UAB employees recently leaned into growth and flexibility through the Learn to Win Challenge.

Centered on the theme “Adaptability: Thrive Through Change,” the challenge, a joint initiative from LinkedIn Learning and Learning & Development, encouraged participants to strengthen skills that support communication, resilience, and continued professional development, all through short, accessible learning experiences.

The design of the challenge made learning easy to fit into even the busiest schedules. Courses were broken into concise, bite-sized modules, allowing participants to engage without feeling overwhelmed. Progress tracking added an element of motivation, reinforcing learning as an active and rewarding experience rather than an obligation.

Two participants, Amy Raynor and Carin Mayo, were recognized as winners of the Learn to Win Challenge for their engagement and completion of the coursework within the required framework.

For Carin Mayo, the challenge stood out for its practicality and relevance, especially in a workplace navigating constant change. She often completed the 5 - 10 minute modules during her lunch breaks, appreciating how the short segments made it easier to stay focused and consistent.

“I found the training extremely timely,” Carin shared. “So much of what we encounter at work today requires us to be adaptable rather than resistant.”

One of Carin’s most meaningful takeaways was a deeper awareness of communication across generations. Working in a multigenerational environment at UAB, she reflected on how communication styles can differ widely and how easy it is to make assumptions about shared knowledge or experiences. The challenge helped her see the importance of adjusting her approach to better connect with colleagues of different ages, and she identified effective communication as the key skill she gained from the experience, and one she plans to continue developing.

Amy Raynor also found the challenge motivating and approachable. After completing the challenge, she described the experience as engaging and empowering, particularly noting how progress tracking and short courses helped maintain momentum.

“The Learn to Win Challenge was a fun and engaging experience,” Amy shared. “Being able to check the courses off created a sense of accomplishment. The standout aspect was how practical and relevant the material felt, and how manageable the bite-sized courses were. This challenge helped transform learning from what we ‘should do’ into something we were excited to do.”

As winners of the challenge, Carin Mayo won a one-month free membership to the UAB Campus Recreation Center, while Amy Raynor received two tickets to a performance at the UAB Alys Stephens Center.

The Learn to Win Challenge reflects UAB L&D’s ongoing commitment to making learning meaningful, accessible, and energizing. By focusing on adaptability and delivering content in a way that respects employees’ time and attention, the challenge encouraged participants not only to build new skills, but to rediscover the value of continuous learning in a changing workplace.

Written by:Hammond Lake, Communications Specialist

Do you struggle and groan at the thought of reflecting on a project or completed work, or of getting feedback from others? There is a cringe-free way of reflecting and giving/receiving feedback.

At my previous workplace, I heard a leadership coach delivering a presentation on feedback that included, in my opinion, one of the greatest models for reflecting on completed or on-going work, projects, or provided feedback. And no, it was not the “feedback sandwich” method, which is where you start with positive feedback, followed by constructive criticism (or not-so positive feedback), followed by more positive feedback.

Have you experienced this type of feedback? It’s like a bad break-up tactic. I imagine a couple at a coffee shop or ice cream parlor ('cause that’s where all break-ups happen, right?), and it goes a little something like, “Hey, you’re great — this isn’t working out, but you’re still great.” Hits a little too close to home, right?

This type of feedback can, and often does, come across as insincere or insensitive. The receiver feels their interests are not being considered and may see the conversation as one-sided, instead of as an open dialogue. I think this reflects current challenges many of us experience when receiving feedback or engaging in real-time reflection.

Then there’s the challenges faced by those working independently who find it difficult to initiate meaningful self-assessment. It’s natural to say things are going great and just keep moving in the same direction, but this may cause you to miss valuable lessons and overlook growth opportunities due to a lack of knowledge or guidance.

Here is the model the leadership coach taught me — the WINS Model. Fair warning, it isn’t groundbreaking, but it offers significant value when applied to reflection and feedback processes.

W – Well
What went well?

I – Improve
What would you improve?

N – Needs
Are there "needs" for next time?

S – Support
What support do you need?

Like I said, this approach is not groundbreaking, but after introducing it at UAB, my supervisor found it valuable enough to make it our go-to method of giving and receiving feedback. I encourage you to pick a feedback method for yourself — preferably not the feedback sandwich! Feedback is important, and delivering it effectively is even more important.

Resources to Learn More

• External Article: WIN Feedback
• External Article: WIN Feedback in Action

Written by Kal Keiffer, L&D Specialist