Visionary L&D leader respected for creating transformative learning cultures that drive organizational success. Skilled at bridging performance gaps through innovative strategies, blending adult learning principles with cutting-edge technology, and fostering cross-functional collaborations that boost employee engagement. Delightfully disruptive strategist known for a relentless pursuit of excellence, empowering teams and individuals to exceed expectations, and delivering high-impact programs that align learning initiatives with business goals. Adept at developing forward-thinking solutions that address current organizational challenges while preparing for future competitive pressures. As an AI adventurer, I'm constantly seeking newer, faster, more efficient ways to fuel performance and achieve objectives.
With extensive experience spanning multiple industries including:
I earned a master's of science in management, strategy, and leadership with an HR management concentration from Michigan State University's Eli Broad College of Business - a top five program.
Powered by an undergraduate degree in psychology from Madonna University and as a Certified Professional in Talent Development (CPTD) from the Association of Talent Development (ATD), I excel at leading effective talent development initiatives that help organizations meet the needs of today while preparing for competitive pressures of the future.
I've earned the designation of Master Trainer from ATD and am currently pursuing SHRM's SCP (Senior Certified Professional of HR) credential.
My business acumen is complemented by associate degrees in both accounting and business management as well as certifications as a Change Management Specialist (CMS) and Six Sigma Lean Professional.
Effective learning solutions must measure ROI/ROE to gauge their organizational impact and this critical step begins in the ideation and design phase. Performance data and metrics should be analyzed alongside learner and stakeholder feedback to create a continuous feedback loop that drives a dynamic and iterative learning cycle.
Combined, these credentials establish me as an expert and thought leader, able to envision and implement talent development interventions that transform mere mortals into performance superstars.
Budget management and P&L responsibility for organizations from start-ups to established international companies.
Comfortable with revenue generation and growth initiatives, annual budgeting processes, expense controls, vendor selection/management, and contract negotiations.
Talent development represents a significant investment for organizations with an average spend of $1,220 per employee in 2022. This makes ROI/ROE calculations critical to assess organizational impact and prioritize future interventions that will have a positive effect on the bottom-line and growth.
A life-long student of cognitive and positive psychology and learning processes, I'm passionate about helping organizations realize competitive advantage through strategic talent development programs. Research shows that stronger talent development initiatives lead to stronger financial performance; a result everyone wants.
Design of an organization's learning strategy and interventions can be critical to its long-term success. I specialize in leading innovative learning solutions that will engage employees at all levels and challenge them to help cultivate a learning culture.
Developing teams and leading them to success can be tough. From the inception of start-ups and in the formation of newly created departments, I've built teams from the ground up and successfully taken on the leadership and development of existing teams.
In all instances, I'm fortunate to have a core group of talented individuals who have chosen to work with me at multiple organizations. Wherever I move, I bring access to a gifted and capable candidate pool spanning L&D, sales, sales operations, coaching, and quality control, among other key functions.
Why do so many leadership development programs fail to deliver long-term results? There are three primary reasons: 1) lack of upper management involvement and sponsorship; 2) failure to connect to organizational objectives; 3) they're treated as a "one and done" activity.
Leadership development is a long-term objective that should align with corporate values, be designed to ferret out high performers with leadership potential, and challenge current leaders to become increasingly more effective in their roles. If your current leadership development efforts don't seem to be working, we should talk about them.
Not all organizational designs are created equal. In fact, some org charts continue to maintain positions that are ineffective or lack strategic purpose. I've helped organizations streamline roles while improving productivity and goal attainment.
Experienced with a variety of org structures, job analysis, job design, enrichment, and enlargement approaches, I'm equipped to help ensure that all roles in the organization are creating value or supporting the creation of value.
Does your team love your performance management process? Most managers indicate their performance management process and/or system is ineffective, time consuming, and full of outdated performance feedback. A forward-thinking approach is the only way to ensure your team is getting relevant, actionable feedback.
Learning and development initiatives play an integral part in the performance management process -- when used wisely. If your L&D and performance management teams aren't in lock-step, you need a leader who can bring them together. If you're nodding your head as you're reading this, rest easy: I can help.
Despite its importance in the workplace, many managers and leaders lack effective coaching skills. The majority of companies neglect to develop managers' coaching skills leaving countless performance improvement opportunities on the table.
I leverage a variety of coaching models to help new managers develop impactful coaching skills and executives continue to hone theirs.
Virtually all corporate initiatives involve some measure of change, yet many organizations neglect to effectively manage its impact during training interventions. As a certified Change Management Specialist (CMS), I design comprehensive learning solutions that include change management considerations, optimize impact, and maximize job transfer.
Engaging employees and engaging them as learners are similar but distinct functions with equal importance. Engaging employees as learners creates the environment of a learning organization -- a cultural trait that fosters innovation, continuous learning, and constant improvement.
Learning programs must be designed to engage even the most resistant learners across modalities. Whether in-person or virtual, instructor led training (ILT), microlearning, LMS modules, or AI-based, learning solutions have to meet learners where they need it, how they need it, when they need it. I approach learning and training from a blended perspective to achieve desired organizational outcomes.
The days of considering the "gift of gab" as the singular qualification for a successful sales pro are over. It's a corporate failure that most sellers receive very little -- if any -- sales training once hired.
The solution? Define your organization's sales process and language. Map it. Train sellers to use it. Provide coaching on its application. Ensure the organization's support functions understand it for a fully aligned sales strategy. Repeat.
Having led this process at multiple organizations, I understand how complex and critical the sales process can be. Even more critical is the successful onboarding and continual upskilling and development of the salesforce in an ever-evolving competitive landscape.
While I firmly believe there's nothing I cannot do, there are several areas in which I excel. They include:
I'm experienced with a wide variety of technology and highly adaptive to new platforms. I consider myself an "AI adventurer", seeking out new ways to leverage AI for employee enablement, engagement, and productivity. While not exhaustive, some examples of the tech I've worked with include:
Highly effective organizations require visionary talent, workforce enablement, and organizational development leadership that is broad in perspective, merging organizational strategy and stakeholder engagement disciplines to achieve shared goals and deliver impactful performance results. In my career, I've done just that
Throughout my professional history, I've earned a sterling reputation for achieving exceptional results while directing training and development initiatives across multi-billion-dollar organizations. I offer a successful track record of developing strategies that transform cultures and dramatically improve organizational performance.
Built Learning and Development (L&D) team for international Less-Than-Truckload (LTL) sales force from scratch. Managed, developed, and led team and initiatives to enhance onboarding and professional development for 400+ sales professionals and leaders across various levels in the $774M LTL business unit (BU). Drove measurable outcomes through targeted training programs. Collaborated with leadership and cross-functional teams to conduct needs analyses, assess performance metrics, identify skill gaps, and generate customized solutions. Created blended learning ecosystem using numerous innovative modalities (ILT, virtual, podcasts, recorded content, LMS modules, and more). Fostered culture of accountability through performance coaching and leadership development initiatives. Simultaneously managed multiple projects with competing priorities while effectively allocating limited resources.
Accelerated individual performance with game-changing tools: Utilized DiSC assessments, psychometric exams, 360 feedback, individual development plans (IDPs), and quarterly sales training curricula. Leveraged Cornerstone LMS and beta tested Brainshark, a virtual coaching platform that uses artificial intelligence (AI), vocal, and facial recognition to provide real-time feedback and optimize coaching prioritization and focus areas.
Transformed LTL sales organization by devising standardized sales methodology, establishing New Leader Assimilation/Training Program, introducing performance management interventions, and continually refining programs to address ever-changing market challenges.
Endorsements:
“I needed someone who could empathize with the Account Executives and the challenges they faced in the field but also drive accountability and performance through the C-level leadership and everyone level in between. I got that and more when we brought Lana onto the team. Lana showed up from the first day in the role with a level of professional grace and enthusiasm that I have rarely encountered in my career.” – Julia N., Former Vice President, Learning and Development, XPO Logistics
“Dedicated, brilliant problem-solver, generous co-worker, accomplished and respected leader. These are just a few of the ways that I (and others) have described Lana. Our industry is fast-moving and often unpredictable, but Lana was completely at ease with the pace and nature of the work. She strives to deliver detailed and accessible training no matter the circumstances and knows exactly what’s called for in any situation.” – BJ C., Former Colleague, XPO Logistics
"I had the privilege of working for Lana Adams in the sales learning and development team at XPO Logistics. During her time leading our team, she demonstrated exceptional leadership skills, was a strong motivator, and consistently acted as a solution catalyst.
Lana's ability to identify and address training and development needs within the organization was exceptional. She worked closely with department leaders and employees to understand their unique challenges and provided tailored solutions that elevated the skills and knowledge of our workforce." - Holly H., Former Direct Report, XPO Logistics
Led the onboarding, training, and continuous development of 200+ call center account executives and leaders across 9 Google AdWords and Waze promotional programs. Managed team of 6 master-level trainers and 5 quality assurance coaches. Oversaw implementation of instructional design and adult learning methodologies to enhance sales performance, coaching effectiveness, and leadership development. Certified sales managers through Emblaze’s Accredited Inside Sales Manager (AISM) program. Simultaneously managed multiple projects with competing priorities and frequently changing, often ambiguous objectives.
Drove performance and skill improvement through individual development plans and targeted training initiatives.
Endorsements:
"As a leader Lana was one of the biggest influences in my career. Her knowledge in Learning and Development provided structure and strength to programs we had worked on. Lana's career has allowed her to network and accumulate vast recourses that make her not only an outstanding leader, but an inspirer with those around her." - Alex K., Former Direct Report, Infinity
"In my time working with Lana, I witnessed her strategically re-structure a team that had been under-resourced and poorly utilized and transform it into a team that became highly regarded and heavily relied upon at every level from New Hire to CEO. The standards of professional excellence she held herself to and expected of her team created immediate impact and allowed the SD team to be a real force for positive culture change at Infinity." - Sloane M., Former Direct Report, Infinity
Produced CX-focused sales strategies, optimized lead generation and sales enablement, and led annual sales strategy for marketing display manufacturer. Greatly improved competitiveness of clients and company by integrating innovative technologies into displays and strategizing new solutions to track consumer behaviors. Analyzed market and industry trends to optimize product offerings within key verticals, including retail, petroleum, quick-serve restaurants (QSR), and convenience stores (C-stores). Hired, trained, developed, and led team of up to 13 B2B sales professionals. Managed all business administration needs of the POP sales division.
Enhanced product knowledge and sales by introducing educational marketing materials for manufacturers’ reps and partners.
Empowered businesses and franchise owners to optimize operations through personalized consulting and coaching to enhance individual and team performance. Delivered customized training content on various business topics including sales techniques, business acumen, time management, and leadership development.
Greatly reduced employee turnover and improved organizational performance through customized consulting, assessments, evaluation, and selection tools.
Led sales talent development for 250+ franchise locations and 750+ frontline and B2B sales professionals. Drove consistent revenue growth by creating and implementing international sales training programs. Focused on improving conversion rates, enhancing customer experience, and maintaining brand integrity through partnership with franchisees. Developed impactful leadership programs and comprehensive sales training curriculum focused on solutions-based, value-driven, and consultative selling methodologies.
Drove annual corporate sales growth of 18%-20% for 3 straight years and set 5-year vision for national sales department.
Applied a consultative approach to develop programs with distribution partners and generate new revenue streams for this remote medical monitoring technology start-up. Partners and clients included hospitals, PCPs, home healthcare and hospice agencies, Area Agencies on Aging, N4A, and numerous insurance carriers. Became knowledgeable on technology-based solutions for remote monitoring of chronic health conditions, medication management, fall detection, and wandering prevention. Worked cross-functionally with R&D, call center leaders, and clients to design and implement innovative programs that improved care transitions and reduced readmission rates for the elderly, disabled, and patients managing multiple comorbidities. Promoted from Director of Sales and Marketing, overseeing all marketing initiatives, market research, PR, and crisis management needs for the organization.