𝗢𝘃𝗲𝗿 𝘁𝗵𝗲 𝗽𝗮𝘀𝘁 𝟭𝟬+ 𝘆𝗲𝗮𝗿𝘀, 𝗜’𝘃𝗲 𝗵𝗮𝗱 𝘁𝗵𝗲 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆 𝘁𝗼 𝗹𝗮𝘂𝗻𝗰𝗵 𝟭𝟰 𝗚𝗹𝗼𝗯𝗮𝗹 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗖𝗲𝗻𝘁𝗲𝗿𝘀 𝗳𝗼𝗿 𝗦𝘂𝗯𝘄𝗮𝘆, 𝘀𝗮𝘃𝗲 $𝟮𝟱𝟬𝗞+ 𝗮𝘁 𝗣𝗿𝗶𝗰𝗲𝗹𝗶𝗻𝗲, 𝗮𝗻𝗱 𝗹𝗮𝘂𝗻𝗰𝗵 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁-𝗲𝘃𝗲𝗿 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗱𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗽𝗿𝗼𝗰𝗲𝘀𝘀𝗲𝘀 𝗮𝘁 𝗚𝗿𝘂𝗯𝗵𝘂𝗯. My approach to massive projects like these is to take complex concepts and break them down into simple realistic opportunities. Al Roker once discussed a similar approach in his book, “𝑌𝑜𝑢 𝐿𝑜𝑜𝑘 𝐵𝑒𝑡𝑡𝑒𝑟 𝑖𝑛 𝑃𝑒𝑟𝑠𝑜𝑛.” When he almost said “no” to a Broadway role because he was intimidated about singing, his daughter, a trained performer, helped him to see he already had the skills and simply needed to reframe the experience. I love this story because I embrace a similar philosophy. If we focus on the outcomes we want and combine this with the right support systems, people achieve more — and learning becomes accessible and inclusive.𝗦𝗨𝗣𝗣𝗢𝗥𝗧𝗜𝗡𝗚 𝗚𝗟𝗢𝗕𝗔𝗟 𝗚𝗥𝗢𝗪𝗧𝗛 𝗧𝗛𝗥𝗢𝗨𝗚𝗛 𝗔𝗚𝗜𝗟𝗘 𝗔𝗡𝗗 𝗢𝗨𝗧𝗖𝗢𝗠𝗘𝗦-𝗙𝗢𝗖𝗨𝗦𝗘𝗗 𝗟𝗘𝗔𝗥𝗡𝗜𝗡𝗚 𝗦𝗧𝗥𝗔𝗧𝗘𝗚𝗜𝗘𝗦𝑆𝑜𝑚𝑒 𝑜𝑓 𝑚𝑦 𝑓𝑎𝑣𝑜𝑟𝑖𝑡𝑒 𝑝𝑟𝑜𝑗𝑒𝑐𝑡𝑠—SUPPORTING GLOBAL FRANCHISEES AT SUBWAY: Saved $1.1M in travel costs and boosted learning capacity 9.1% after rolling out the first virtual training opportunities. EMPOWERING RAPID GROWTH AT GRUBHUB: Built needs analysis and training ecosystem that supported expansion from 30- 600+ employees in less than 3 years.DEI TRAINING AT LIFELABS: Merged diversity, equity, and inclusion concepts into all core leadership trainings.𝑾𝒉𝒂𝒕 𝒆𝒍𝒔𝒆 𝒎𝒂𝒕𝒕𝒆𝒓𝒔 𝒕𝒐 𝒎𝒆?My dream colleagues are mission-driven (including at both for-profits and non-profits), and they believe in the work that they are doing. They are collaborative, agile, and playful. Does your organization value these qualities too? Let’s connect!📩hannatedros [at] gmail [dot]com𝗦𝗣𝗘𝗖𝗜𝗔𝗟𝗧𝗜𝗘𝗦➙Global Training Operations➙Learning Solutions➙Training Initiatives➙ Diversity & Inclusion➙ Learning Needs Analysis