Workplace Stories by RedThread Research

What if your L&D team could shift from merely delivering training to truly driving your company’s strategic goals? In this conversation, we talk with Lisa Christensen, McKinsey’s Director of Learning and Innovation. Lisa takes a refreshingly strategic approach, asking not just how L&D can support learning but “To what end?” She shares how her focus on outcomes over output has reshaped McKinsey’s approach to everything from people analytics to building a strong feedback culture.

We also talk about why L&D should embrace experimentation, moving far beyond traditional course delivery to tackle big organizational challenges. Lisa makes the case for L&D to collaborate closely with People Analytics and Legal to ensure that learning initiatives aren’t just reactive but strategically positioned for future growth. Her “no regrets” actions offer useful, bold steps for L&D leaders, inspiring us to see the function as a driver of both human and organizational transformation.

You will want to hear this episode if you are interested in...

• Why McKinsey's L&D team always starts with the question, "To what end?" [1:00]
• The risk of L&D focusing only on short-term skill needs [15:00]
• Collaboration with People Analytics transforming L&D's impact [18:00]
• L&D teams losing their value by sticking to outdated metrics [20:00]
• What it means for L&D to have an experimental mindset [31:00]
• How L&D leaders can ensure their department's stability and credibility [37:00]
• The “no regrets” actions every L&D team should consider right now [43:00]

Resources & People Mentioned

• Oliver Wyman Report on Workforce Future
• McKinsey’s Learning & Innovation Center of Excellence

Connect with Lisa Christensen

• Connect with Lisa Christensen on LinkedIn

Connect With Red Thread Research

• Website: Red Thread Research
• On LinkedIn
• On Facebook
• On Twitter

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