Building Agile Foundations for AI-Driven Learning: A Conversation with Jessica Fraser of Floor & Decor
In this episode of Learning Leader Spotlight, guest host Lori Fancher of Training Pros speaks with Jessica Fraser of Floor & Decor, a learning leader whose career spans HR, employee relations, and enterprise learning. The conversation explores how learning and development teams can remain relevant amid rapid change, particularly through agile ways of working and thoughtful adoption of AI. Throughout the discussion, Jessica offers grounded perspectives shaped by experience in large retail organizations and a clear passion for developing people and leaders.
Jessica Fraser leads the learning function at Floor & Decor, a specialty retailer. Having spent more than a decade at The Home Depot before joining Floor & Decor, she brings deep experience in retail learning environments where speed, scale, and business alignment are critical. In her current role, Jessica oversees a small but highly capable learning team, including instructional design and learning technology, with responsibility for setting strategy and aligning learning priorities to business goals.
From HR Generalist to Learning Leader
Jessica describes an unconventional but relatable path into L&D. Beginning her career as an HR generalist, she discovered that the most energizing part of her work involved helping leaders navigate unfamiliar or difficult situations. This realization led her to learning and development, where she could focus more fully on building confidence and capability across the workforce. Her journey underscores how L&D often attracts practitioners motivated by problem-solving, coaching, and long-term development rather than formal learning delivery alone.
Moving Beyond the “Order Taker” Mentality
A recurring theme is the importance of repositioning learning teams as strategic partners rather than reactive service providers. Jessica notes that smaller learning teams, in particular, can fall into an order-taker role, responding to requests without fully understanding the underlying business problem. At Floor & Decor, she emphasizes stepping back to understand organizational objectives and prioritizing work that directly supports business strategy, even when that requires challenging assumptions or reframing requests.
Agile as a Foundational Capability
One of the most significant shifts Jessica highlights is the move from traditional waterfall approaches to agile ways of working. In fast-paced retail environments, long design cycles quickly become misaligned with reality. Agile practices allow learning teams to iterate, test, and adjust rapidly while balancing speed and quality. Jessica positions agility not as a trend but as a foundational capability that enables learning teams to stay responsive to constant change.
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AI Adoption Requires Process Maturity
AI is presented not as a standalone solution but as an accelerator that depends on strong underlying processes. Jessica argues that organizations struggle to adopt AI effectively when agile methodologies are not already in place. Without that baseline, AI tools can feel forced or disconnected from real work. When paired with agile practices, however, AI can help teams move faster, increase efficiency, and free instructional designers to focus on the human elements of learning that technology cannot replace.
The Evolution of Instructional Design Roles
Looking ahead, Jessica anticipates a significant evolution in the role of instructional designers. Rather than focusing primarily on course creation, learning professionals will increasingly be asked to design learning architectures. This includes building knowledge structures that can support chatbots, personalized learning experiences, and on-demand performance support. In retail contexts especially, where memorization of vast product knowledge is unrealistic, success depends on delivering the right information at the moment of need rather than expecting long-term retention.
Practical Takeaways for L&D and Business Leaders
Anchor Learning Work in Business Strategy
Effective learning functions consistently align their priorities with organizational objectives. Leaders can add value by investing time in understanding business objectives and reframing learning requests to address root problems rather than surface symptoms.
Adopt Agile Ways of Working Before Scaling AI
AI adoption is most effective when learning teams already operate with agile principles. Leaders should focus first on building processes that support iteration, rapid feedback, and continuous performance improvement, then layer AI tools on top of that foundation.
Redefine Success Beyond Course Completion
As learning delivery models evolve, success metrics should shift away from course completions toward performance outcomes. Designing systems that deliver knowledge at the point of need can better support confidence and effectiveness, particularly in frontline roles.
Invest in Adaptability and Comfort with Ambiguity
The most critical capability for learning professionals is the ability to adapt. Rapid technological change and rising expectations from business partners require teams that are comfortable experimenting, navigating uncertainty, and questioning long-standing practices.
Develop Learning Teams for Future Roles
Preparing for the future of learning involves upskilling current team members rather than waiting for new roles to emerge. Building capability in learning architecture, knowledge management, and AI-enabled design can help teams remain relevant and impactful.
Optional Resources or Tools Mentioned
- The Trusted Learning Advisor by Keith Keating
- Offbeat L&D community and newsletter
- Online L&D communities on Reddit
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Closing Reflection
This episode highlights a vision of learning and development grounded in adaptability, strategic partnership, and thoughtful use of technology. Jessica Fraser’s perspective reinforces that while tools and methodologies will continue to evolve, the core value of L&D lies in enabling people to perform with confidence in changing environments. Agile foundations, paired with a learner-centered mindset, position learning leaders to shape the future rather than react to it.
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