Kate is a passionate and results-driven Global HR Executive with a track record of implementing cost effective, value driven, high-impact and transformative learning interventions linked to business performance across hierarchies, technical functions and regions.
Kate is an American and has lived and studied in both the US, at Wake Forest University, and in Germany at Albert-Ludwigs-Universität Freiburg and Bergische Universität Wuppertal.
She holds a Master Degree (with distinction) in Industrial and Organizational Psychology.
Currently the Global Head of Learning & Leadership Development at Bombardier Transportation (BT), she is the functional lead from the HR Center of Expertise for ca. 38,000 employees worldwide, as a direct line manager and global matrix leader.
Her focus is on making learning a key enabler of business transformation to drive performance, which means making learning central to the Employee Value Proposition and the organizational mindset:
Kate enjoys working with people and teams – whether that is advising on program design, working with functions to enhance capability plans, developing and deploying new learning programs or delivering team workshops, webinars, training or coaching herself. Her strengths are connecting the dots, developing others, virtual and multicultural teamwork, stakeholder engagement, and having a sense of humor.
Her weakness is that she is a techfirst- mover, trying out new technology, gadgets and methods continuously.
Previous roles in BT include Head of Engineering Competence Development & Engineering Executive Pool Management (CTO) and Leadership, Learning & Development Expert.
Before joining BT she was Sr. Program Manager and Program Director at European School of Management and Technology (ESMT) and began her career as a moderator, trainer and coach for talent in manufacturing hidden-champions in Baden-Württemberg.
Kate is fluent in English and German. She lives in Berlin and in her free time likes to move: walking, swimming, doing pilates, travelling.
As the world of work is changing, new challenges, new roles and new skills are emerging. The ability to learn is becoming a performance advantage for companies and individuals. How can companies and individuals keep pace in enhancing existing skills, developing news skills and preparing for the unknown?
Our answer is to look more to the learners themselves by investing more in Social-Learning, Action-Learning and Micro-Learning to crowd source answers and keep learning momentum.View Details