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In this episode of Learning Matters, we sat down with Regina Dunning, US VP of Learning and Organizational Development at SThree, to explore what it takes to build a high-impact L&D function in today’s rapidly evolving workplace. With over 12 years of experience under her belt and a career that started as an “accidental trainer,” Regina brings a unique blend of business-savvy and learning expertise to the table.

Start with Strategy

Regina didn’t mince words: if your L&D strategy isn’t directly tied to business outcomes, it’s just noise. “You need to fuel performance, productivity, and innovation,” she says. That means being in the room early, understanding your organization’s goals, and helping shape them. Her secret? Don’t just deliver content. Be a strategic partner. Make sure every learning initiative has a clear thread connecting it back to the business objectives. That’s how L&D goes from being a support function to a true driver of growth.

Measuring What Matters

L&D folks love a good engagement score, but Regina challenges us to go further. Real impact, she explains, comes from tying learning to performance. Whether it’s ramp time in sales or behavioral changes post-training, she looks at tangible indicators. Her team uses tools and metrics that track speed to sales competency, effectiveness of onboarding, and leadership readiness. Then they iterate based on what the data tells them. And yes, data can be overwhelming. But Regina reminds us to approach it with curiosity: test, learn, refine, repeat.

Skills Over Titles

One of the trends she’s most excited about is skills-based talent management. “It allows organizations to be more agile,” she says. By focusing on what people can do rather than what their title says, you unlock a whole new level of development and retention opportunities. It’s a win-win. Employees get meaningful growth paths, and companies get the right people in the right roles at the right time.

The Leadership Crunch

Let’s be honest. Being a leader right now is tough. Regina sees it firsthand. “It’s hard,” she says. “Leaders are being asked to do more, faster, with less.” And many employees aren’t exactly jumping at the chance to step into those roles. That’s where targeted, actionable leadership development comes in. Regina’s team is building a leadership scorecard and indexing framework to give leaders visibility into their own growth. It’s not just about training. It’s about sustainable performance.

Embracing AI and Experimentation

Yes, AI came up, and Regina is all for it. Her team has integrated AI tools into onboarding and roleplay simulations, giving learners a chance to experiment in low-stakes environments. They even ran an open-book assessment where teams could use GPT to complete tasks. The results? Those who collaborated and used AI scored higher. The key takeaway: AI isn’t cheating. It’s leveraging. The human element still matters, but we can’t afford to ignore the power of these tools.

The Accidental Trainer

Regina didn’t plan to go into L&D. She started on the business side, focused on revenue, and gradually shifted into training. But what really propelled her forward were the mentors, friends, and colleagues who believed in her, even when she didn’t fully believe in herself. Her advice to early-career professionals? Embrace a growth mindset. Stay curious. Build your “personal board of directors.” And don’t underestimate the power of small wins. “Play where the puck is going,” she says.

What’s Next?

Regina and her team at SThree are rolling out new onboarding experiences, launching a leadership indexing model, and continuing to test how AI can support skill development. All while staying rooted in what matters most: helping people grow in meaningful, measurable ways.