In this issue, we are pleased to spotlight Carrie Berg, a learning and talent executive with over 20 years of experience in learning and development (L&D), most recently serving as vice president of learning and talent at Teladoc Health. Carrie was drawn to L&D when she saw how the right support can truly boost someone’s confidence and career trajectory. Today, she leads business-focused learning initiatives that help people succeed in real moments and is deeply committed to advancing workplace culture and leadership excellence.

Read on to learn about Carrie’s career journey.

How did you get started in learning and development?

I started in sales and marketing and kept getting pulled into training others. I realized my sweet spot was taking complex topics and making them easier to understand. I also deeply cared about developing people to reach their goals. I enjoy watching others succeed.

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

Early in my career, I delivered a program that looked great but didn’t change behavior. It was pretty on the page and clear in concepts, but the audience did nothing different when they walked out the door. That taught me a lasting lesson: if it doesn’t translate to the job, it doesn’t matter.

Who is your most valuable role model?

My mom. She led with consistency, humility and always put others first. She showed me that how you treat people matters just as much as what you accomplish.

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

Too much content with too little impact. Organizations are guilty of overproducing learning while underdelivering on performance. And so many are trying to drive an artificial intelligence (AI) strategy that they are ill-equipped to actually build or really understand. It is one thing to speak it, another to execute upon it.

What’s the most challenging aspect of your job?

Cutting through noise and competing priorities to focus on what actually drives performance. Not everything deserves a training solution. Also, getting people to see they have places where they can improve is a challenge. A high performer is not perfect.

What’s the most rewarding aspect of your job?

Seeing someone lead more confidently or approach a situation differently because of something I built or something I demonstrated is the most rewarding aspect of my job. That shift is what makes the work meaningful. Turning the dial from fear to curiosity is key!

What’s your preferred training methodology?

Practical, applied learning: real scenarios, real conversations and reinforcement over time. If people can’t use it immediately, it won’t stick.

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

I learn more from conversations, coaching and real-world application than from formal programs. I also stay close to business challenges because they’re the best teachers. Reading, podcasts, news and LinkedIn posts are all ways to gain nuggets of information.

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

Stay connected to your business, not just the L&D field. Resources like Training Industry are great, but the real insight comes from understanding how work actually gets done in your organization. And knowing where you could plug in to help is even better! Be an operator first and a designer second.

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

Don’t fall in love with learning for its own sake. Stay focused on performance, outcomes and the people you’re trying to support. Be willing to change what is ineffective.