In this issue, we are pleased to spotlight Laura Last, head of global talent development and enterprise learning at BeOne Medicines. As a Certified Professional in Training Management (CPTM), Certified Professional in Talent Development (CPTD) and president of the Lifesciences Trainers and Educators Network (LTEN), Laura makes her own development a priority while helping others grow and become more effective in their roles.

Read on to learn about Laura’s career journey.

How did you get started in learning and development?

I was working in sales and naturally gravitated to helping new members on my team. When field training positions were launched at the organization, I applied and got the role. After two years, I was promoted to running the training group. I fell in love with it because it was no longer about me, it was about helping other people achieve their goals.

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

At a large biotech organization, we trained over 1,200 new sales representatives in three separate cohorts, live, for a week and half each. As soon as one group was done, we started another. There were so many moving parts, and it was completely exhausting but so rewarding. After 16 years, I am still close to the trainers from that launch, as well as many of the salespeople and managers.

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

The world continues to change rapidly, and our business changes just as quickly. The biggest challenge is sorting through the noise to ensure that we build and deliver what the organization needs now, as well as for the future.

What’s the most challenging aspect of your job?

Learning touches almost everything in an organization. You must be able to understand many different functions and how they operate. You have to know how to connect the dots and ensure that the team does the same. This becomes even more difficult when you are doing it globally with multiple time zones and a significant number of stakeholders.

What’s the most rewarding aspect of your job?

I love seeing people grow and develop and do things that they didn’t think they could do. I enjoy seeing the light bulbs go off as people learn, seeing them apply the learning and becoming even more effective in their role. At the end of the day, that’s why I do what I do.

What’s your preferred training methodology?

Nothing replaces face-to-face learning, but using technology to customize, curate and deliver content is invaluable. We can do so much more now — and more quickly ­— with the tools and technology we have. I like to see us combine different modalities as often as we can, because people learn differently.

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

I commit to attending at least 2-3 conferences per year. I look for webinars from a variety of resources to ensure that I’m getting the most up-to-date information. I’ve continued to pursue certifications and am currently working on a doctorate in education. You have to make learning a priority.

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

We have a wealth of knowledge at our fingertips; it’s our job to curate it when we need it. It’s important to belong to organizations designed to upskill and develop learning professionals. I also use LinkedIn to find many of the webinars that I attend. Follow as many learning groups as you can.

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

Buckle up, it’s a fun ride! In all seriousness, be flexible and willing to take on new challenges. Many of the roles I took were out of my comfort zone. It hasn’t been a linear path, and that’s ok. I don’t look back on a single role in my career and regret it. I’ve learned from everything I’ve done.