system (LMS), Inspirato Academy, achieving annual cost savings of more than $30,000. She now serves as the Academy manager, ensuring quality assurance and optimal performance for a catalog of 2,000+ courses.

Kelsall Klein launched the Leaders As Trainers (LAT) community of practice in response to the need to develop operational subject matter experts to manage department-level process training. “LAT included subject matter experts from each department and prepared them with basic training fundamentals around standard operating procedure development, facilitation skills, and content design,” says nominator Dordane Nasseri, senior director, Talent Development, Inspirato. “Not only did this meet the need to develop valuable competencies within the individual departments at no cost, it served as a prestigious professional development opportunity for LAT members with monthly training and discussion topics.”

Nasseri adds that Kelsall Klein “puts her people first and prioritizes observing her team so she can see where her people are shining or need development. As a result, she has promoted all of her employees. Alyson is a rising star in the talent development industry.”

20 WINNERS

2 YEARS IN TRAINING

Maura Ayres started at JLL two years ago with little corporate learning and development experience. Since then, she has completed her (GxP) Manager Certification, been promoted to the director level, and increased her responsibility by 150% at JLL in the last year. She began last year supporting 300 staff and now supports 780. This new responsibility means she also now has 2 direct reports to support her strategic vision, says nominator Chris Engel, senior director, L&D, JLL. Ayres headed up JLL’s Technical Skills Matrix for the 600 technical trades staff in her business unit. She was required to align with all managers and JLL’s Engineering team on the skills needed for 600+ roles. Ayres and her team are tasked with closing the gaps on these staff skills from the Skills Matrix, ensuring that all staff are given an opportunity to develop and grow the JLL business. Revenue in the pilot increased by 20%. “Maura has become an integral part of our Training team ensuring that existing or new clients are serviced in a way that allows JLL to continue to grow,” Engel notes. “Maura thinks strategically but acts to complete all tasks required of her role. And she inspires all around her.”

VP Sales/Marketing Sales Manager (trained 380)
BankWest, Inc.
B.S., Management and Marketing, Minor in Business, Northern State University; now attending Graduate School of Banking, Boulder, CO
2.5 YEARS IN TRAINING

Jennifer E. Baloun’s position falls under the scope of BankWest, Inc.’s Sales & Marketing department, but much of her responsibilities involve training staff in customer relationship management and sales. In the last year, she assumed leadership for the ongoing implementation of the Customer Relationship Management (CRM) system conversion from Connections to 360, training 380 staffers and keeping the bank on track to meet several goals, including year-end prospecting (78% to goal), relationship development (65% to goal), product recommendations (94.5% to goal), and usage (5,000+ more entries into the system than the goal). She also mapped out an automated new customer onboarding program, and runs Value-Added Sales Training (VAST), whose graduates opened 582 demand deposit accounts. “Jennifer manages her position with kindness, dignity, and grace. She is a recipient of the Charles H. Burke Community Leadership Award at BankWest, the highest honor an employee can receive,” say nominators Becky Burke, VP, Learning & Strategic Development, and Kristin Brost, SVP, Sales/Marketing, BankWest, Inc. “She is a strong leader, mentor, innovative thinker, cheerleader, and coach.”

Learning & Development Manager
Frank, Rimerman + Co. LLP (2 direct reports)
B.S., Chemistry, and M.S., Secondary Science Education, SUNY Brockport; Graduate Certificate, Instructional Design, University of Wisconsin-Stout
8 YEARS IN TRAINING

Jacquelynn Danek took on the task of evolving the L&D and FRU (Frank, Rimerman University) function for Frank, Rimerman + Co. LLP, a firm of 800+ employees in 32 states. This included overseeing the firm’s Leading with Impact Program for new managers and the New Associate Rotation Program for all incoming college graduates who rotate through various departments for 8 months and then declare for a department. Danek also led her team to implement the Career Counselor Development program for 175+ career counselors/ leaders. The 6-month follow-up survey of the participants’ leaders and their direct reports indicated an average observed improvement of almost 10% in the areas of communication, coaching, and feedback. Danek is also the founder and co-leader of the firm’s first Women’s Employee Resource Group, WINS. “Jaq exemplifies strong leadership through her exceptional vision, effective communication skills, and ability to inspire,” says nominator Jason Shreve, head, Talent Enablement, Frank, Rimerman + Co, LLP. “What truly sets her apart is her empathetic, growth mindset approach to leadership. She recognizes the unique strengths and potential of her team, offering personalized guidance that empowers individuals to excel.”

Sales Enablement Manager  
Hayes Locums (managed 83 learners)
B.A., Psychology, Florida Atlantic University 
2 YEARS IN TRAINING

In the last year, Jill Donston successfully managed several critical business objectives that enabled Hayes Locums to enhance its sales team’s performance. Her new responsibilities included overseeing the D.R.I.V.E Sales Enablement Onboarding Program, Sales Mentorship Program, Sales Internship Program, and Sales Training Certification. She led the redesign of the onboarding sales core competencies and assessment model. Associates who completed the D.R.I.V.E Sales Enablement Program, within their first six months of employment saw a 90% increase year-over-year in providers in their pipeline, a 142% increase year-over-year in provider presents to hospitals, and a 67% increase in booked assignments. “Jill’s quick acquisition of skills in facilitation, instructional design, program management, and human capital development within just 24 months is remarkable,” says nominator Bob Pantalone, senior director, Learning and Development, Hayes Locums, noting that Donston’s leadership led to a promotion of a Sales Enablement specialist to Sales manager within 10 months. “Her track record of success within a short timeframe has been elemental to department success and suggests that she will continue to excel and drive the Training department forward.”

Lead Training Project Manager
LPW Training Services (managed 50+ employees and contractors)
B.B.A., Monmouth University
3 YEARS IN TRAINING

Last year, Allison Dougherty took on global training initiatives at LPW Training Services, in addition to the U.S.-based ones she led. This included spearheading a cohort-based, immersive learner experience, Global MedInquiry New Technology Rollout, for 204 learners at one of the company’s customers. Dougherty assembled and led high-functioning internal project teams (approximately 5-20 people per project) in 2024. She restructured roles and assigned several team members multiple tasks, which resulted in a 15-20% productivity increase. With more streamlined teams, the company was able to take on more business, leading to up to 20% better margins per project. “Allison’s track record speaks volumes, having led 42 successful training engagements in the past year alone; fostering strong relationships across all organizational levels; and yielding tangible improvements in customer satisfaction, retention, and productivity,” notes nominator Pamela Morris, director, Operations & Sales, LPW Training Services. “Allison’s vision for training and development seamlessly aligns with our overarching goals and priorities, evidenced by her adeptness in crafting strategies that bolster employee growth, drive business expansion, and foster organizational triumph.”

Manager, Customer and Field Facilitation
Lowe’s Home Improvement (9 direct reports)
A.S., Construction Technology, Western Piedmont Community College; B.S.B.A., Purdue Global University
3 YEARS IN TRAINING

Last year, Travis Evans was promoted from the Field Sales facilitator role to manage a team of 8 facilitators, coordinators, and a customer facilitation manager at Lowe’s Home Improvement. He supports the Field Sales team nationwide, which has grown to include 700+ B2B sales associates, as well as almost 1,000 in-home consultants. In the last year, he has grown the company’s MRO (Maintenance, Repair, and Operations) customer training platform, Lowes Pro Academy, by more than 50%, giving more customers access to free in-the-field training. He also built and implemented a new onboarding program for Lowe’s IHC (In-Home Consultant Sales) segment and oversaw the implementation of a new automated learning management system for Lowe’s customer-facing training team. Evans led the implementation of a High Stakes Dialogue sales methodology that was delivered to 300+ Lowe’s associates. Early data shows that associates who completed the workshop and reinforcement training have seen a 14% increase in their sales versus plan. According to nominators Hugh T. Fristoe and Laura Dunham, Field Sales facilitators, Lowe’s Home Improvement, “Travis has a generous and collaborative work demeanor and a work ethic that we have not seen in other leaders.”

Director, Global Enablement Programs
Veeam Software
Bachelor’s, Education, Valdosta State University; Master’s, Instructional Design in Tech, Western Governors University
10 YEARS IN TRAINING

Lauren Fleming manages 6 employees and supports teams across 10+ functions at Veeam Software. Her employees support functions including Onboarding, External and Internal Certifications, Renewals and Customer Success, Product Launch, and Operations. In 2023, Fleming was tapped to lead Veeam’s “Project Apollo,” a new Sales Development Representative (SDR) organization. She was a key stakeholder, planner, and thought leader in the launch and implementation of this organization, which launched last January at Veeam’s annual sales kickoff. This led to the creation of the SDR Enablement Journey, the onboarding for all SDR new hires, being rolled out globally and surpassing the goal of 90% of new SDRs contributing to pipeline key performance indicators by the end of the first quarter. “Lauren is the opposite of a ‘micro-manager.’ She provides her team with the tools, confidence and support to work independently,” says nominator Jamie Tripp, global program manager, Veeam Software. “Not only does Lauren support her team on an individual level, but she is involved in each of our programs in a way that shows she cares and is invested in our team succeeding. Her business acumen is outstanding, and she can see the wider vision and business strategy, as well as the fine detail of the training team.”

Training Specialist II
AAA Northeast (managed 250+ learners during training initiatives)
5 YEARS IN TRAINING

Over the past year, Julie A. Larivee restructured AAA Northeast’s travel advisor new hire program, Runway, to include a virtual nesting component, which resulted in, for the first time ever, new advisors being able to make sales before transitioning into the job. Additionally, Larivee took ownership of and revamped a core training program aimed at preparing agents and independent contractors to offer and service Allianz travel insurance, leading to user adoption levels and sales growth that exceeded goals set by leadership. Larivee also leads the development, resource creation, system testing, and facilitation for the club’s travel omnichannel, Travel Syndication Technology. In 2024, Larivee expanded the learning support beyond AAA Northeast to all AAA clubs across the federation, leading to a 10% increase in system utilization year-over-year, which translates to approximately 20,000 additional bookings made in the system, and a 63% sales growth year-over-year. “Julie embodies great leadership potential through her exceptional communication skills, visionary thinking, and empathetic approach,” says nominator Alicia Williamson, director, Talent Development, AAA Northeast. “Her ability to articulate clear goals inspires and aligns her colleagues, fostering a collaborative and innovative environment.”

Senior Manager, Learning & Development
Verizon (managed 40-45)
B.A., York College of Pennsylvania; M.A., University of Colorado
8 YEARS IN TRAINING

Brian Long started on Verizon’s Learning and Development team in 2017 as an instructional designer. In the last year, his role has expanded into program management. He has successfully led multiple high-impact programs, including a critical technical training new hire program; a national culture change program for 21,000 management and union-represented employees; and a first-ofits- kind leadership development program. He also implemented “Next Level Design,” where he pairs an instructional designer with 2-3 core team members, who work together to elevate the learning experience. As a result, client engagement in LEAD University increased dramatically, and the designers working with each pair of leaders reported an increase from 1 hour per week to 4 hours of dedicated working time—an increase of 300%. “Brian’s way of working with other people, and enabling them to collaborate with each other, makes him stand out,” says nominator Jennifer Mahlmann, associate director, Learning and Development, Verizon. “He sees himself as a connector—finding the ways people can connect to each other and to shared concepts.”

Principal Learning Specialist
PPD, part of Thermo Fisher Scientific (led projects managing 2 instructional designers that trained 100+ learners)
Bachelor’s, English & American Studies, and Master’s, Semiotics, Language & Advertising, Sofia University, Bulgaria
5 YEARS IN TRAINING

In 2023, Tsvetanka Mavrodieva transitioned into the role of principal learning specialist within the Enterprise Learning (EL) team at PPD, part of Thermo Fisher Scientific. The team comprises 60 L&D professionals who support 35,000+ global employees across the PPD clinical research business of Thermo Fisher. Mavrodieva is responsible for the development and maintenance of a portfolio of 35 Learning & Development (L&D) dashboards and 12 standardized reports. Fifteen of the dashboards in this portfolio were created and launched in 2024, increasing Mavrodieva’s responsibilities by 75%. Mavrodieva served as the project manager for the onboarding initiative for the Controlled Document Liaison (CDL) role. The new training reduced learner onboarding time by 83%, saving 198 business hours within the 3 months following launch. “Tsvetanka excels at teamwork and ensures that her colleagues’ contributions are recognized,” notes nominator Alisha Talley, Learning strategist, Enterprise Learning, PPD, part of Thermo Fisher Scientific. “Tsvetanka’s solution-oriented mindset is a crucial factor in her success, enabling her to ideate and execute innovative solutions across data analytics, learning technology, and management of learning solution development.”

L&D Specialist
American Residential Services (managed 15; trained 5,300)
B.S., Business Management, Wingate University
2 YEARS IN TRAINING

Tessa Miles is the coordinator for all training at American Residential Services, which includes training for all HVAC technicians; plumbers and electricians; branch and field management; and corporate training such as compliance, safety, cybersecurity, etc. She led the companywide initiative to find a new learning management system (LMS) vendor partner and build and execute an implementation plan and training for the new platform. Miles trained 650 leaders directly via Microsoft Teams meetings; they then completed the training with their respective branch locations or company departments (5,350 users). Following the training, user participation doubled as compared to the previous system, leading to financial results such as a 70% increase in indoor air quality sales year-over-year through 5 months. And the ability for employees to grow their career has played a role in the 10% reduction in employee turnover. “Tessa is a leader, a role model for continuous learning, and a champion of change,” says nominator Jeff McLanahan, VP, Learning and Development, American Residential Services. “She takes the time to understand the larger picture in all she does, and her friendly demeanor wins over the teams she is a part of.”

Senior Learning Designer
Merck (led the learning design and development work for a crossorganizational initiative)
BFA, Theatre, Southern Methodist University; MFA, Educational Technology, San Diego State University; Ph.D. candidate, Instructional Design and Technology, Liberty University
9 YEARS IN TRAINING

As a senior learning experience designer, Holly Peters took on the new responsibility of leading the DigitalYou program, an enterprise-wide initiative that aims to upskill 70,000 employees in key digital capabilities at Merck. This included the creation of a learning ecosystem, bringing together multiple learning content strategies such as internal content, LinkedIn Learning, and interactive skill labs from Data Camp. In 2024, the project had 9 releases scheduled in 3-week sprints. Each release required a new scope on content areas and a custom-crafted learning journey. In 2023, before Peters stepped into the role, it took several months to move from scope to release. She reduced that time to 3 weeks. “Holly joined the Merck GLD team late in 2023 with little direct leadership experience, but she was quickly identified as a high performer who had the potential to take on large-scale projects that required a great deal of leadership and technical abilities,” notes nominator Keith Lillico, associate director, L&D, Merck. “Holly was the first name that came up to lead the DigitalYou program in a high-visibility environment that would have long-term impacts on the organization.”

Director, Talent Development
Heritage Communities (led 100+ managers through administration and duration of a cohort-based program)
B.A., Organizational Communications, University of Nebraska at Omaha; M.A., Managerial Communication, Bellevue University
7 YEARS IN TRAINING

As the sole individual responsible for Talent Development at Heritage Communities, supporting 1,500 associates in 17 locations, Debbie Petru embraced the company’s new core value: Always Learning. She launched Heritage Communities’ initial leadership development training in 2023 with the blended Manager Essentials program, resulting in 78 graduates and a 90% retention rate. Petru offered 3 Learning Leaders Virtual Book Club opportunities and hosted a 2.5-day leadership retreat for 50+ leaders. She also expanded the caregiver apprenticeship program called Career Advancement Program (CAP) to the company’s communities, resulting in 500+ participants and 55 mentors. This apprenticeship offers career pathing for direct care associates. Heritage Communities nearly doubled its tuition reimbursement reach and just launched an employee-funded founder’s scholarship program. “Debbie has brought Talent Development to life in our organization and changed the landscape of learning for the future of Heritage Communities,” says nominator Genelle Girthoffer, VP, HR, Heritage Communities. “Her strong interpersonal skills and leadership qualities foster a culture of continuous learning and improvement.”

Associate Director, Training & Development
PPD, clinical research business of Thermo Fisher Scientific (managed 49 for a 10-week program before they transferred to their final People Manager)
B.S., University of Texas at San Antonio; Master’s, Public Health, University of Texas School of Public Health
3 YEARS IN TRAINING

Joe Pollard  is a people manager to all new hires joining PPD, the clinical research business of Thermo Fisher Scientific. He took on the responsibility to oversee and grow the Clinical Development Academy (CDA) program for the experienced professionals’ tract, which is targeted to candidates with 5-plus years of practical and operations project management experience. Pollard managed multiple overlapping cohorts and coordinated with diverse business units. In 2023, he opened the first Biostatistics/Programming cohort in the Latin America region. Pollard streamlined the CDAs Progressive Learning Plan (PLP) curriculum from 13 weeks to 10 for the Associate Project Lead (APL) curriculum. His APL cohorts were allocated to billable work prior to graduation, with some cohorts hitting 50% utilization post-graduation and increasing toward an 85% utilization target. “Joe exhibits strong leadership qualities, such as excellent communication and interpersonal skills,” says nominator James O’Mahoney, executive director, Training & Development, PPD, part of Thermo Fisher Scientific. “And he has a keen eye for implementing creative solutions to enhance our stakeholders’ experiences.”

Manager, Leadership Development
The Haskell Company (managed a team of 1-5, project dependent, and led leadership development initiatives for 100+)
Bachelor’s, Political Science and French, King University; Master of Public Administration, Columbia University
8 YEARS IN TRAINING

In the last year, Elizabeth Powell was promoted from a corporate trainer to the manager of Leadership Development at The Haskell Company. She supports leadership development for 2,300+ team members in 27 offices worldwide. Powell was charged with launching the company’s Leadership Edge Programming, which aims to develop and enhance senior leadership capabilities. This included overhauling the Leadership Series (resulting in 22% of participants being promoted); introducing the Leadership Series Fast Track for leaders who join Haskell later in their careers; fostering networking through the Leadership Over Lunch program; launching the inaugural 2-day Edge Retreat; and partnering with universities on executive coaching and education. The retention rate for Retreat participants is 100%, and their team’s retention rate increased to 95%. “Elizabeth’s ability to build strong relationships with stakeholders, strategic planning capabilities, and passion for developing others make her an ideal candidate to lead L&D functions,” says nominator Brooke Jones-Chinetti, VP, Leadership, Development & Engagement, The Haskell Company. “Her visionary leadership and practical experience position her to drive positive change and continuous improvement in our—or any organization’s—L&D initiatives.”

Former Global CX Enablement/GTM Lead
Multiplier
Now Customer Experience Enablement Manager
HopSkipDrive
B.S., Business Administration, and B.A., International Studies, University of Missouri – Columbia
2 YEARS IN TRAINING

While at Multiplier, Gabriela St Amand developed and implemented a scalable global onboarding solution, including 1:1 and group coaching, mentoring, and partnering programs, for the Customer Experience (CX) team, approximately 100 global employees in Client Success and Centers of Excellence. She led the implementation of the WorkRamp Learning Management System and Salesforce for the Customer Success (CS) team. It achieved a 90% data accuracy baseline for the CS team within 3 months post-training and a 30% improvement in follow-up actions logged in Salesforce. She also led the initiative to integrate conversational intelligence tool Clari Copilot into the CX team’s workflow. This adoption resulted in a 25% increase in effective client engagement behaviors. To ensure the success of the company’s beta launch of Global Payroll, St Amand created guides and interactive workshops and provided ongoing support. “Gabriela has consistently demonstrated exceptional leadership, strategic thinking, and a deep understanding of business needs,” says nominator, Rodney Noriega, former senior manager, Revenue Enablement, Multiplier. “Her initiatives influenced customer interaction quality, increased revenue through crosssell and up-sell opportunities, and enhanced operational efficiency.” 

Corporate Training Manager
CareMetx (managed 8)
A.A., Broward College
8 YEARS IN TRAINING

Sharon Thomas not only took leadership of several projects at CareMetx in the last year, she initiated most of them. Thomas developed an Emerging Leaders Program for people who were currently not in a leadership position but strived to be. She then created a Supervisor Success Series for current supervisor staff to hone their skills. She also developed LEAD at CareMetx, which focuses on the company’s directors and above. In addition, Thomas is the driving force behind CareMetx’s Career Development Program and the Guiding Stars Mentorship Program. As a result, Hub Operations turnover decreased 4.3% from third quarter 2023 to first quarter 2024, and 4 emerging leaders were promoted to supervisor when their training ended. Equally important, say nominators Holly Faries, director, Education & Development, and Melissa Wheeler, corporate education instructional designer, CareMetx, “Sharon worked tirelessly to get company access to LinkedIn Learning even though it wasn’t in the budget. She is motivating, engaging, flexible, creative, and passionate. That combination ensures that our learners are moving forward in their careers—loving to learn and to grow.”

Circulation Supervisor
Downers Grove Public Library (managed 30)
A.A., Business, Western International University; B.S., Management, and M.I.S., University of Phoenix
5 YEARS IN TRAINING

U.S. Air Force veteran Latricia Thompson began her career at Downers Grove Public Library (DGPL) as a computer help desk associate in 2019. She was promoted to Circulation supervisor in 2021, began managing 18 library shelvers in 2023, and became a member of the DGPL Onboarding Team in March 2024. The library doesn’t have a learning management system, so Thompson innovatively turned to Google Classroom to manage the Circulation Department’s onboarding and annual training, in addition to creating job-specific training modules and videos for the library shelvers. She now is helping assign and manage the library’s Human Resources onboarding training and requirements, as well as continuous annual training for all DGPL employees. In 2023, Thompson onboarded and trained 35 employees, 5 of whom were promoted to other positions in the library. “Tricia is an innovator,” says nominator Annie Garvey Jagielski, technology trainer, DGPL. “She is a wonderful mentor to her direct reports and is constantly looking for ways to make their jobs easier, such as implementing mobile circulation to simplify the library holds process. This saves supervisors 300-400 hours and clerks 1,300 hours per year.”

Development Specialist II
The Haskell Company (led 250+ leaders throughout the Supervisor Series program; managed team member culture groups of 9-60)
Bachelor’s, Design, University of Florida
6 YEARS IN TRAINING

María José Toro led the redesign of The Haskell Company’s Supervisor Series for 255 people leaders, in both English and Spanish, in just 1 year. This resulted in a 3% increase in manager engagement and a 4% decrease in manager and above turnover. Toro is a key partner in Haskell’s Gallup engagement survey that is given to all team members annually. She debriefs results with leaders, helps them build action plans, and utilizes results to evaluate team member and supervisor development offerings. In addition, Toro took the initiative to create self-led quarterly focused trainings based on Haskell’s leading values of Team, Excellence, Service, and Trust. She also helped lead Haskell Together, a committee devoted to diversity, equity, and inclusion. Toro facilitated meetings, planned special initiatives, organized subcommittees, and spearheaded efforts to build out the Haskell Diversity Suite of classes. “María José possesses incredible initiative. That is one of her superpowers,” says nominator Taylor Williams, manager, Corporate Training, The Haskell Company. “She also is a natural leader. She cares about people as much as she does about outcomes and systems. She empowers people by understanding and celebrating team members’ individual contributions and uniqueness.”

Upon joining Verizon’s L&D team in 2021, Brian Ward was the only trainer to support the company’s Customer Service Support Team. When he took on his most recent project, Elevating Value—the first Verizon Mobile Internal Customer Service workgroup instructor-led course of 2024—his responsibilities broadened. While playing an instrumental role in planning logistics and ensuring content effectiveness for the program, Ward supported 22 trainers and 3,698 Verizon frontline agents and leaders. Before Elevating Value started in late January 2024, the Mobile Internal Organization was at 92.4% for overall representative success (did the customer like the representative?) and 7.40 disconnects per 100 contacts. Through Ward’s leadership with the project, 2 weeks after the project end date, the numbers were at 92.9% for overall representative success and 7.00 disconnects per 100 contacts. Note nominators Lewanda (Mae) Deshommes, associate director, Global Learning & Development, and Dakota Davison, associate director, Learning & Development, Verizon, “Brian has continued to find new opportunities to lead his peers—he currently is a co-lead for a Verizon Leadership Upskilling project that is impacting 1,000+ leaders across 3 workgroups.”

EMERGING TRAINING LEADERS TO WATCH

Senior Instructional Designer
Credit Union of Texas (led team of 6)
B.S., Multidisciplinary Studies, majoring in Teacher Preparation Elementary and ESL, Texas Tech University
3 YEARS IN TRAINING