Learning Insights: Sukanya Patwardhan focuses on how L&D can make a difference

Chief Learning Officer’s “Learning Insights” series is dedicated to showcasing the thoughts and career journeys of chief learning officers and learning executives – the tireless trailblazers who are transforming the landscape of corporate learning and workforce development. In this Q&A series, we garner strategic insights, innovative approaches and challenges overcome from visionary leaders worldwide. 

What initially drew you to a career in L&D, and how have your experiences evolved over the years?

I started my career as a scientist and realized that any success blooms in the minds of people, so I consciously responded to my calling and did my masters in HR from a prestigious institute in India (Tata Institute of Social Sciences). I worked as a HR generalist with SKF Bearings and Cummins Ltd. I responded to my innate ability to train and coach and chose to be an L&D professional in 2000 as a Training Manager at IBM, became a global leader at IBM (10 years) and the Tata Group (six years). Ever since, I have been a L&D leader. I love my job and immensely enjoy it.

What key initiatives have you implemented as a learning leader to drive employee development and foster a learning culture?

I have conceptualized, designed and delivered several learning programs for early career professionals, middle management, senior leaders and the executive leadership level.

What is the most impactful learning program you’ve introduced in your organization, and how has it contributed to employee growth and business success?

A Leadership Acceleration Program based on neuroscience principles.

What is a common misconception people might have about the L&D function, and how do you address it?

That it is a non-revenue generating department. L&D should demonstrate how it has added value to the business in monetary terms in addition to tacit benefits.

What excites you the most about the future of workplace learning, and how are you preparing your organization to adapt to the changing landscape?

Learning is becoming an even more important function as modern businesses evolve rapidly, making it critical for people to keep learning at an exponential rate. We focus on remaining contemporary — bringing in the latest training platforms and new knowledge series. Being an IT services company, we use AI-based learning.

What essential qualities or skills make a successful L&D leader, and how do you cultivate these traits in yourself and among your team?

Empathy, learnability, teamwork and collaboration, knowledge of latest trends, innate desire to help people be successful, happy and growing.

My team and I focus on being contemporary, relevant and good human beings who value people at all levels.

What game-changing advice would you offer if you could go back in time and mentor your younger self?

You are worthy — keep evolving in every way and enjoy it.

What do you feel is currently the single biggest challenge facing L&D professionals and the industry as a whole?

COVID-19 has changed the workplace landscape, and the hybrid model will stay making virtual learning critical. 

People can learn on their own, hence corporate learning should be really value adding to people.

We’re always looking to showcase innovative tools and technologies. Can you share one work or learning tech product or platform that has significantly improved your work processes and why you find it valuable?

TalentLMS and Zoom.

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