Bold. Engaging. Corporate Learning Solutions.
I don’t just build learning cultures—I architect performance ecosystems that make mediocrity sweat. As a corporate learning renegade with a flair for turning complexity into clarity, I specialize in designing talent development strategies that actually move the needle (and occasionally blow the roof off it).
I’ve made it my mission to transform training from “mandatory” to magnetic. My programs don’t just align with business goals—they chase them down, tackle them, and leave them better than they were.
Known for being delightfully disruptive (with just enough charm to get away with it), I empower teams to exceed expectations and leaders to stop managing and start inspiring. Whether it’s coaching execs, launching AI-powered enablement platforms, or designing scalable leadership development that doesn’t feel like corporate oatmeal—I bring the fire, the finesse, and the follow-through.
Industry Experience That’s Anything but Vanilla
I’ve led transformative initiatives across a kaleidoscope of industries, including:
My Learning Obsession, Professionally Justified
I’m a lifelong learning junkie with a Master of Science in Management, Strategy, and Leadership from Michigan State’s Eli Broad College of Business—yes, the top-tier one. Add a BS in Psychology from Madonna University, and you’ve got a potent mix of brain science and boardroom savvy.
As a Certified Professional in Talent Development (CPTD) and ATD Master Trainer, I don’t just teach—I transform. I’m currently chasing down SHRM’s Senior Certified Professional (SCP) credential to round out my HR arsenal and keep unlocking human potential like it’s my job (because it is).
I’ve also stacked up associate degrees in Accounting and Business Management, plus certifications as a Change Management Specialist and Six Sigma Lean Professional—because why settle for one toolkit when you can have five?
My approach? Design learning that delivers ROI, ROE, and
"OMG-that-actually-worked!" results. I build feedback loops, analyze performance data, and apply human-centered design like a strategist with a heart and a spreadsheet.
And yes, I’m proudly nerdy. When I’m not geeking out over evaluation metrics or leadership theory, I’m busy turning everyday employees into performance superstars. Who wouldn’t want more of those?
Strategy Meets Spreadsheet
From scrappy start-ups to global giants, I’ve wrangled budgets and owned P&L with the kind of accounting fluency that makes finance teams weep with joy. Revenue growth? Check. Expense control? Double check. Vendor wrangling and contract finesse? Let’s just say I negotiate like it’s an Olympic sport because sometimes, it is.
I treat talent development like an investment—because when the average spend hits $1,220 per employee, ROI and ROE aren’t just buzzwords, they’re boardroom currency. I design initiatives that pay off in performance, retention, and bottom-line impact.
The Intersection of Psychology & Performance
I’m a lifelong student of how people learn—and why they sometimes don’t. Armed with cognitive psychology and a flair for strategy, I design talent development programs that don’t just check boxes—they create competitive advantage.
Stronger learning = stronger performance. It’s not just research-backed, it’s ROI-backed. I lead innovative solutions that engage every level of the org chart and spark the kind of learning culture that actually sticks.
Because when learning feels like growth—not punishment—magic happens.
The Kind That Inspires Loyalty (and Repeat Employment)
Building high-performing teams from scratch? Been there. Reviving existing ones into powerhouse units? Done that. Whether launching start-ups or reshaping legacy departments, I lead with clarity, empathy, and just enough irreverence to keep things interesting.
I’m lucky to have a core crew of brilliant professionals who’ve followed me across multiple companies—because when you lead with purpose and deliver results, people tend to pack their bags and come along for the ride. From L&D and sales to ops, coaching, and quality control, I’ve cultivated a talent pool that’s as capable as it is loyal.
My leadership style? Equal parts strategic vision, psychological insight, and “let’s actually enjoy doing great work together.” Because when teams feel seen, challenged, and celebrated, they don’t just perform—they thrive.
A Continuous Process, Never a One-and-Done
Why do so many leadership development programs flop harder than a bad team-building retreat? Three reasons:
1️⃣Not enough executive sponsorship
2️⃣ No tie-in to actual business goals
3️⃣ Treated like a one-time workshop with free cookies
Real leadership development is a long game. It should align with corporate values, spotlight high-potential talent, and challenge current leaders to evolve—not just manage. I design programs that do all that and more, with just enough edge to keep things fresh and effective.
If your current efforts feel more “check-the-box” than “change-the-game,” let's talk. I specialize in turning leadership potential into performance powerhouses—and yes, cookies are still optional.
Because Your Org Chart Shouldn’t Look Like a Jenga Tower
Not all org designs are created equal—and some should come with a warning label. I specialize in turning outdated structures into sleek, purpose-driven engines of productivity.
Whether it’s streamlining roles, reimagining departments, or giving job descriptions a much-needed glow-up, I help organizations align talent with strategy and get everyone rowing in the same direction.
From job analysis to enrichment and enlargement (yes, those are real things), I make sure every role creates value—or supports someone who does. Because when your org chart reflects your business goals, value creation becomes the default setting.
Less Dread, More Drive
Let’s face it: most performance management systems are about as beloved as a surprise root canal. They’re clunky, outdated, and somehow manage to deliver feedback that’s both vague and irrelevant. Sound familiar?
I flip the script. Performance management should be a strategic powerhouse, not an isolated annual conversation. When L&D and performance teams are in sync, feedback becomes timely, actionable, and actually useful (imagine that). A great performance management system sparks growth, not groans—and yes, it will still come with metrics, dashboards, and all the good stuff execs love.
“Figure It Out” Isn’t a Strategy
Despite its buzzword status, coaching is still the most underdeveloped superpower in corporate leadership. Most managers are thrown into the deep end with a title and a to-do list—but no clue how to actually coach performance. The result? Missed opportunities, muddled feedback, and teams running on fumes.
Using a mix of proven coaching models and a dash of psychological insight, I help new managers build coaching chops that actually stick and guide seasoned execs to level up their impact without sounding like a bad TED Talk.
Whether it’s unlocking potential, navigating tough conversations, or turning feedback into fuel, I make coaching feel less like a chore and more like a competitive advantage. Because when leaders coach well, teams don’t just improve, they evolve.
The Secret Sauce of Successful Transitions
Change is inevitable—but managing it well? That’s where most organizations drop the ball. When change is managed with intention, people don’t just adapt—they accelerate. Too often, development initiatives roll out without a whisper of change strategy, leaving teams confused, disengaged, and wondering what just hit them.
As a certified Change Management Specialist (CMS), I bake change management into all projects from the start. My solutions don’t just teach—they transition. I develop interventions that anticipate resistance, optimize impact, and make job transfer feel less like a leap and more like a glide.
Where Learning and Loyalty Collide
Engaging employees is one thing. Engaging them as learners? That’s next level. I specialize in designing learning experiences that don’t just inform—they ignite. Because when employees feel invested in, they invest right back.
Creating a learning culture isn’t just a nice-to-have, it’s a competitive advantage. I strive to meet learners where they are (even the eye-rollers), across every modality: ILT, virtual, microlearning, LMS, AI—you name it. Whether it’s onboarding or upskilling, I make sure the experience feels less like a lecture and more like a launchpad.
My approach? Blended, bold, and built to drive outcomes. When learning is engaging (and dare I say it, a little fun?), performance isn’t far behind—and neither is retention.
Beyond the Gift of Gab
The “gift of gab” era is over. Sales success today demands structure, strategy, and skill—and yet most sellers are hired, handed a quota, and left to wing it. That’s not just risky, it’s expensive.
I’ve led the charge at multiple organizations to define sales processes, codify language, and build training ecosystems that stick. From onboarding to ongoing development, I design programs that turn managers into coaching superstars, sellers into consultative pros, and support teams into strategic allies.
The formula?
📌 Map the process.
📌Train the team.
📌 Coach the application.
📌Align the org.
📌 Repeat until results roar.
Sales is complex. Training shouldn’t be. I make it scalable, sticky, and shockingly effective—even in the most competitive landscapes.
Equal Parts Strategy + Swagger
While I firmly believe there’s nothing I can’t do (and my track record agrees), here are a few areas where I shine extra bright:
Fluent in Platforms, Fearless with Innovation
I don’t just use technology, I tame it. Whether it’s a legacy system or the latest AI-powered tool, I dive in, decode it, and deploy it to drive performance. Call me tech-savvy, tech-adaptive, or just plain unstoppable—I’ve yet to meet a platform I couldn’t master.
As a self-proclaimed “AI adventurer,” I explore emerging tools to elevate employee enablement, engagement, and productivity. From LMS to CRM, ATS to AI, I build ecosystems that help us all work smarter, not harder.
Here’s a peek at my digital playground:
Whether I’m optimizing workflows, designing scalable learning solutions, or coaching teams through tech transitions, I bring the strategy, the savvy, and a fearless approach to master the latest and greatest tech tools.
Learning that sticks. Strategy that scales.
I architect learning ecosystems that make mediocrity sweat. As a delightfully disruptive strategist, I blend adult learning theory, cutting-edge tech, and cross-functional finesse to drive performance, engagement, and transformation. From building teams to building culture, I turn complexity into clarity—and training into traction.
Whether coaching execs, devising better, faster ways to onboard new hires, launching enablement platforms, or solving root-cause chaos with world-class training interventions, I bring insight, energy, and execution to move the needle—and keep it moving.
Strategic consultant with a flair for turning corporate chaos into clarity, I specialize in leadership and talent development, sales enablement, and learning solutions that stick. Whether partnering with the C-suite or wrangling cross-functional teams, I help organizations uncover root-cause issues and build scalable, high-impact programs that align with business goals. From bespoke training to full-blown cultural transformations, I boost capability, transform managers into leaders, spark engagement, and drive bottom-line results—whether your workforce is 500 or 50,000 strong.
Global reach, local impact, and just enough zest to keep things interesting.
At XPO Logistics, I built the L&D function for the international LTL sales force from the ground up; no playbook, no fluff, just results. I led onboarding and development for 400+ sales pros and leaders across a $774M business unit, architecting a blended learning ecosystem that included ILT, virtual training, podcasts, LMS modules, and AI-powered coaching. From psychometric assessments to proprietary certification programs, I designed tools that accelerated performance, reduced time-to-productivity by 26 days, and stopped 30% of sellers from quoting incorrect prices. I didn’t just train, I transformed. My work aligned sales, ops, and delivery teams to create a seamless customer experience and drove measurable gains in CX, retention, and leadership effectiveness.
I introduced a standardized sales methodology, launched a New Leader Assimilation Program, and coached leaders to manage HiPos and underperformers with precision. My programs achieved 95% certification within four months and improved CX ratings by 8 points in just 90 days. Recognized as an “A Player” three years running, I partnered across the org to build succession plans, career mobility paths, and KSAO profiles that turned top performers into case studies. The result? A salesforce that didn’t just meet expectations, it redefined them.
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
"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
At Infinity, I led onboarding, training, and development for 200+ account executives and leaders across nine Google AdWords and Waze promotional programs—yes, Google. I managed a powerhouse team of master-level trainers and QA coaches, revamping sales enablement from the ground up. From microlearning to SMART goals, I designed learning experiences that boosted performance, improved coaching effectiveness, and made onboarding feel less like a firehose and more like a launchpad.
I certified managers through Emblaze’s AISM program, built performance dashboards to enable earlier interventions, and rewrote the playbook on feedback loops and curriculum design. My programs didn’t just improve retention and customer satisfaction—they became culture-shifting assets. DEI&B principles? Baked in. Ambiguity? Handled. Results? Delivered.
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
At MDI Worldwide, I led all sales for a $20M+ division of a marketing display manufacturer, proving that my enablement expertise translates seamlessly across industries. I built CX-focused strategies, optimized lead generation, and introduced tech-forward solutions that helped clients track consumer behavior and boost competitiveness. From retail to QSRs, petroleum to convenience, I analyzed market trends and helped tailor product offerings to meet the moment—and the margin. The result? A 37.9% margin achievement that blew past our 35.5% goal.
I hired, trained, and developed a high-performing B2B sales team, implemented Sandler, Challenger, MEDDICC, and SPIN methodologies, and created educational marketing materials that elevated product knowledge across reps and partners. I didn’t just manage the P&L, I redefined it. By integrating performance metrics and forecasting tools, I set a bold new vision for ROI-driven sales strategy.
Manufacturing was the setting, but transformation was the theme.
At FSC, I partnered with executives, franchise owners, and business leaders to craft custom training experiences from sales strategy and business acumen to time management and leadership development. Whether leading virtual workshops or energizing rooms of 300+, I turned learning into a performance accelerator. My sessions didn’t just inform, they "inspired action" based on learners’ feedback.
Grounded in cognitive psychology and adult learning principles, I fast-tracked onboarding, helped reduce turnover, and boosted engagement across industries. I built branded content, deployed assessments, and implemented candidate selection tools that helped clients hire sharper and lead stronger.
At Two Men and a Truck International, I didn’t just join the team—I built one. I launched the franchise system’s first corporate salesforce development function, supporting 250+ locations and 750+ sales pros across B2B and frontline roles. From zero to nationwide impact, I designed and delivered training programs that boosted conversion rates, elevated customer experience, and reinforced brand integrity across the board. My consultative, value-driven curriculum both taught and transformed.
I helped the organization drive 18–20% annual growth over three consecutive years and developed the five-year vision for the national sales department. I defined KPIs, KSAOs, and OKRs, implemented a wildly successful peer-to-peer coaching program, and established performance metrics that turned forecasting into a strategic advantage. I cultivated enterprise-level partnerships that fueled revenue growth and positioned the brand for long-term success.
At Critical Signal Technologies (now part of Best Buy Health), I climbed from Director of Sales & Marketing to Vice President of Business Development for Partner Programs—proving that when it comes to healthcare, eldercare, and med tech, I don’t just adapt—I lead. I built and trained the inside sales team from scratch, achieving a 69% closing ratio and transforming consultative selling into a competitive advantage. From PR to crisis comms, trade shows to social strategy, I led marketing with precision and flair, positioning CST as a trusted name in remote medical monitoring and telehealth devices that improved patient outcomes and reduced hospital readmissions.
As VP, I spearheaded strategic partnerships with hospitals, PCPs, home health agencies, insurers, and Area Agencies on Aging—convincing them not just to distribute CST’s devices, but to champion them. I designed training programs for partners and caregivers, covering everything from equipment set up to emergency protocols. Working cross-functionally with R&D and call center ops, I launched programs that improved care transitions and reduced readmission rates for patients with chronic conditions. In this role, lives really did depend on our ability to execute with precision – and we did.