Ann Piscitelli-Lampitt EdD
A dynamic, passionate, results-driven Learning and Development professional who delivers strategic, systematic, scalable, stakeholder-centric, blended learning opportunities to foster adoption and drive utilization across diverse audiences.
Proven leader with an award-winning record for propagating inclusive learning environments that support transformative initiatives, fosters innovation, and elevates employee’s and leadership’s skills and knowledge needed for today and tomorrow’s global and agile work environment.
I have a contagious passion for continuous improvement and shaking others out of apathy. My extensive practice in establishing and building strategic, trusting partnerships result in successfully leading teams to drive key initiatives requiring instructional design and workforce learning implementation to deliver engaging skill development opportunities that increase employees’ abilities and performance to meet business objectives.
Highly knowledgeable of adult learning principles, leadership theories, and evaluation methods, I have been recognized for my development and implementation of companywide training programs to support change initiatives and improve the employee experience. One program is currently being utilized at Grand Canyon University bachelor’s in finance curriculum.
Below are a few samples of my work efforts from my extensive learning and development experience. Please excuse diminished quality of the content due to the redaction of company branding.
Learning Strategy
A learning strategy encompasses how one will learn, how to learn more efficiently, and how to learn more effectively. The underlying philosophy also considers what the student needs to learn, how learning can be empowered, and how to make the learning transferable to the job.
An enterprise level initiative targeted to address the learning needs of the company’s B2B clients to remove barriers of operational excellence. Strategy included a mass-customized learning plan using a multi-media offered through self-directed e-learning and scalable instructor-led blended learning opportunities.
A holistic strategy to redefine the job sub-families to aid in role leveling, competency matrix, and career mapping. The initiative included new tools for people leaders to utilize to better support employees throughout the employee lifecycle.
The corporate learning organization shifted to a federated learning model for employee skill development. The FLM and learning playbook strategy directed how several learning teams can work collectively towards the same goal ensuring scalable learning consistency for all employees.
The Transition team is a new team establish to support the New Client Experience. The Transition Manager enablement strategy mapped the required learning based on experience: new to role, new to organization, or new to company.
Leadership Development
People Leaders in technology excel at being SMEs for the industry. However, they potentially lack the people soft skills to be an effective leader. The leadership program was tailored specifically to technology leaders and provided tools to better support team members throughout the employee lifecycle. Program increased people leader engagement with employees by 20%, as reported by surveys.
Learn how to have an effective feedback discussion.
Avoid using biased terminology in performance reviews.
Explaining a Met All rating to a good employee.
Instructional Design and Learner Experience Tools
Creating effective learning experiences that targets a wide variety of audiences.
Whitepapers effectively socializes the initiative and achieves buy-in.
Storyboard is a graphic organizer that plans a narrative or displays visuals which are a powerful way to visually present information.
Web page design layout help others visualize the experience so to provide feedback.
Instructional digital videos provide information to viewers on a particular topic which seeks to convey knowledge in a visual and engaging format to enhance understanding and retention.
Facilitator Guides defines the goals of a training session and how one should go about teaching the class consistently.
Quick reference guide provides a condensed set of instructions on how to use an application.
Diversity, Equity, and Inclusion
Diversity, Equity, & Inclusion (DEI) upholds the integrity of learning environment and ensures learning to be inclusive and effective in today’s dynamic educational landscape.
Multiple sources estimate that over 1 billion individuals identify as being neurodivergent, learn more about what it is.
Realize the benefits of neurodiversity in the workplace.
Evaluation
The Kirkpatrick model is globally recognized as one of the most effective evaluations of training. The model consists of 4 levels: Reaction, learning, behavior, and results to validate talent investments.
Program evaluation for FINRA Education, Series 7 licensing.
Program evaluation for New Client Experience.
“Ann is one of the most deliberate people I’ve ever worked with. Every decision I’ve observed her make has served a broader need. Long before the FLM had taken off, she’d been developing a vision for ensuring consistency within her learning team and the FLM ultimately just became one of the means of seeing that vision come to life. In some ways, it feels like the FLM just happened to be a convenient track for standard-setting on a train that was already running.”
360 Reviews
“Ann anticipates nuances when managing change. Prior to the cohort kick-off, she made sure that I was tuned into the unique characteristics of the team for the collective benefit of everyone involved in the onboarding process. We were able to tailor our approach and meet the team where they were at more than we could have if we’d come in blind. She kept the HR team in the loop about their experiences throughout the process and she set strong expectations with the team to ensure that her group’s larger numbers didn’t negatively impact the experience for the other groups in their cohort. This type of influence-through-anticipation was key in the partnership.”
“It’s no secret how much I admire Ann’s professional process and strategic approach. Anyone that works with her can attest to her aptitude as a learning professional. She’s constantly thinking about the future state and utilizes storytelling and collaborative discussions to help expand her influence.”
“As a leader, Ann ensures her team understands what is needed and encourages us to ask questions throughout all processes we are engaged with, and always makes time for my questions; no matter what the concern might be. She always gives me the benefit of the doubt when things go sideways and immediately seeks to support before providing insightful coaching. Ann always looks for new ways to build her team which is a strength that makes her a good leader.”