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When it comes to Learning and Development in healthcare, few people are doing it quite like Dr. Sherri Brooks. As the Chief Learning Officer for Baptist Memorial Health Care, she oversees professional development for more than 22,000 employees across three states. That’s a lot of learners and a lot of innovation happening behind the scenes.
In this episode of Learning Matters, Dr. Brooks joined Doug to talk about the challenges, strategies, and wins that come with scaling learning in a clinical setting. From revamping leadership programs to creating career paths that help retain talent, this conversation is full of insights L&D professionals across industries can relate to.
Learning Needs to Flex
One of the first things Dr. Brooks emphasized was the need for flexibility in today’s learning landscape.
Frontline healthcare workers can’t always step away from patient care for long training sessions. Learning has to be accessible and adaptable. Her team uses hallway kiosks, private computer rooms, and even monthly skill-building sessions to make sure education fits into the workday.
They also provide new hires with earbuds so they can participate in learning without disrupting the clinical environment.
No More Death by PowerPoint
Like many organizations, Baptist Memorial is shifting away from static eLearning modules and embracing more engaging formats.
They recently brought in an instructional designer to transform mandatory training and skill-building into more interactive, scenario-based experiences. Instead of clicking through slides, learners are exploring virtual rooms and answering case-based questions that keep them actively engaged.
And for those who want to go deeper, their professional development platform, Skillsoft’s Percipio, offers more than 10,000 resources. From short videos to full-length certification prep, the platform makes continuous learning approachable and relevant.
Tracking Impact with Real Data
Engagement is great, but how do you know it’s working?
Dr. Brooks and her team use platform analytics to track both participation and time spent learning. The data shows consistent growth, which helps validate the investment.
Managers are also getting involved by creating small learning cohorts and monitoring their team’s progress. This kind of visibility makes it easier to support employees and demonstrate clear ROI to stakeholders.
Upskilling and Reskilling to Drive Retention
Retention challenges in healthcare are real, and Baptist Memorial is taking a proactive approach.
One standout initiative is their partnership with a local college to help frontline Patient Care Assistants (PCAs) advance into Patient Care Technicians (PCTs). This program teaches critical skills like phlebotomy and limited x-ray techniques, which not only fill staffing gaps but also create career growth opportunities for team members.
It’s a smart way to invest in talent while meeting urgent organizational needs.
Leadership Development for Every Stage
Dr. Brooks also shared that the team is overhauling Baptist’s leadership development strategy from the ground up.
This includes programming for new and emerging leaders, refining the skills of current managers, and building a clear succession plan for tenured professionals. Their goal is to develop leaders that people actually want to work with and for, creating a workplace culture that inspires long-term commitment.
Exploring AI in L&D
Although privacy concerns limit its use in clinical settings, Baptist is beginning to experiment with AI in their learning programs.
They’re using AI to support coaching and interview prep by simulating realistic conversations. This gives both leaders and employees a safe space to practice and refine their skills.
Dr. Brooks’ advice to other organizations just starting with AI? Always verify the content. AI can be helpful, but it needs human oversight to ensure accuracy.
A Career Built on Saying “Yes”
Dr. Brooks didn’t start out with a clear path to executive leadership. In fact, she described her journey as winding and unexpected. From speech pathology to teaching to operations, she said that saying “yes” to new opportunities was what made the difference.
Her book, The Echo: A Call to Greatness, explores the themes that have guided her along the way. Using the acronym ECHO (Excellence, Consistency, Hustle, and Opportunity), she encourages readers to lean into their purpose and make the most of every opportunity.
Final Thoughts
This episode is full of actionable ideas for building more engaging, scalable, and meaningful learning experiences, especially in high-pressure industries like healthcare.
If your organization is looking to boost employee retention, improve leadership, or create career pathways that inspire long-term commitment, Dr. Brooks’ approach offers a great blueprint. It all starts with flexibility, a variety of learning options, and a commitment to investing in your people.
