Building Effective L&D Teams & Mentorship Programs with Stephanie Bertmer
Stephanie Bertmer, the head of Learning and Development at Pinterest, joined us for an insightful session on the Talent Development Think Tank podcast. With over 15 years of experience in the HR and L&D field, Bertmer spoke about the excitement and challenges of creating scalable learning and development programs tailored to the needs and desires of the fast-paced, transient tech workforce.
Here's a summary of her advice shared on the podcast.
1. Analyze the Existing Scenario
Before setting up the L&D team, take a detailed study of the institution's structure and offerings. Stephanie highlights the importance of checking the organization's environment to encapsulate an inclusive and adaptable training module.
2. Listen to the Workforce Needs
To engage your workforce effectively, it's crucial to be attuned to their needs and aspirations. Regular assessments or surveys can help create needs-based learning and development programs. It aids in fostering a learning atmosphere that caters to workers' professional and personal growth.
3. Create Quick Wins
Stephanie emphasizes gaining support and funding for L&D initiatives by demonstrating quick results that focus on manager and leadership development. Demonstrating the value of L&D with attainable success stories often prompts increased investment.
4. Align Initiatives with Broader Company Goals
Ensure that L&D efforts align not just with the individuals’ needs but also with the larger organizational goals. Working closely with company leaders and regular check-ins to understand how L&D programs can support the company's strategic objectives.
5. Developing a Mentorship Program
A mentorship program can often provide the personal touch needed for employee development. However, creating a scalable program is a challenge many face. Stephanie advises exploring automated tools that help connect appropriate mentor-mentee matches depending on career goals and skills.
6. Be Strategic and Consultative
Balancing on-demand training with strategic L&D planning allows teams to be responsive and focused. This hybrid approach facilitates continuous learning while ensuring alignment with long-term goals.
7. Create a Diverse Learning Environment
Stephanie has been instrumental in fostering initiatives for women and underrepresented talent. These programs should tie closely to broader systems like talent management and performance reviews. Partnering between L&D and talent management, with active DEI collaboratives, yields equitable outcomes.
Building effective Learning and Development teams and mentorship programs is no simple task; it involves a deep understanding of the team's needs and a strategic vision to support the company's objectives. However, with cohesive efforts, a strong foundation, and a team-specific, results-oriented approach, it's rewarding for both the individuals involved and the organization's future.
Don't forget to listen to her podcast episode on the Talent Development Think Tank to learn more!
Stephanie is a senior human resources leader specializing in organizational development, learning & development, talent management, employee experience, leadership development, executive coaching, and change management. She has spent the past 15 years at hyper-growth companies in the tech, advertising, and entertainment space, building and leading teams that create and manage enterprise-wide people programs that develop leaders, drive high performance, and transform culture.
Listen to the podcast episode here:
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