Learning Insights: Jo Kearney champions impactful, science-based learning

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 learning and development, and how have your experiences evolved over the years?

My journey into L&D began with the privilege I had in my life of being guided by remarkable educators who ignited my passion for growth and development, from acting school to actual school! Their guidance steered me toward a career dedicated to nurturing diverse learning journeys. I fell in love with learning and as early as 13, I was offering tutoring and hoping for a career in lecturing as I progressed.

My plans pivoted but through diverse global experiences across five continents, a myriad of industries and hundreds of cultures, I’ve been so lucky to witness and be part of the transformative potential of humans through tailored learning experiences. As I continue this journey, each day deepens my commitment to creating impactful learning environments or simply, learning that sticks. My goal hasn’t changed—to embolden individuals to unlock their full potential and see who they can be, especially when they struggle to see it themselves.

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

I am a giant advocate of social learning, learning science and honest measurement of learning impact. Social learning through organizational network analyses, COPs, mentorship programs and peer-to-peer learning initiatives have allowed me and my teams to understand how learning really happens—and it’s mostly not in a classroom. 

I have also supported organizations in understanding learning how to learn, infusing the science of learning through learning across the employee lifecycle. I have also worked with neuro immersion sensors to measure emotional resonance and impact in learning. These efforts converge to cultivate a vibrant learning ecosystem that validates whether learning is actually sticking.

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

I am proud of working with neuro immersion for learning, which involves designing educational experiences that deeply engage learners on a neurological level, optimizing retention and comprehension. By integrating immersive elements such as virtual reality, simulations and interactive experiences, learners are fully immersed in the learning process. This approach leverages principles of neuroscience to stimulate multiple senses, enhance memory consolidation and promote active learning. Neuro immersion fosters successful learning by capitalizing on the brain’s natural inclination toward novelty, curiosity and experiential learning. Through rich and multisensory experiences, learners are more likely to stay engaged, retain information longer and transfer knowledge effectively to real-world contexts.

We are also piloting an approach with GetImmersion to utilize a wearable that measures engagement to reimagine the learning experience and capture what captivates. By measuring immersion, we can optimize how to present information so that it’s engaging, relevant and easy to retain.

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

There can be a lack of awareness that learning is a science and needs to be cherished as such. As everyone has experienced some manner of learning, everyone has an opinion or thinks it’s easy. I counter this with examples of where it fails and correlate it to business ROI.

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

I’m excited about the potential of artificial intelligence, augmented reality and adaptive learning algorithms to revolutionize how we deliver and consume learning content. Additionally, I believe we will step more out of the classroom and lean into the growing emphasis on continuous learning, collaboration and knowledge sharing as it presents a new dawn for learning in a brain-friendly way.

To prepare my organization to adapt to this changing landscape, I’m focused on several key initiatives. First, I’m investing in upskilling and reskilling programs to ensure that our workforce has the skills and competencies needed to thrive in the digital age. This includes partnering with renegade, novel external learning providers and offering internal training opportunities tailored to individual career paths.

Second, I’m championing the adoption of new technologies and learning platforms that enable more personalized and interactive learning experiences. This includes exploring the use of virtual reality simulations, neuro measurement, microlearning modules and social learning platforms to engage learners and drive knowledge retention.

Finally, I’m working to foster a culture of continuous learning and knowledge-sharing across the organization. This includes promoting peer-to-peer learning initiatives, encouraging employees to pursue ongoing professional development opportunities, and recognizing and rewarding learning achievements. Learning at work should be viewed as work and I am driving a mindset shift around this.

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

Being data-driven, research-based, learning-science-infused, firm but fair and having the ability to challenge with compassion. I learn socially and help my team to do the same, rewarding intelligent failure and encouraging everyone to learn where we grow by giving and teaching others.

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

There are no solutions, just trade-offs. Learning is a hard field, and everyone has an opinion. Follow the research, iterate with data and listen to learners.

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

There is still an unhealthy addiction to archaic LMS systems and a bias to classroom training being the only method of learning. We have a wonderful opportunity with AI to evolve and adapt to meet the changing needs of modern learners, such as providing personalized learning experiences, incorporating social and collaborative features and integrating with other learning tools and systems. The LMS landscape must evolve to be more talent-intelligent, and learners need to think beyond the classroom.

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?

GetImmersion as it measures learning impact through emotional resonance and uses an intelligent approach to measure what brains love using the smartwatches people wear every day.

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