Q:1. In a rapidly evolving health-tech and data-driven environment like CitiusTech, what are some of the frameworks or practices L&D teams need to adopt today to proactively develop the future skills like digital fluency, AI literacy, and data interpretation that tomorrow's workforce will demand?
A:Overall, cultivating a culture where continuous learning is encouraged helps employees stay curious, confident, and ready for change. In a dynamic environment, L&D leaders need to drive agile, forward-looking strategies. It is critical to embed digital fluency, AI literacy, and data interpretation into core learning paths. Models like 70-20-10 can help balance formal training, peer learning, and hands-on experience. Alongside, short, focused modules on digital tools, AI, and data skills delivered through learning experience platforms (LXPs) make development more adaptive and role based. It is also important to ensure that programmes collaboration with business units are tied to real outcomes.
Q:In coming years, how do you see the role of L&D leaders transforming within an organization?
A:L&D leaders are moving from managing training calendars to becoming strategic enablers of talent transformation. Instead of managing training schedules, they now anticipate skill gaps and build enterprise-wide digital, analytical, and leadership capabilities. They design personalized learning powered by analytics and align it with business priorities. They work closely with practice leaders to integrate learning into daily workflows. Most importantly, they build a culture of adaptability and continuous learning, which keeps organizations competitive, resilient, and better at retaining talent.
Q:What innovative methods can help organizations weave continuous learning seamlessly into employees’ daily workflows?
A:The most effective way is to bring learning into the tools employees already use—Slack, Jira, GitHub, or MS Teams—so it becomes part of the flow of work. Microlearning, nudges, and AI-driven recommendations can deliver just-in-time knowledge. Structured approaches, such as learning sprints or allocating work hours for upskilling, also help. Peer-led sessions, communities of practice, and real-time feedback loops keep it interactive. When learning is tied to business goals and performance, it shifts from being an HR activity to becoming a driver of growth and innovation.
Q:How should L&D adapt to the rise of hybrid and remote work?
A:The answer lies in flexible, digital-first ecosystems. L&D must offer asynchronous, self-paced programs and complement them with shorter virtual Q&A sessions. Using mobile-friendly formats and offering microlearning ensure accessibility across geographies. Virtual labs, peer circles, and AI-driven simulations can make the experience engaging and practical. At the same time, leaders should encourage employees to own their learning while managers support it as part of everyday work.
Q:With the pace of technological transformation accelerating in healthcare IT, how do you ensure the L&D function remains agile and ahead of the curve especially in identifying emerging skill needs, enabling microlearning, and curating just-in time learning interventions?
A:Agility comes from staying close to business priorities. L&D should collaborate with business and practice teams to anticipate skills in areas like AI, data science, cloud, and digital health. Skill analytics and performance data help identify gaps early. Microlearning should be integrated into daily tools, making it easy to access. Just-in-time interventions including short videos, expert sessions, or job aids, must be curated based on real needs. Above all, building a culture of curiosity ensures teams keep pace with technology shifts.
Q:How important is external benchmarking looking at industry peers and global trends for ensuring your L&D agenda remains future-ready?
A:External benchmarking is essential to spot skill trends like AI, cybersecurity, and cloud-native development before they hit mainstream demand. Comparing strategies and outcomes with peers ensures investments stay relevant and competitive. It also introduces new delivery approaches, from immersive labs to AI-driven personalization. More than anything, it validates the roadmap and challenges assumptions, keeping the learning agenda aligned with where the industry is heading, not just where it is today.
Interview