Member Profile: Lisa Privett-Wood

25 Jun 2019 7:01 PM | James Wolfe (Administrator)

Hello and Happy Summer ATD: Long Island!

After an event filled last few months, I'm sure everyone is ready to sit back and relax. Maybe you are considering taking a little trip, perhaps even staying at a nice hotel somewhere? Well I know that ATD: LI's VP of Marketing & Communications, Lisa Privett-Wood, can recommend a few nice places.

Catch her at ATD: LI's Summer Social on August 22nd and ask how her role as a Senior Manager, Learning (Global Operations), helps to make Hilton such a worldwide success.

ATD: How did you come to be a part of ATD LI?

LPW: A career transition 5 years ago triggered my finding ATD LI.

ATD: Where do you work currently and what does a workday look like for you?



LPW: I am a Senior Manager, Learning for Hilton, supporting on-property training resources for several hotel departments globally from a home-based office. Two workdays are never the same, working on a vast array of learning projects for different audiences, always in search of the most effective training resource for the learners.

ATD: How did you begin your career in talent development?

LPW: My entire working career has been in Human Resources, beginning with my first HR assistant job out of college in a hotel HR office.

ATD: What do you value most about ATD LI?

LPW: The ability to connect with so many talent development individuals who represent all facets of the profession and to enhance my own development through our varied speakers and presentations.

ATD: What is one thing you wished you had done differently on a learning and development project, and why?

LPW: Always respect the (learning project management) process and maintain objectivity throughout.

ATD: What are some of the biggest challenges facing the learning and development field?

LPW:

1.    The sheer volume of existing learning resources becomes overwhelming for the learner.

2.    Providing target learners with easy access to just-in-time learning resources, especially for those who do not work at a desk.

3.    Measuring training effectiveness.

4.    Sifting through new and tested delivery methods to identify which one is right while remaining innovative.


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