In this issue, we are pleased to spotlight Lauren Olson, corporate training and curriculum senior manager at Ulta Beauty. With 20 years in learning and development (L&D), Lauren has mastered the art of transforming organizations across various industries using a blend of passion and expertise. She thrives on helping people unlock their full potential.

Read on to learn about Lauren’s career journey.

How did you get started in L&D?

When I was five, I wanted to have the smartest stuffed animals on the block. In every job I’ve held, I’ve taken on a mentor or peer trainer role. Officially, I entered L&D when I helped my dad start his own food safety training company in 2006.

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

During my time at PNC Bank, I was part of a team that organized a significant market meeting for over 200 branch managers in Chicago. To add an element of fun to the event, I convinced the entire market leadership team to perform a flash mob. The managers absolutely loved it!

Who would you consider your most valuable role model? What were some qualities that made them great?

My dad has been an incredible mentor throughout my career. He always offers his unique perspective on the challenges I face. His ability to simplify complex topics and his passion for helping others succeed have inspired me to follow in his footsteps in L&D.

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

My most pressing challenge is figuring out how to leverage artificial intelligence to streamline and automate processes for my team so they can focus on higher-value tasks. Well, that and how to clone people.

What’s the most challenging aspect of your job?

My small but mighty team develops training for large strategic initiatives and new hire onboarding for the corporate audience. Balancing several competing priorities is an ongoing challenge.

What’s the most rewarding aspect of your job?

My team was established in 2022. As a relatively new team, we have invested a lot into educating others about our capabilities and how we can provide support. As a result, we now frequently receive requests from various teams to develop training. This is fantastic validation of the value our team brings to the business.

What’s your preferred training methodology?

I love instructor-led training, both as a participant and as a facilitator. There’s something powerful about learning from others and their experiences. Additionally, incorporating a bit of entertainment — such as songs, dancing, jokes or stories — can greatly enhance retention and application of the material.

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

If I don’t schedule it, it won’t happen. I never want to get to the end of the year and realize that I didn’t accomplish a single development activity. My team is great about reminding each other to take time for learning and sharing opportunities they discover. We also strive to find topics that interest us, so it doesn’t feel like a chore.

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

For anyone looking to grow their leadership skills or expand their knowledge, I recommend “Start with Why” by Simon Sinek, “Lessons in Leadership” by Ben Olson, “You Don’t Need a Title to be a Leader” by Mark Sanborn and “Design for How People Learn” by Julie Dirksen. I’d also recommend exploring the resources offered by Training Industry, including certification programs, workshops and webinars that are valuable for professionals at all levels.

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

Get curious about the business you support. Ask questions to understand the “why.” Build relationships with partners. Be accountable and dependable. Actively solicit feedback from partners, peers, managers and subordinates. Always assume positive intent — no one wakes up and thinks, “Gosh, I sure hope I screw up at work today!”