TL;DR
Sarah Bright’s journey from PR to sales analytics to leading L&D at Darktrace shows how data can transform employee development. By using data to identify skill gaps and measure outcomes, she built a multi-tier manager training program, clear career pathways, and a culture of mobility and continuous learning.
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From Storytelling to Data Storytelling
Sarah Bright began her career in PR, crafting compelling narratives. Her pivot to a sales analyst role at Darktrace introduced her to a different kind of storytelling—one powered by data.
By analyzing sales performance data, she learned to spot patterns: where conversion rates fell, where processes slowed, and where resources could be optimized. Those same analytical instincts now guide her work in Learning & Development.
Instead of asking, “What training should we offer?”, Sarah asked, “What is the data telling us—and is training the right fix?”
“We didn’t start with an L&D budget and a blank slate—we started with clear business challenges that data helped us uncover.”
Using Data to Redefine Manager Development
Internal performance data revealed a familiar L&D problem: many managers were promoted for being great individual contributors, not for having strong leadership skills. Engagement surveys and exit interviews confirmed the pattern.
Sarah responded by designing a three-tier, data-informed manager development program:
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Manager Energize – Practical skills like time management, giving feedback, and coaching.
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Manager Excellence – A two-day in-person program blending leadership theory, problem-solving, and networking.
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Manager Elite – Strategic leadership training focused on succession planning, talent growth, and cross-functional strategy.
Over 250 managers across nine offices have participated. The program’s design—supported by data—ensures that training meets actual needs, not assumptions.
A Career Progression Framework Built on Data
Another insight from engagement data: employees lacked clarity on how to grow in their roles.
Sarah’s team created a career progression framework that uses data to:
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Define role responsibilities, KPIs, and required skills.
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Map both managerial and technical advancement tracks.
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Highlight opportunities for lateral moves across departments.
Quarterly check-ins now reference this framework alongside performance data, making career conversations fact-based and actionable. This clarity has also boosted internal mobility metrics, as employees can see exactly what’s needed for a move and chart a targeted development plan.
The Human Side of Data
Data alone doesn’t build culture—but it can point to where human connection is most needed. Post-training feedback data showed that participants wanted more peer interaction after workshops.
In response, Sarah’s team is developing manager forums—regular, data-guided spaces for leaders to share challenges, trade strategies, and learn from executives. These will run both virtually and in person, balancing global reach with the relationship-building that data shows is so valuable.
AI + Data for Smarter Coaching
With Darktrace’s AI expertise, Sarah is experimenting with AI tools that harness data to improve coaching.
Managers can role-play difficult conversations with AI “employees” programmed to mimic certain personality traits. Sales reps can negotiate with AI “clients” that respond dynamically. The data from these simulations—reaction times, escalation handling, tone shifts—feeds into personalized development plans.
AI also supports the L&D team by rapidly processing survey data, mapping skills, and drafting content, allowing more time for strategic, high-impact work.
Measuring Impact: Data as the Feedback Loop
What sets Sarah’s approach apart is how data isn’t just the starting point—it’s the closing loop.
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Before: Use data to pinpoint skills gaps and define the problem.
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During: Track participation, engagement, and skill assessment scores.
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After: Compare post-training data to performance, retention, and team output.
This cycle ensures that every initiative is accountable to measurable business outcomes.
Lessons for L&D Leaders
Sarah Bright’s approach offers a clear playbook for leaders who want to make data central to learning strategy:
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Let data lead the way. Start with clear evidence before creating programs.
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Segment training tiers. Different roles and skill levels require tailored paths.
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Use data to make mobility visible. Career frameworks reduce guesswork and bias.
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Sustain learning with community. Forums and peer networks extend training value.
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Blend AI with data. Use technology for realistic practice and faster insights.
Quote to remember:
“We didn’t just hand people a framework and walk away. We made sure they knew how to use it—and had the data to back their growth.”
The Next Data-Driven Step: Learning Pathways
The Darktrace L&D team’s next initiative links each role and skill in the career framework to data-informed learning pathways.
If an employee wants to move into a new role, the pathway will recommend the exact training, resources, and experiences to close skill gaps—based on actual performance data.
This self-serve approach turns development into an ongoing process, empowering employees to take control of their growth while giving leadership clear, measurable indicators of readiness.
By turning data into development, Sarah Bright proves that L&D can be both human-centered and metrics-led. It’s not about choosing between empathy and analytics—it’s about combining them to create measurable, lasting impact.
