What Type Of Person Thrives In Learning And Development According To A Learning Manager At Salesforce
Learning and development professionals thrive when exhibiting authenticity ("you're just you but like on 10 version of you"), empathy, and strong collaboration skills, while effectively managing their own energy levels and feedback, even as introverts. The ability to moderate one's emotions and respond to on-the-spot feedback is crucial for success in this role.
Communication, Empathy, Collaboration, Self-Awareness, Emotional Intelligence
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Halimah Jones
Learning Manager, Slack Global Onboarding
Salesforce
Northwestern University, 2016
N/A
Psychology
Technology
Human Resources (HR)
None Applicable
Video Highlights
1. Being authentic and communicative is key to thriving in learning and development. People can often tell when someone is not being genuine, so authenticity is vital.
2. Empathy and collaboration are essential skills. Learning and development professionals need to understand the perspectives of others and work effectively with colleagues and leaders.
3. Self-awareness and emotional regulation are crucial for facilitators. Being able to manage your own energy and respond appropriately to feedback is important, especially since you will receive a lot of it in this role. Even introverts can thrive by understanding their own energy levels and managing them effectively.
Transcript
How would you describe people who typically thrive in this industry?
I think people who usually thrive are folks who are very communicative and authentic in who you are as a person. My friends who have heard me facilitate say I'm just me, but a "10 version" of me. It's still me as a person.
I think that's because people can tell when you're putting on a front or acting. So, in learning and development, you really have to be authentically yourself. It takes time, but it's something you can practice.
Also, in building relationships, it's important to be empathetic to where people are coming from. You have to rely on others for knowledge about their goals and what leaders want in your organization. You really have to work together to figure that out.
So, being able to collaborate effectively and have a clear understanding of the organization as a whole is key. A lot of people on my broader team are introverts, which is funny because people never believe me. We're a full team of introverts, but we know how to gather the energy we need when we facilitate.
That's why I love facilitating. Even though I'm an introvert, the energy I get from others is matched by the energy they take from me. By the end of the day, I have the exact same amount of energy.
Many of my teammates pump themselves up beforehand, having a 30-minute block to get their head right. So, it's really about understanding and moderating your own emotions. When facilitating, it's not about you anymore; it's about them, and you have to balance that.
Again, that means you have to know a lot about yourself. The last thing is that you get a lot of feedback. I get a lot of feedback in general because of doing onboarding, which is something everybody sees.
In general, being a facilitator means people will offer you feedback on the spot, randomly, good or bad. You have to be able to manage that by knowing yourself. You can say, "Great, I'm excited to hear your feedback right now," or "Can you give me 30 minutes? I'll talk to you about it later." Whatever it is, you can moderate for yourself while knowing that others are excited to help you grow and support you.