Trulieve

Vanessa Moya

Aligning Learning with Business Priorities

I start by grounding every learning program in the business strategy and workforce needs, partnering closely with leaders, HR business partners and operations to identify capability gaps that directly impact performance. From there, I translate those priorities into clear competencies, role-based expectations and practical learning experiences that support both individual growth and enterprise outcomes. Alignment happens when learning is designed to solve real business problems and employees can clearly see how growth in their role contributes to organizational success.

Building a Resilient Workforce and Measuring Impact

To build a workforce that can respond to constant change, the most critical skills are learning agility, strong leadership behaviors at every level, effective communication, adaptability during change and accountability for results. Equally important are coaching skills, problem-solving and the ability to think like an owner. When employees develop both technical capability and human-centered leadership skills, they are better equipped to navigate uncertainty and sustain performance during constant change.

“To build a workforce that can respond to constant change, the most critical skills are learning agility, strong leadership behaviors at every level, effective communication, adaptability during change and accountability for results.”

Ensuring these capabilities translate into real impact requires a clear focus on outcomes. I focus on outcome-based measures that connect learning to performance, not just completion. This includes changes in behavior observed by leaders, improvements in key performance indicators, readiness for expanded responsibilities, and the quality of performance conversations. I also partner with leaders to gather qualitative feedback, looking at whether learning is showing up in day-to-day decisions, leadership effectiveness and employee confidence, which provides a much clearer picture of impact than attendance data alone.

Leadership and Scaling Development Effectively

Leadership involvement is essential and non-negotiable. When leaders actively model learning, coach their teams and reinforce expectations through ongoing conversations, learning becomes part of how work gets done rather than an isolated event. Leaders set the tone by recognizing growth, making space for development discussions and holding teams accountable for applying what they learn, which ultimately drives a culture of continuous improvement.

More broadly, sustaining development at scale requires getting both the structure and the human elements right. Scalable programs succeed when they are clear, consistent and aligned, but they only make a real difference when they also honor individual experiences and leader accountability. I have also learned that influence, trust and strong partnerships matter just as much as strong content and that meaningful development happens through ongoing conversations, not one-time events.