I am genuinely passionate about learning. I love diving deep into organisational needs, uncovering challenges, and designing solutions that make a real difference. But here’s the thing: learning isn’t just a personal passion – it’s a business superpower.

CEOs and senior leaders should be even more excited about learning because Learning and Development (L&D) solves organisational problems. Whether your focus is on sales, retention, innovation, or growth, well-designed learning initiatives, coordinated with other departments, can address nearly every challenge your organisation faces.

What’s more, by looking at areas that are often overlooked, learning can reveal hidden inefficiencies and weaknesses. Training isn’t just about compliance or onboarding – it’s a way to optimise processes, boost performance, and strengthen organisational capability.

And it’s not only about fixing problems. What about the things your company already does well? By increasing staff knowledge, skills, and engagement, learning can multiply the positive outcomes you are already achieving, sometimes doubling or even tripling them.

In short, L&D should not just have a seat at the CEO’s table; it should be a central part of any business strategy. It’s a lever for growth, innovation, and resilience.