AMERiCA LEARNiNG MEDiA

Jennifer Embery, Vice President & Learning & Development Manager at Wells Fargo believes the L&D function is very evolutionary and visionary. Where she see some room for growth is in the data and proof of value. The expert said. “L&D Leaders are typically very creative and forward thinking and sometimes it’s difficult to remember to prove value”.

On June 22-23 in Chicago, Illinois, learning and development heads from some of the most forward thinking companies in North America including Microsoft, MasterCard, Boeing, IBM, Marriott, MetLife, Wells Fargo and Chevron will be attending the Next Generation Corporate e-Learning "Engage The Learner" Congress. Jennifer Embery will be keynote speaker.

What aspects of the congress are you most looking forward to?

Jennifer Embery: LEARNING! I am really excited to have the opportunity to hear from people that are living the training industry dream like I am – want to hear challenges, ideas, successes, failures – it’s all going to be great.

How is Wells Fargo embracing new approaches to learning?

I’ve always enjoyed the freedom to try new things – it’s one of my favorite parts of my job. Wells Fargo leadership embraces change and can be a very fluid place to work as far as new solutions go. Our audiences are our testing ground – if they embrace a new approach, we’ve found a winner. If they don’t, we have to figure out if it’s the solution or an aversion to change and adapt appropriately. I think this is an interesting question because it’s the people who need to embrace the new approaches – but it’s definitely encouraged.

Can you give a brief introduction of the main aspects of your Asynchronous Learning Case Study on Day 2?

My main focus will be people and change and how they work together – or not. I believe Learning & Development professionals have to be leaders for change more than anything else and I’ll talk about how I’ve had some success...and failures…and what I learned.

How would you like to see the learning and development function evolve?

I believe the L&D function is very evolutionary and visionary. Where I see some room for growth is in the data and proof of value.

L&D Leaders are typically very creative and forward thinking and sometimes it’s difficult to remember to prove value.

I would like L&D to become as required in a corporate conversation as Sales. We have some work to do there.

Where do you see the biggest opportunity for organizations to embrace an on-demand performance support model?

Everywhere.

In your opinion, why is it important for the industry to attend this congress on June 22–23, 2015?

It’s important because there is such power in sharing what we know.

What has been your career highlight in the learning industry?

It’s very hard to pull one out. I’ve always been allowed to innovate so the last big thing was my last highlight and the next big thing will be my next highlight. I love showing people there’s a different way to learn. Just recently I had to make a case for a new format I was offering and, honestly, I don’t think I had many believers. But it was a huge success from the learner perspective. That’s a highlight for me.

Finally, what 3 items are always on your desk/mobile workstation?

It’s my desk and I always have something to “jot down” ideas – phone or pen & paper; pictures of my daughters; inspirational quote-of-the-day (but I don’t go by date, I go by mood and find one that works for me that day.)

June 2015