Podcast Summary “Reskilling the Workforce and L&D’s Seat at the Strategic Table with Tomislav Vujec, Director of Learning at Red Hat”
If there’s one thing you pick up immediately from Tomislav Vujec, it’s that his passion for learning goes beyond check-the-box training. As Director of Learning at Red Hat, Tomislav sees L&D as a force multiplier, one that creates exponential impact by equipping others to thrive, adapt, and lead. With more than two decades at Red Hat and 15 years dedicated to learning and development, his perspective is grounded, strategic, and refreshingly human-centered.
From Engineering to Empowering
Tomislav’s journey into L&D wasn’t about chasing a job, it was about aligning with values. He realized early on that helping others succeed through skill development creates far more impact than individual achievements ever could. “If I equip others,” he says, “they’re able to do so much more.” That philosophy still drives his work today as he leads Red Hat’s evolution from traditional training to targeted, scalable skill development.
The Acceleration of Change
While learning has always been subject to change, Tomislav notes that the last five years, especially post-2020, have dramatically increased the pace of that change. Traditional L&D once leaned heavily on onboarding, with 80% of resources focused on getting new associates up to speed. Today? It’s all about reskilling everyone, not just the new folks. The emergence of tools like ChatGPT has made that shift even more urgent.
He sees a big pivot from linear onboarding programs to dynamic, ongoing learning that supports employees in real-time. “Our associates and managers need new skills to operate in a new world,” Tomislav explains. That means L&D has to move faster, adapt constantly, and find smarter ways to drive skill development at scale.
The Future: Scalable, Skill-Based, and Collaborative
Looking ahead five years, Tomislav predicts L&D will be even more embedded in the business, driven by both innovation and necessity. He believes organizations must invest in diverse, scalable learning modalities. Think beyond the classroom or Zoom calls. Instead, imagine asynchronous collaborative practice, AI-driven personalization, and learning experiences that work across time zones and cultures.
He’s especially focused on how to simulate practice in distributed environments. Whether it’s human skills or technical capabilities, practicing asynchronously via chat, tools, or AI-powered platforms, will be essential for global teams.
And the ultimate goal? “How do we motivate, drive, and implement practice when you can’t get 15 people in a room for two days anymore?”
The Data Challenge (and Opportunity)
When asked what skill is toughest to hire for right now, Tomislav didn’t hesitate: data science. It’s not a traditional L&D competency, but it’s becoming essential. With the need to support enterprise-wide reskilling, predictive analytics and data-informed decisions are now a core part of the job.
He’s quick to clarify, data shouldn’t make the decisions, but it should inform them. “We need to be equipped. If we know we’ve looked at the right data sets, we can depend more on the decisions we’re making.”
That need is reshaping what it means to be an L&D professional. It’s not just about loving people and learning, it’s about loving insight and impact, too.
Trusted Voices and Lifelong Mentors
Tomislav credits many mentors throughout his career, from Red Hat leaders to global thought leaders like Brené Brown, Simon Sinek, and Adam Grant. While he’s had traditional mentors, he’s also found consistent guidance in books, podcasts, and TED Talks. He especially recommends Dare to Lead by Brené Brown, a call to courage and vulnerability that resonates deeply in the L&D world.
Staying Relevant Means Thinking Bigger
When it comes to industry insights, Tomislav casts a wide net. He values sources like Gartner, RedThread Research, The Conference Board, and ATD, but also emphasizes the importance of looking beyond L&D. To stay relevant, learning leaders must understand the business environment. That means watching industry trends, engaging in cross-functional conversations, and aligning learning with real-world business needs.
He’s passionate about L&D earning its seat at the table, not to fulfill requests, but to shape the actual strategy. That starts by knowing where skill gaps lie, what’s possible with reskilling, and how learning can unlock innovation.
Final Takeaway
Tomislav’s perspective is a masterclass in what modern learning leadership looks like: empathetic, data-savvy, globally minded, and relentlessly curious. His reminder to the field is clear: equipping others to succeed is how you create lasting impact, not just in your company, but in the world.
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