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Lisa Fain is CEO of the Center for Mentoring Excellence and an expert in the intersection of cultural competency and mentoring. Her passion for diversity and inclusion work fuels her strong conviction that leveraging differences creates a better workplace and drives better business results.Fain brings her energy, enthusiasm, and engagement to any group, facilitating lively workshops and training and delivering interactive speeches with practical steps that can be implemented right away.As senior director of the Diversity and Inclusion function at Outerwall, Fain spearheaded the development, establishment, and implementation of its diversity initiative. Prior to assuming that position, she worked as Outerwall’s in-house counsel, coaching leaders and partnering with HR to establish fair and effective policies and practices that would sustain the organization as it grew in size, revenue, and renown.For almost a decade, Fain practiced law in the Chicago, Illinois, office of a major multinational firm, where she counseled employers on creating inclusive policies and practices. While in that role, she served as master trainer, training thousands of employees at a variety of companies large and small on how to create a better workplace.Fain is also an executive coach, specializing in individual and group coaching for professional women looking to design and live their best personal and professional lives. She is a certified mediator. She graduated with a BS in social policy from Northwestern University and holds a JD from Northwestern University School of Law.

Lisa Fain

January 2020 - TD Magazine

Making assumptions in a mentoring relationship can lead to misunderstandings and erosion of trust and communication.

4 Ways to Test Mentoring Assumptions

April 2021 - TD Magazine

Mentorships provide a vehicle for professional growth and development.

Put Getting a Mentor at the Top of Your To-Do List

All you wanted to know about why, who, what, when and how to choose the right mentor for you.

The Most Frequently Asked Questions About Mentoring, Answered

Lisa began her career in the financial services industry, where over the course of more than 20 years she led numerous learning and organization development functions, such as consumer sales, operations, mergers and acquisitions, and enterprise operations. Her last role with Wells Fargo Corporation, the fourth largest U.S. financial institution, was as head of executive and leadership development, where she was responsible for developing 22,000 leaders worldwide. After leaving financial services, Lisa joined Delhaize Corporation as the director of talent development, where she was responsible for creating and implementing the talent development strategies for a business with 1,200 stores and 76,000 employees across 11 states. In 2010, Lisa joined Ingersoll Rand as the director of global leadership development, where she designed and implemented a comprehensive global leadership development strategy, ensuring that Ingersoll Rand had effective and efficient development for frontline leaders and senior leaders, and a sustainable leadership pipeline for Ingersoll Rand’s growth. Lisa is now responsible for developing Ingersoll Rand’s strategic capabilities of operational excellence, strategy and market analytics, product management, innovation, and sales excellence. Lisa is also responsible for global learning, learning operations, and advanced learning technologies, as well as ensuring aligned learning strategies globally.

Lisa Knight Gary

Lisa is an order picker for a large e-commerce company in Phoenix, Arizona. Given all the economic uncertainty, she worries about her job security. She struggles with rising living costs and providing for her two kids while also helping out her brother, who has some health issues.Her worry, stress, and busy life sometimes get her down. But Lisa knows she can always call her career coach for some support and reassurance when things are tough. In fact, everyone Lisa works with can book a call with a coach whenever they want from an app on their phones.This is not a vision for the future; this is possible now. Flexible models of coaching provision now make it possible to extend coaching across your entire workforce.Career Coaching for AllCoaching is no longer limited to a perk for high-potential, white-collar employees; it can be an essential part of your development and well-being offer for everyone. Coaching has long been proven to deliver return on investment (ROI) wherever it’s deployed. However, it’s rarely offered to frontline employees like Lisa. The current uncertainty facing employees like her now makes it increasingly important to provide support, engagement, and motivation. Gallup’s latest Life Evaluation Index shows that more employees (X percent) now classify themselves as “struggling” than during the pandemic (45 percent), and the percentage of those who are thriving is at an all-time low. Investors are now taking an interest in how organizations manage mental health and well-being for their workforce, too. One benchmark of more than 100 global organizations reports that 83 percent of them fall into the bottom two tiers for how they manage mental health at work. Yet the payoff can be significant—research from Deloitte found that investment in supporting employees’ mental health delivers a 370 percent ROI. When you consider that the World Health Organization estimates that, globally, poor mental health costs $1 trillion per year in lost productivity, there is a substantial business benefit to addressing this issue.L&D leaders can partner with colleagues in benefits to make coaching for all a valuable component of their company’s well-being and healthcare programs while also contributing to engagement and retention.A New Model for CoachingWhile offering coaching to employees—including those like Lisa—can bring numerous advantages, it’s essential to deliver it in the right way. Rather than purchasing a limited number of licenses and determining who gets to use coaching and when, it’s better to put that power in employees’ hands.With employee-driven coaching programs, employees themselves not only decide if and when they want coaching, they can also choose from a selection of coaches and select the topics they want to discuss. This ensures that the sessions are a good use of their time, focused on the challenges most important to them, and completely confidential.And since such programs can operate on a pay-per-session basis, you can ensure a targeted, efficient approach that delivers clear ROI. Tailored Coaching, When Employees Need It MostThe reasons to connect with a coach are numerous. In Lisa’s case, it could be stressors outside work that are distracting her focus at work. Or it could be to support her in career advancement, skills development, and productivity. Whatever the case, a mobile app can take care of all the arrangements, so deskless employees can manage their coaching with ease.To learn more about how you could benefit from an employee-driven coaching program—one that ensures even your frontline employees can benefit from access to coaching—request a demo. Or, if you’re at ATD 2025 in Washington, DC, drop by booth 2643 to see it in action.

How Coaching Helps Frontline Employees in Times of Uncertainty

Lisa Owens and Crystal Kadakia find that modern learning methods tend to have nine elements that designers can apply to both traditional and digital learning.

Is Reading a Book a Modern Learning Method?

If you’re ready to pivot, determine what you want and gather the proper tools to land your ideal job. And read more tips for finding your next position in Lisa Spinelli’s “Take Charge of Your Career Path.”

To Get the Job You Want, Listen to Yourself and Use the Right Tools

Lisa M.D. Owens is a learning expert who combines her engineering mindset with a deep interest in instructional design and learning sciences to create training that moves business forward. In 2016, Lisa and Crystal Kadakia began researching issues facing L&D in this modern age to discover the next step in the L&D industry’s evolution beyond blended learning. This led to a highly rated ATD LearnNOW program, which then inspired the book they co-authored for ATD Press, Designing for Modern Learning: Beyond ADDIE and SAM. Lisa also co-authored the ATD Press book Leaders as Teachers Action Guide , which is based on her experiences as global training leader at Procter & Gamble.

Lisa M.D. Owens

ATD book helps K-12 teachers transition to talent development.

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