Podcast Summary “Championing Cross-Functional Learning To Strengthen Business Impact with Adolph Escobedo of Vizient, Inc”
This week’s guest, Adolph Escobedo, is one of those rare L&D professionals who seamlessly blends military discipline, strategic foresight, and authentic leadership into everything he touches. As the Senior Director of Commercial Learning and Development at Vizient, the largest healthcare performance improvement company in the U.S., Adolph isn’t just shaping learning programs, he’s aligning them with business strategy to drive measurable outcomes.
From Military Coaching to Corporate Learning
Adolph’s journey into L&D started in the U.S. military, where he discovered a knack for coaching and development. The experience taught him the power of simple, effective learning models like “See one, do one, teach one,” which he still applies today in the corporate world.
That philosophy, repetition and confidence-building, forms the backbone of his learning design. Adolph believes that when employees know what they’re doing and are confident in their skills, their efficiency and effectiveness naturally rise. It’s not just about learning, it’s about knowing you’ve learned.
The Biggest Shifts in L&D
In reflecting on the past five years, Adolph didn’t hesitate to call out the integration of data and performance analytics as the most impactful change in L&D. He’s thrilled that learning teams are finally leveraging data to prove their value and link development directly to business outcomes.
Technology has also taken a front seat, especially immersive platforms offering AI coaching, simulations, and on-demand learning. But Adolph emphasizes that it’s not just about the tech, it’s about using it to make learning a strategic lever. And his stakeholders at Vizient are paying attention more than ever.
What’s Next? Hyper-Personalization and Real-Time Learning
Looking ahead, Adolph sees hyper-personalized learning as the next frontier, learning that adapts moment to moment based on individual needs, enabled by AI and predictive analytics. He also sees massive potential in embedded, real-time learning that supports employees right in the flow of work, especially for fast-moving teams like sales and account management.
Another area he’s passionate about is cross-functional learning. Giving people insight into how other parts of the business work helps them better understand their own impact. That adaptability is a key skill in today’s volatile environment.
But perhaps his most compelling idea? Positioning L&D as a shared business responsibility. He’s pushing his team and the broader profession to proactively share what they’re doing, invite other departments to join in, and move from being reactive order-takers to trusted business advisors.
The Most Critical Skill: Comfort with Ambiguity
When asked what skill he values most in today’s L&D professionals, Adolph gave an answer that many seasoned leaders might resonate with: being comfortable with ambiguity. It’s not about knowing everything upfront, it’s about getting started with what you do know and adapting as more information becomes available.
This mindset, he says, turns learning pros into facilitators of progress. You’re not just building content, you’re co-piloting change with your stakeholders. That’s what makes someone truly indispensable in an organization that’s constantly evolving.
Books, Resources, and Raising the L&D IQ
Adolph stays grounded in the field through classic and emerging resources. He’s a fan of ATD’s Talent Development content for grassroots insights, Chief Learning Officer Magazine for big-picture thinking, and L-TEN (for life sciences) to stay plugged into industry-specific best practices.
He’s also a self-proclaimed data geek, so it’s no surprise that Gartner is in the mix too. But what really stands out is his belief in the power of professional networks. “When we share what we’re doing, we raise our collective IQ,” he says. It’s a rallying cry for learning leaders to be more open and generous with their successes—and their experiments.
On the bookshelf? Adolph recommends three standouts:
- The Accelerated Learning Fieldbook by Lou Russell – for reframing adult learning around relevance and speed to outcomes.
- The Minto Pyramid Principle by Barbara Minto – for structured thinking and communication that sharpens everything from emails to content strategy.
- Building a StoryBrand by Donald Miller – because great learning leaders also need to be great marketers.
Final Thoughts
Adolph Escobedo brings a level of strategic clarity, humility, and authenticity that’s both rare and refreshing. From his military roots to his role at Vizient, he’s been on a mission to unlock potential, not just in others, but in the learning function itself. Whether it’s building AI-driven programs or teaching others how to navigate change with confidence, his approach is rooted in purpose.
One thing’s clear: Adolph isn’t just shaping L&D, he’s helping it evolve into something more powerful, more agile, and more impactful than ever before.
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