This issue, we are excited to spotlight Keri Borba, who has been in the learning and development (L&D) space for just over 20 years and started as a learning management system (LMS) administrator. Today, Keri serves as the vice president of organizational development and leads a team of award-winning L&D and quality professionals at AAA Northeast. In addition to L&D, Keri is responsible for diversity, equity and inclusion (DEI), performance management and talent optimization.

Let’s learn more about Keri’s career journey.

How did you get started in L&D?

I started my career teaching high school students and became so interested in the transition from student to worker and the skills needed to succeed. I went back to school for my master’s degree in L&D.

What’s your most memorable training experience, good or bad?

I was participating in a train-the-trainer on 9/11 and what I remember most, aside from the deep tragedy, is the community that L&D professionals shared during that time — caring for the learning, social and emotional needs of our participants.

Who would you consider your most valuable role model? What were some qualities that made them great?

One of my most valuable role models is a former manager, someone I worked with more than 20 years ago. She has a debilitating form of multiple sclerosis and has not let the disease impact her abilities to live, love, laugh and learn.

What are the most pressing issues on your professional plate right now?

Competing for a learner’s time, attention and motivation. We’re sending so many messages (verbal, nonverbal, electronic, micro-messages, macro-messages, etc.) and I’m seeing pure information overload.

What’s the most challenging aspect of your job?

Quantifying the true value of the work of L&D professionals. Our team is award-winning, and while the awards are outstanding and demonstrate a pride of place, we still need to show that the work we do is making a difference in terms of performance, productivity and individual development.

What’s the most rewarding aspect of your job?

For me, it’s when a member of my team is so excited about or so proud of something they’ve accomplished — whether it was a participant in their workshop who really got it, an innovative course design or feedback from a senior leader about the impact their work had.

What’s your preferred training methodology?

In today’s workplace, my preferred method is a blended approach with self-paced, instructor-led and tech-enabled (gaming, simulation, etc.).

How do you find the time to continue your own professional development?

Quite simply, I make it a priority. Last week, I took a full day to earn my Mental Health First Aid Certification to support the work I do in the DEI space. I also schedule time on my calendar for “me meetings,” meetings with myself to research, read, complete a course or engage in peer networking. I commit to not canceling these meetings — I might reschedule them, but I don’t cancel them.

Any recommendations for folks out there: books, partners, resources, etc.?

My team and I are currently reading “Next Level Virtual Training,” by Diana L. Howles. It’s a good read with great idea sparks. I’d also recommend subscribing to several professional organizations or practitioners in our field (Training Industry Magazine, LinkedIn L&D groups, eLearning Heroes, etc.) and keeping the flow of resources coming to you. You may not have the time to read them all, but you’ll be reminded of their presence and ability to quickly access them.

“If someone wants to follow in my professional footsteps, I’d tell them to be sure to …”

Embrace curiosity as a core value, stay committed to your own L&D and always keep the human aspect of leading others as the most important part of your role.