Podcast Summary “Helping L&D Teams Balance Human Insight
With AI Acceleration with Kimber Hanrahan of GoDaddy
When you sit down with Kimber Hanrahan, you’re not just chatting with the Global Head of Learning and Development at GoDaddy, you’re getting a masterclass in what it really means to lead with intention, evolve with the times, and never stop learning. In this episode, Kimber dives deep into the importance of running L&D like a business, embracing change, and showing up with empathy and purpose.
From Construction Sites to Corporate L&D
Kimber’s journey into learning and development didn’t start in a classroom or a training room, it started on a construction site. Her entrepreneurial upbringing, working for her dad’s company at just ten years old, gave her a foundational understanding of business. Over the years, she moved through roles in banking, travel, telecom, and more, often chasing experiences that gave her something new to learn or a great deal to Disneyland.
This diverse background ultimately led her to L&D, where she could combine her passion for developing people with her business savvy. Early on, she questioned traditional L&D metrics like completions and attendance, asking instead: Did the training actually change the business?
Learning Has a Seat at the Table (If You Take It)
Kimber didn’t wait for permission to elevate L&D, she earned her seat by proving impact. By working directly with sales leaders to tie training outcomes to revenue, she began shifting L&D from an afterthought to a strategic partner.
She credits this mindset to her operations roots and entrepreneurial upbringing. “We were doing training on their busiest days and wondering why no one showed up,” she laughed. Her solution? Think like a business owner, and build programs that support, not interrupt, the workflow. Her motto to her team is clear: “You have a seat at the table. Now go sit down.”
Adapting to Change: From Facilitation to Moderation
Kimber’s view on the L&D evolution is refreshingly honest. The industry is changing fast, and not every team is moving at the same pace. She’s seen state-of-the-art learning campuses and teams crammed into backrooms. But no matter the setting, the message is the same: adapt or fall behind.
One standout idea Kimber introduces is the shift from facilitation to moderation. Traditional facilitators are being called to step up as content moderators in digital spaces, Slack, Teams, asynchronous forums, where tone, timing, and empathy matter just as much as subject expertise. “You’re not just teaching anymore. You’re guiding conversations, sometimes with 100 channels coming at you at once.”
She’s also coined her own L&D acronym inspired by sales: LFIG – Learning Faster Is Good. It’s a push against the classic slow cycle of needs assessments, pilots, and long timelines. Instead, Kimber advocates for fast, collaborative design, bringing in trainers and business partners early and shortening development timelines significantly. “It’s not about cutting corners,” she clarifies. “It’s about learning how to move at the speed of business.”
Breaking the Fear of AI and Embracing Experimentation
Kimber is actively guiding her team through the current wave of artificial intelligence innovation, not with fear, but with curiosity. “AI won’t replace us,” she says. “But it can absolutely moderate what we do.” She encourages her team to explore AI tools to shorten development cycles or brainstorm design ideas, but always with a human eye to validate and refine.
This comfort with experimentation is part of what drew her to the tech world. In her words, “You still have to be careful not to harm the business, but experimenting safely is how we learn and grow.”
What Skills Matter Most Right Now?
For learning professionals, Kimber is clear: Don’t just specialize, diversify. While deep expertise is still important, the new landscape requires being fluent in multiple platforms, tools, and communication styles. “We’re back to needing jack-of-all-trades skillsets,” she says.
She also encourages her team and new L&D professionals to build emotional intelligence, business acumen, and the ability to experiment without fear. And above all? Flexibility. “Adult learning theory hasn’t changed. But how we deliver it has.”
Personal Growth, Journals, and a Must-Read Book
When asked how she grows professionally, Kimber shared a personal ritual: journaling. For over a decade, she’s asked herself two questions every day: “What did I learn today?” and “Did I check my ego at the door?” This daily reflection has helped her identify patterns, stay humble, and grow intentionally.
Her favorite book? Leadership and Self-Deception by The Arbinger Institute. She describes it as a story-based leadership book that challenges readers to recognize the mental “boxes” we place others in. “It’s about giving people a second chance and realizing everyone has a story.”
Kimber credits the book and her own parenting journey with teaching her to lead with more compassion, particularly as she supported her autistic son through school and early adulthood. “I wanted to help people be kinder to themselves, regardless of who they were,” she shares.
Kimber Hanrahan brings together business strategy, deep empathy, and a fearless drive to innovate in L&D. Whether she’s reimagining learning roles, experimenting with AI, or mentoring the next generation of leaders, her work is always grounded in purpose and it shows.
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