Creating Impactful Training Programs for a Diverse Workforce with Paul Holba of AAF International
Paul Holba is the Senior Director of Organizational Development and Training at AAF International, part of the world’s largest HVAC company, Daikin. Leading a lean three-person team, Paul oversees all aspects of training and development across their Filtration Division. His operation runs on adaptability, strategic thinking, and a strong passion for people, values that have defined his path in learning and development for decades.
The Accidental Path into L&D
Like many in the learning and development field, Paul didn’t start his career with the goal of becoming a training leader. Back in the ’90s, while working for Amoco Oil, he was chosen to train employees on a new point-of-sale (POS) system. That experience, helping employees overcome their fear of computers and watching them succeed, sparked something in him. Later, he ran Amoco’s franchise school and knew he had found his calling. “It was like, yeah, this is where I want to be,” he said, and he’s been in L&D ever since.
How L&D Has Evolved — and What’s Coming
Paul has witnessed a dramatic shift from binders and transparency projectors to mobile learning, wearables, and AI. He’s especially aware of how tech has reshaped expectations. “It’s never the same thing for a long period of time,” he said. For L&D professionals, that means staying agile and constantly upskilling. Looking ahead, Paul sees two major forces shaping the future: rapid technology growth and a workforce skills shortage.
As more employees retire and younger generations enter the workforce with different values and expectations, Paul emphasizes the need for L&D teams to be agile and multi-generationally savvy. He spoke at length about the challenges of capturing knowledge from experienced workers and transferring it effectively before it’s lost. It’s not always as easy as recording a process, sometimes it requires building trust and getting in the trenches.
Supporting Four Generations at Work
In his own department and across the company, Paul has seen firsthand the impact of generational diversity. To bridge gaps and reduce conflict, his team leans into emotional intelligence and self-awareness. They focus on conflict resolution training that helps employees understand their own communication drivers and learn how to appreciate the differing styles of coworkers from other generations.
His advice? Don’t take things personally. Instead, seek to understand someone’s background, motivations, and life experiences. “That appreciation for different core values goes a long way,” he said.
Skills He Hires For (That You Should Build)
Paul’s L&D team may be small, but it’s mighty, and every hire counts. When he’s hiring, Paul looks for people who are:
- Critical thinkers and problem solvers who ask questions and analyze situations from different angles.
- Flexible and willing to wear many hats, especially in a small team environment.
- Open to new ideas and comfortable challenging the status quo.
- Experienced across industries, since diverse experiences often bring creative solutions.
He’s not just looking for someone who can follow a process, he wants someone who will question if there’s a better way to do things.
Where Paul Turns for Insight
Paul’s a big believer in casting a wide net when it comes to staying current. His daily 30-minute reading routine includes everything from Training Industry articles to leadership thought leaders like John Maxwell and Jon Gordon, business news from Louisville Business First, and reports from consulting firms like McKinsey. He also collaborates with other divisions at Daikin, recognizing that great ideas can often be borrowed and adapted from elsewhere in the business.
Book Recommendations
Paul offered two standout books:
- “The Fifth Discipline” by Peter Senge – A classic on systems thinking and organizational learning.
- “Why It Matters” – A book focused on self-reflection, values, and personal development. Paul praised it for helping professionals identify both strengths and weaknesses in order to grow more intentionally.
For Paul, being in L&D is about understanding people; their behaviors, motivations, and potential. His reading list and leadership style both reflect that core belief.
Final Thoughts
Paul Holba’s journey is a perfect example of how purpose, adaptability, and curiosity can guide a fulfilling L&D career. Whether it’s helping a frontline worker learn a new skill or coaching a leader through generational conflict, Paul brings empathy and strategy to everything he does. He proves that you don’t need a big department to make a big impact.
Top Book Recommendations
from Learning Leaders
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