Building a Thriving L&D Team at Bonadio Group with Allyson Roote

Andy Storch recently welcomed Allyson Roote, VP of Learning and Organizational Development at the Bonadio Group, to The Talent Development Hot Seat podcast. Allyson shared her journey building a thriving learning and development function from the ground up inside a professional services firm where learning is both essential and uniquely challenging. Her practical lessons and innovative approaches offer a roadmap for L&D leaders looking to drive impact in demanding environments. Here’s how you can apply Allyson’s insights to strengthen talent development at your own organization.

Start with Relationships, Not Programs
Allyson’s first move as the lone L&D director at Bonadio was not to launch programs but to build relationships. She prioritized connecting with partners, principals, and managers, getting to know their goals, challenges, and ambitions. This consultative approach encouraged strategic alignment, ensured learning programs were solving real business problems, and helped her transition from an “order taker” to a trusted advisor. Pick up the phone, schedule meetings, and create opportunities to listen deeply. Get internal clients invested by showing genuine interest in their success.

Balance Billable Work with Learning Needs
In professional services, time is money and billable hours are king. Allyson recognized this tension and responded by integrating learning into core operations, respecting the need for productivity while championing growth. She works with service line leaders to design annual learning calendars and consults closely to prioritize learning that delivers measurable impact without derailing client work. If your company faces similar time pressures, tie learning to required continuing education credits and demonstrate how it advances work outcomes and client value.

Tie Learning Directly to Performance Outcomes
Allyson was inspired by Dr. Keith Keating’s “Trusted Learning Advisor” approach, making performance, not just participation, the north star of L&D. She and her team continually ask: How does learning shift behaviors and results? They measure impact by tracking changes in performance, soliciting learner feedback, and holding quarterly business reviews with key stakeholders. Don’t merely log the number of courses delivered seek evidence of changed thinking, improved skills, and business results.

Accelerate Leader and Manager Development
Recognizing that strong leadership is foundational for culture and execution, Allyson designed milestone-based leadership development programs for managers, principals, and partner candidates. These multi-faceted initiatives include keynote sessions, skill-building workshops, peer discussion panels, and post-program peer networks. Topics like “managing vs. leading,” building psychological safety, and handling tough conversations ensure leaders are prepared for both tactical and cultural challenges. Pay special attention to transition points and provide ongoing support as leaders step into new roles.

Create a Culture of Coaching
Transformation at Bonadio was driven by top-down commitment to coaching. Allyson launched a “Coaching for Impact” program with senior leaders first, then cascaded the philosophy through the organization via “coach ambassadors,” peer coaching circles, and practical tools. By changing her own language asking “what is your recommendation?” instead of providing immediate answers Allyson models empowerment, helping her team grow through guided reflection. To build coaching culture, equip leaders with skills, and embed coaching moments in daily practice.

Leverage Innovation and Adaptive Learning Technology
Allyson piloted Amplifier, an AI-powered adaptive learning platform, to shorten learning cycles and accelerate mastery. By converting existing content into self-study programs that adapt to learner responses, Bonadio freed up valuable time (without sacrificing mandatory continuing education hours) and broadened access to expertise. Explore innovative tools that personalize learning paths and make upskilling more efficient.

Build a Learning Ecosystem—Mostly Internal, Some External
Over time, Allyson grew her team from one to nine including international staff enabling Bonadio to deliver 90% of its development internally. Instructional designers work closely with subject matter experts, and executive committee members sponsor and instruct high-potential leader programs. Allyson still taps expert partners strategically for keynote sessions and advanced capabilities, ensuring tailored initiatives are backed by the best experience available. Aim to strike a similar balance, investing in your internal team while supplementing with exclusive external perspectives.

Measure Impact Through Feedback and Story
Beyond numbers, Allyson values anecdotal evidence: participants report transformative experiences and demonstrable skill growth. Programs like the Future Leaders Academy are cited as career highlights. L&D effectiveness is reflected in leadership behaviors, culture change, and the creation of environments where employees feel safe, empowered, and inspired. Collect both quantitative metrics and qualitative stories to track your progress and prove value to stakeholders.

Embrace Mistakes as Learning Opportunities
Allyson freely admits to failure and mistakes whether launching programs too quickly or learning from less-than-great leaders. She makes reflection and adjustment part of her practice, encouraging her team to step back, reassess needs, and focus on the greatest impact. Accept missteps as part of the journey and use them to grow both individually and organizationally.

Encourage Continuous Growth and Big Thinking
Allyson’s advice for L&D professionals: Challenge yourself to think beyond immediate needs and continuously evolve. Empower yourself through learning, reading, and development, staying ahead of the rapid pace of change. Invest in both personal growth and organizational advancement—what benefits you will ultimately benefit the broader company.

Fostering a high-impact, relationship-driven learning culture especially in demanding environments is about strategic partnership, performance focus, innovation, and authentic leadership. Allyson Roote’s journey demonstrates that with intentionality and collaboration, you can transform learning from an afterthought into a powerful engine for business growth.

Be sure to listen to the full episode of The Talent Development Hot Seat Podcast for even more inspiration and practical strategies from Allyson Roote!