10 Minutes With Nick Holmes, VP, Learning & Culture at Avalere Health

Can you tell us a bit about yourself and what you do?

I’m Nick Holmes, VP of Learning and Culture at Avalere Health. I lead our global learning strategy and drive initiatives that make work more human, more curious, connected, and meaningful. Day to day, I’m lucky to spend time with incredible people across the business, designing learning experiences, crafting culture-building programmes, and helping leaders grow their impact. I’m driven by the belief that the world of work doesn’t need to be grey and transactional, it can be bold, energising, and full of purpose.

What first got you interested in employee engagement?

Honestly? Frustration. I’ve worked in places where engagement was seen as a survey result rather than a living, breathing experience. That disconnect sparked a personal mission to help organisations think differently, to treat engagement not as a metric, but as the emotional heartbeat of how work feels. I’m fascinated by the psychology of motivation and what really lights people up, especially when they feel seen, safe, and stretched. I also used to be an actor – and loved playing the role and absorbing emotions, I love seeing others change (in a good way) through my own beliefs and actions. 

Your session at the summit focused on how your mission makes your culture. Why was that topic important for you to explore this year?

Because purpose has become the new productivity. My session explored how your mission isn’t just a line in a deck, it’s the raw material of your culture. At Avalere Health, our mission Every Patient Possible isn’t wallpaper, it’s the lens we use to design learning, shape leadership, and reward performance. I wanted to show that when your mission is alive in your rituals, language, and learning, that’s when culture becomes a competitive advantage.

What’s one key takeaway you hope attendees walked away with?

That culture is neuroplastic, just like the brain. What you repeat, you reinforce. The small moments, the stories you tell, the language you use, it all adds up. If you want to shift your culture, start by changing what you do on a Tuesday morning, not just what you say in an all-hands.

Can you share an example of something that’s worked well in your experience to boost engagement?

One of the most impactful things we’ve done is reimagine our learning offer around people’s real ambitions, not just business needs. Our Manager Impact Programme and Go for Growth strategy don’t just teach skills; they create identity and belonging. When people see a clear link between their growth and the company’s growth, something shifts. Engagement stops being something we measure and becomes something we feel.

What’s a common mistake you see organisations make when it comes to engagement?

Treating it like a campaign, not a system. Engagement isn’t something you launch and walk away from — it’s a daily design challenge. I also see a lot of focus on surface-level perks without addressing the core drivers of engagement: clarity, autonomy, recognition, and meaningful work. Get those right, and the rest follows.

What trends are you watching when it comes to the future of employee engagement?

I’m watching three big ones:

1. AI-powered personalisation — how tech can tailor learning, recognition, and feedback in real time.
2. Narrative-led leadership — leaders who connect people to the bigger picture through stories, not just strategy.
3. Learning as culture-shaping — not just skill-building, but identity-defining. Learning is becoming the way we build belief and belonging.

Finally, what’s one book, podcast, or resource you always recommend to others in tHIS SPACE?

I always come back to The Culture Code by Daniel Coyle. It’s packed with real-world stories and sharp insights about how high-performing cultures actually work — not just what they claim to be. It’s a reminder that belonging, safety, and shared purpose are the real levers for performance.