Summary of Learning and Talent Development Updates: Key Meeting Insights
The September 2025 supervisor meeting featured the HR learning and talent development experts presenting HR's modernized approach and new initiatives. Presenters included Beverly Pérez-Mercado, Ashley Kurtz, Jasmine Mayes-Browning, and De'Anna Randle. Download the PowerPoint Presentation, watch the meeting recording, or review the key highlights and takeaways below.
Meeting Overview
HR's learning and talent development experts presented HR's modernized approach to professional development, introducing new programs and resources designed to address supervisor feedback about time constraints and accessibility. The session focused on practical strategies for fostering learning cultures within teams and prioritizing supervisor development.
Key Information Presented
- Understanding the differences between talent development and learning services
- Expanding HR support: Each HR team now includes a learning and talent development specialist for direct unit support
- Audience specialization: Separate focus areas for all employees vs. supervisors/leaders
New Fall 2025 Initiatives
For All Employees:
- Conversations That Matter: Free 3-module program on difficult conversations (launching fall)
- LinkedIn Explorers: Self-care and burnout focus, Nov. 3-14, registration opens Oct. 9
- Career Conversations: Updated 5-step process with enhanced supervisor guidance
- Enhanced Onboarding: Comprehensive support expansion in development
For Supervisors/Leaders:
- LinkedIn Learning AI Coaching Tool: Interactive practice for difficult conversations
- Underway Supervisor Meeting Evolution: Forecasted agendas, advanced question submission capability
- Underway Resource Toolkits: One-stop repository for templates, guides, and quick-access tools
- Underway Supervisor Onboarding: Complete program review and gap analysis underway
For Units/Departments:
- CliftonStrengths: Team assessment program (currently piloting with UITS)
- FourSight: Problem-solving and innovation assessment for teams
- TD Consultations: Direct access to HR learning and talent development expertise for customized solutions
Modernization Approach
- Tiered Learning: Free/accessible, medium time investment, and intensive options
- In the Flow of Work: Bringing development to existing meeting structures
- Budget Accessibility: Prioritizing free, in-house programs to remove cost barriers
Interactive Elements & Feedback
Through live interactive polling, supervisors shared critical insights regarding development limitations, needs, and preferences:
Learning Culture Challenges (100 responses):
- Lack of Time: 64 responses (64%)
- Employee Engagement: 20 responses (20%)
- Budget Constraints: 9 responses (9%)
- Leadership Buy-in: 4 responses (4%)
- Access to Resources: 3 responses (3%)
Most Needed Development Topics (79 responses):
- Maximizing Team Effectiveness: 37 responses
- Coaching and Developing Employees: 37 responses
- Leading Effective 1:1s and Team Meetings: 30 responses
- Delivering Clear and Constructive Feedback: 23 responses
- Defining Team Purpose & Vision: 19 responses
- Driving Accountability: 16 responses
Preferred Learning Formats (76 responses):
- Full-day or half-day sessions: 32 responses (42%)
- 1 hour per week over 6 weeks: 23 responses (30%)
- Kickoff + self-paced + capstone: 21 responses (28%)
This feedback will directly inform future offerings.
Practical Resources & Tools
Immediate Actions for Supervisors:
- Embed Development in 1:1s: Focus conversations on growth, not just task updates
- Tie Projects to Development: Connect assignments to career aspirations and skill-building
- Leverage Team Discussions: Use real challenges as learning opportunities
- Review HR Calendar: Share division-wide offerings in team meetings at https://hr.arizona.edu/calendar
- Celebrate Learning Wins: Publicly acknowledge when team members complete courses or apply new skills
Personal Development Strategies:
- Block Calendar Time: Schedule 15-30 minutes weekly for reflection and learning
- Set Development Goals: Write down growth objectives and track progress monthly
- Seek Regular Feedback: Ask colleagues, peers, and supervisors for constructive input
- Contact your HR team to connect with learning and talent development experts
Available Resources:
- LinkedIn Learning: All benefits-eligible employees have access
- Crucial Conversations: Licensed 12-hour program (fee-based) vs. free Conversations That Matter
- HR Consultations: Available for specialized team support and strategy development
Key Takeaways & Action Items
- Time is the overwhelming barrier to learning culture development (64% of responses)
- Practical management skills are top priority areas for supervisor development
- Intensive learning formats preferred over extended multi-week programs
- New supervisor support actively needed (multiple attendees identified as new to role)
- Integration approach aims to embed development into existing workflows rather than adding burden
Follow-up Actions:
- Leading with Strengths pilot program - interest survey will be sent to participants
- Meeting recordings and slides will be posted to Supervisor Network page
- Completion of post-meeting survey requested for continued program improvement