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Stephanie Kartalopoulos, PhD

Learning & Performance Business Partner at Forward Air Corporation

Stephanie Kartalopoulos, PhD, is a Learning & Performance Business Partner at Forward Air Corporation, located in Atlanta, Georgia. She has cultivated a diverse professional background that includes significant experience in education and organizational development.

Professional Background::

  • Current Role: At Forward Air Corporation, she focuses on enhancing learning and performance strategies to support organizational goals.
  • Previous Experience: Kartalopoulos has a history as a college-level educator, where she developed skills in inspiring action, relationship-building, and team leadership.

Education and Skills::

  • She has completed the Google Career Project Management Certificate, showcasing her commitment to continuous learning and professional development.

Community Engagement::

  • Kartalopoulos is active on LinkedIn, where she shares insights on leadership and employee onboarding processes, reflecting her expertise in business writing and strategy.

Her contributions to the field are marked by her ability to combine educational principles with practical business applications, making her a valuable asset in her current role.

Highlights

Mar 8 · linkedin

STRONG women: may we know them, may we be them, may we raise them.

The quote goes something like that, right? Here's what it is to me:

🌟 STRONG to have realized I was being given a raw deal in my former career, to have stood up for myself at a key moment, and to have left for another career path.

🌟 STRONG to have changed careers in my 40s and to have asked big questions of how to align my skills, my accomplishments, my potential, my worth in a career where many in my age group and at my education level would be miles beyond me with experience.

🌟 STRONG to have kept my eyes and ears open, to have sought chances to learn and grow as I go, and to have found myself (and found myself...) in #learninganddevelopment.

🌟 STRONG to have learned to push aside my imposter syndrome--it's really the underside of ego, after all--and to have learned to own each accomplishment and lesson along the way.

🌟 STRONG to have grown with a small, scrappy, resourceful team in my company.

🌟 STRONG to have recognized--and to keep on recognizing--that the difference between finding resources and being resourceful is humbling myself and my own ideas in the face of active listening, openness, and curiosity to what best serves each of my clients and stakeholders.

🌟 STRONG to know my boundaries, to be open to my opportunities, and to seek options to learn and grow everywhere I go.

🌟 STRONG to share what I experience along the way.

💫 ...and STRONG, yesterday, to have said "it's not my job to be your business development person" when some (young, audacious, charming, boastful) guy EdTech founder messaged me after my post that shared a conversation with a former colleague telling me to pass along information for his business.

💫 Even STRONGER to have realized his audacity (and not the good kind) when his response to me was "Yikes. Bitchy" and to then both unfollow and block me.

I look forward to the day where women will not be labeled "bitchy" when we stand up for ourselves and when we show a strength that matches--and surpasses--the audacity of someone looking to transform our own expression into his own opportunity for personal profit and professional gain.

Strong women. May we know them. May we be them. May we raise them.

And may we raise each other up to be stronger and stronger together.

#iwd2024

Mar 7 · linkedin

Yesterday, Matt Gjertsen mentioned Tony Robbins' idea that it's not about resources, but it's about #resourcefulness.

Case in point, I spoke with a former colleague about his current company’s rising need for #learninganddevelopment, #onboarding, and an #LMS.   These sound reasonable, right?

A thoughtful onboarding process enables a new employee's ability to adopt a company's culture and their ability to be successful as they adjust to a new role. And who better to design an onboarding experience than an L&D department...which "needs" an LMS, right?   Here's the kicker: my former colleague's current company is small. Like under 100 staff members.   ⭐ Is taking on an LMS appropriate for them now? ⭐ What does having some sort of L&D capacity or presence really mean for an organization of that size?   Their vision is to grow their commercial staff now and eventually grow the company’s other departments. And for a commercial staff, where does onboarding end and #salestraining begin? And what's the firm's vision for and philosophy towards sales? How will this impact both onboarding and sales training?

And a super foundational question: what’s sustainable over the long haul?   These are a lot of questions. If my work in #learninganddevelopment has taught me anything, it's that you have two approaches:  

  1. Get a cross-functional team of decision-makers and influencers in a room and try to nail down answers that impact every way the organization works. This takes time and effort to find alignment. And it means a lot of #resources spent in conversations before any tangible output or helpful solutions.

  2. Quik intake on what's important right now, and then create easy, scalable solutions for the company that use their current resources. Get #resourceful with what's available right now.

✅ Example: build onboarding around the way the organization works and that takes inspiration from how an influx of new commercial staff will engage with their teams and supervisors. Equip direct supervisors with scalable toolkits to carefully guide the way for each new employee's ability to be successful at key benchmarks in the first year.   Which approach require a lot of #resources vis-a-vis time and money? Which prioritizes #resourcefulness with the resources that already exist?   The answer isn't either/or.

⭐ Instead: set a short-term goal of resourcefulness while working towards acquiring the right, scalable resources. And look for quick wins in easy, scalable solutions.   #LandD is not one size fits all. The right answer isn't always the traditional idea--it's the functional, scalable approach that matches organizational needs.

Meet people (and organizations!) where they’re at. Not because it’s a nice (if cliché) approach. But because it requires that you consider the right context and framework to create solutions that work. Because it’s how #learninganddevelopment solutions can be solutions. And because powerful resourcefulness drives impact.

Related Questions

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Stephanie Kartalopoulos, PhD
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Location

Atlanta, Georgia, United States