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Lisa A. Burke

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Lisa Spinelli is a dynamic leadership and career development coach, trainer, and workshop facilitator with a passion for helping individuals navigate career transitions and leadership growth. As the founder of Blue Pinecone Consulting, Lisa specializes in coaching and training rising leaders and empowering them to embrace authenticity, adapt to change, and excel in their professional journeys.

Lisa is a Professional Certified Coach (PCC), accredited by the International Coaching Federation (ICF), and has delivered one-on-one leadership and career transition coaching to leaders in public service, employees at Fortune 500 companies, and nonprofit employees. Her extensive experience includes developing and facilitating workshops for organizations such as the USDA, Library of Congress, U.S. Air Force, and Bureau of Indian Affairs, from small groups of 10 to larger groups of more than 150.

Before founding her consulting firm, Lisa served as a director at an e-learning platform and has also worked at ATD as a senior content manager, where she created and managed workshops like ATD’s Troops to Trainers at Ft. Belvoir. She also created and hosted the popular The Accidental Trainer podcast and authored multiple career development resources, including the book Teachers to Trainers and the workbook Take Charge of Your Career.

Lisa’s unique perspective is shaped by her family’s strong ties to public service, with her father serving in the NYPD, U.S. Army, and CIA, and her husband being a disabled USAF veteran as well as having grown up in Rome, Italy. Her connection to the greater good and more well-being lifestyle fuels her passion for coaching and helping others. 

Lisa holds a master’s degree in journalism from Columbia University and a bachelor’s degree in English from the University of Virginia.

Lisa Spinelli

Through the research Jann Freed did for her upcoming book, Leading with Wisdom: Sage Advice from 100 Experts, Jann shows us how great leaders connect with empathy and compassion. This includes learning how to cope with death, loss, and grief.  It also includes understanding life's transitions.  This requires learning to "let go" and "leaning into fear."  But how do leaders learn these skills and practices?
In this webcast, participants will engage in several exercises designed to learn these skills. 
• We will go through a visualization exercise called "Metaphor of the Surviving Children" to learn what it feels like to be laid off or to be a survivor of a layoff. 
• We will write our own eulogy and talk about how this brings compassion and empathy into a clear focus.
• We will script our last moments on Earth to remind us that now is the only time we really have.  So we must be our best person/leader now.
• We will make our bucket list as a reminder of how our most valuable and democratic resource is time.
• We will discuss the power of rituals and identify some rituals that can enhance our ability to lead and to live by celebrating "letting go."
• We will explore how the way to get over fear is to "lean into it." 
 
And in doing so understand how to be better, more effective leaders!
 

Leading with Wisdom: Sage Advice from 100 Experts

A little over a year ago, LinkedIn launched its AI-powered coaching chatbot. You can ask it for advice on workplace issues, and it will help with suggestions on how to build skills, tackle issues, or move your career forward. Could this be the future for coaching at scale?The prospect of deploying an AI-powered virtual coach that could support thousands of employees simultaneously with their workplace challenges and aspirations is an attractive one. Imagine the savings on coaching and the benefits for employees of having access to a coach, round the clock, to respond to their every need almost instantly.Can AI replace a human coach?For incoming, younger employees, this may be just what they’re looking for: A recent survey found 66 percent of 25–34 year-olds would rather talk to AI about their problems than a loved one.And it’s easy to see why. With the power of generative AI, a chatbot can communicate with empathy. People report that the experience feels just like texting with an actual human, leading to concerns that we are rapidly becoming too attached to or dependent on these AI companions.The potential of providing this kind of support to employees is not without risk. While the interactions feel real, we must remember that the chatbot has been trained to mimic empathy. It knows what an empathic response to challenges and vulnerability sounds like and gives a seemingly appropriate reply. But it lacks genuine human empathy. It doesn’t actually care like a person may.Unlike a human coach, AI can’t think, feel, or relate to a person. No matter how sophisticated its language model, a coaching chatbot lacks the nuances of personal connection—and it cannot draw on a lifetime of emotional intelligence to offer support. Without that vital human connection, AI cannot effectively deliver workplace coaching.What are the benefits of AI in the coaching process?Where AI can significantly enhance coaching is by automating some logistical aspects, such as coaching provision and mechanics, making it easier and more efficient to build strong, effective coaching relationships. For example, AI can analyze hundreds of data points to match an employee with a suitable coach, increasing the likelihood that the two individuals will work well together, rather than leaving it to chance or asking an employee to choose from a list of coach bios.AI can then manage administrative tasks, such as scheduling calls, taking notes, and curating personalized content and learning materials from the vast quantity of resources organizations provide to their employees. This helps employees take post-coaching action and removes the administrative burden of managing the relationship, driving greater engagement and improving ROI.When deploying coaching at scale across all levels of the organization, AI platforms can minimize administrative overhead for learning and development (L&D) teams while delivering a seamless, engaging employee experience.AI also has the potential to analyze data from across an organization’s HRIS, recognizing patterns and identifying employees who could benefit most from coaching. For example, AI can detect factors that increase the probability that key employees could become flight risks, thereby creating an opportunity to intervene with career development resources before they decide to leave the organization. What’s next?It’s inevitable that AI will advance exponentially, potentially even creating life-like avatars that mimic human interaction. Until we have artificial general intelligence (where machines can truly think like humans), behind those lines of code, AI-powered coaching misses the spark of humanity that makes coaching so effective.Learn how you can offer scalable, personalized career coaching—that’s powered by people and technology—to employees at all levels of your business within your budget. 

What Is the Future for AI in Coaching?

When it comes to employee training, companies often face a tough decision: How do we ensure our teams continuously learn, develop skills, and stay engaged without overwhelming them (or ourselves)? If you’ve ever felt like you’re juggling too many pieces of a complex training puzzle, you’re not alone. The good news? An integrated learning system (ILS) could be the magic key to simplifying and supercharging your training program. Here are four ways an ILS can transform your employee training, making it more efficient, accessible, and engaging for your team.1. Centralize Your Training Content (Everything in One Place!)Picture this: You want your employees to access training materials, but half the resources are in email attachments, some live in a forgotten folder on the server, and a handful are buried in an external site. Not exactly the most efficient setup, right?An integrated learning system fixes this headache by centralizing all your learning materials into one easy-to-access hub. No more scavenger hunts for content—employees can access training videos, documents, assessments, and more from a single platform.How to Start: Organize your current training content into broad categories (for example, onboarding, technical skills, soft skills), then upload them to your ILS. Over time, you can add more specific courses based on employee needs.2. Make Learning Accessible (Anytime, Anywhere!)Today’s workforce is more flexible than ever. Between hybrid work schedules, remote offices, and mobile teams, training that fits into a rigid 9-to-5 window simply won’t cut it anymore. Employees want learning that’s accessible when and where they need it—and that’s where an ILS shines.With an integrated learning system, employees can access training materials from any device at any time. Whether at home on a laptop, on the bus with a phone, or during lunch with a tablet, learning becomes convenient and accessible.This flexibility not only increases engagement but also encourages self-directed learning. When employees can dip into training modules during their downtime, learning becomes less of a chore and more of an opportunity.Pro Tip: Communicate the benefits of “anytime learning” early and often to your employees and provide clear guidelines on accessing the system across devices.3. Track Progress and Measure Success (Say Goodbye to Guesswork)Measuring training effectiveness manually can feel like hitting a moving target. Did everyone complete the course? Are they applying what they’ve learned? How is it affecting the bottom line?With an ILS, you can track every step. Check course completion rates, pull up performance analytics, and make real-time adjustments. If employees are struggling, offer support or tweak the content. If a course is a success, expand it to more employees.Quick Win: Use your system’s analytics tools to create monthly or quarterly progress reports that show key metrics like course completion rates and employee performance improvements.4. Foster Collaboration and Engagement (Learning Is a Team Sport!)Training shouldn’t feel like a solo journey. With an integrated learning system, you can make learning a more collaborative and engaging experience. Many ILS platforms include features like social learning (think forums, chats, or discussion boards) where employees can share insights, ask questions, and collaborate with their peers.You can also create group challenges, reward participation with digital badges or points, and even host team-based learning events. This creates a sense of community and makes training feel more like a shared adventure than just another item on the to-do list.And let’s face it: A little healthy competition never hurt anyone. By introducing gamification elements (like leaderboards or completion badges), you can motivate employees to push themselves and stay engaged in their learning.Fun Tip: Launch a friendly competition among departments or teams to see who can complete the most training modules in a month. Offer a small prize or public recognition to the winners!Investing in an integrated learning system is one of the smartest moves for your employee training program. It simplifies content management, boosts accessibility, allows you to track progress, and makes learning a collaborative experience. Best of all, it does this in a way that’s both scalable and adaptable, whether you’re a small business just starting out or a large corporation expanding its offerings.

4 Ways an Integrated Learning System Can Transform Employee Training

Secretary of Labor James P. Mitchell lias announced the resignation of W. C. Christensen as Director of the Bureau of Apprenticeship and Training and the appointment of Edward E. Goshen, the Bureau's present Executive Director of Apprenticeship Service, a

Astd News January 1961

Joost Minnaar and Pim de Morree, known as “The Corporate Rebels” to their readers, are on a mission to make work more fun. They quit their frustrating jobs to find a solution to a widespread problem: 87 percent of employees are disengaged at work. They travel the world and learn from workplace pioneers by checking off their renowned Bucket List. They share their findings and everything they learn about the unique workplaces they visit on their blog and through keynotes and workshops around the world. They also support organizations to become more progressive, inspiring workplaces. Contact the Corporate Rebels through their website (http://www.corporate-rebels.com) or on Twitter at @corp_rebels.

Joost and Pim Minnaar and de Morree

Jeff Feldman is President of Eagle’s View Enterprises, and is a trainer, speaker, and personal achievement coach. His extensive client list includes 3M, BASF, US Federal OPM, and General Electric. He resides in Bunker Hill, West Virginia.

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