As the founder and CEO of The Pathwayz Group, Amber Vanderburg has redefined leadership development by turning it into something that feels less like obligatory training and more like an exciting journey. With a cinematic approach to virtual learning and playful methodologies, Vanderburg and The Pathwayz Group team have guided over 800,000

learners across 75 countries since founding her company in 2019.

The Pathwayz Group has made waves in the leadership development space with their creative studios, innovative methodologies, and measurable results. In this exclusive interview, we

explore Vanderburg’s philosophy on leadership, her entrepreneurial journey, and her vision for the future of workplace learning.

You’ve built The Pathwayz Group into a global force, guiding over 800,000 learners across 75 countries in just a few years. How do you feel about the impact you’ve

created?

Vanderburg responds “I am beyond grateful. Starting this company has been one of the most challenging and rewarding undertakings so far. The challenges are made worthwhile when I hear stories of people applying communication skills in their work teams and with their partners, utilizing goal setting with their leaders and their families, and engaging in tough

conversations with their colleagues and friends.”

She continues, “At The Pathwayz Group, we say better workplaces uplift entire communities.

If people feel valued, confident, and competent at work…they apply those sentiments and tools to their whole lives. Our programs are 3 months-2 years. To be a part of a long-term learning journey and personal/professional development is a true honor and opportunity I treasure. I don’t take a moment of this for granted.”

What’s the core philosophy that differentiates The Pathwayz Group in the competitive world of leadership development?

“Learning isn’t a single step—it’s a continuous pathway,” Vanderburg explains, referencing the company name. “That’s why we’re called The Pathwayz Group! Our strategic learning journeys take a holistic approach using videos, facilitation, coaching, and workbooks with immersive strategies.”

The distinction becomes clearer as she elaborates: “We use real-world application so leaders don’t just learn—they practice, iterate, and embed new behaviors. The goal isn’t just knowledge; it’s transformation. We’ve reimagined ourselves from instructional designers to behavioral designers, focusing on habits that create lasting change.”

Your approach to learning has been described as playful and energizing. How do you design engaging experiences for technical professionals who might be skeptical of ‘fun’ training?

Vanderburg acknowledges the challenge. “Rather than offering just a workshop, an online course, or a coaching session, we strategically use several methods that resonate with

different learning preferences. We aim to elevate each method’s engagement, retention, and application.”

“Our online learning is cinematic and draws inspiration from educational television like Discovery Channel, Animal Planet, and PBS—even shows like Sesame Street and Blues

Clues—while the content itself is driven by research and partnerships with SHRM, Harvard Business Review, and Forbes Council.”

What’s striking is how they’ve combined sophisticated approaches with playful elements: “It creates a world with memorable experiences and applications. We intentionally film in different workplaces worldwide to showcase diverse styles of work, teams, and leadership.”

She shifts from online learning to facilitation as she adds, “Our facilitation sessions are fast-paced with shorter iterations of learning. While an industry average session has 2-4 learning activities per hour, ours has 4-6 learning activities per hour. We embrace emerging

technology and use LEGO serious play, gamification, and simple tools to apply learning. This combination of sophisticated concepts with elementary play creates memorable experiences that we then translate to personalized application.”

The result? Amber says,”Learners walk away with a game plan—at least three points of application: a project, coaching accountability, strategy execution, collaboration groups – at least three points of application. This tremendously increases engagement and actual impact for leaders. Designing an engaging learning plan is an experience to make a difference.”

Your virtual learning approach has received particular attention. Can you walk us through how you keep teams engaged in digital settings?

“Absolutely! We provide two types of virtual learning experiences: synchronous (live) and asynchronous (pre-recorded videos),” Vanderburg explains.

“Our asynchronous learning has a cinematic approach—we go to real workplaces worldwide and share lessons from the surroundings. We recently returned from filming a communication course in Singapore. One day, we went to a 130-year-old bustling marketplace called Lau Pa Sat and asked vendors how they got their message across in such a noisy environment. It

became a wonderful lesson in how leaders can clarify their message in distracting settings.”

The data speaks volumes: “Our learning completion rate is higher, the approval rating is dramatically better, and most importantly, the retention and application positively impact teams.”

For live learning, they’ve created immersive digital environments. “Rather than endless slide decks, we have decorated studios packed with whiteboards, push pin boards, props, hats, games, and books that create a cornucopia of exploration. Learners turn on their cameras and comment about cool nods to their favorite sports teams, countries, books, movies, artists, and more as we move throughout the studios.”

Currently, they have three themed studios: one globally themed, another music-themed, and a third flexible space. “We get to imagine, experiment, play, and have fun with our online learning. And we have more ideas for what we want to try next!”

In a world obsessed with metrics, how do you measure the impact of your learning journeys?

“We use the Kirkpatrick Model of Evaluation with results measured on a 5-point Likert scale at three assessment points,” Vanderburg shares.

She outlines their process: “The first assessment focuses on engagement—do participants enjoy and find value in the training? We use surveys at the end of sessions to assess

immediate impact and key takeaways. The second assessment collects data about learning and behavior—are participants implementing the action steps from the training? Here, we gather data about implemented behavior changes. The third assessment looks at business results—what’s the actual impact? We assess the effectiveness on the organization as a

whole.”

This multi-layered approach ensures they’re not just creating enjoyable experiences but delivering measurable results.

You’ve worked across multiple cultures. How do you adapt your leadership development strategies to meet the unique needs of each cultural or organizational context?

“Listen first, act second,” Vanderburg says emphatically. “Every organization has its own rhythm, pain points, and strengths. Before introducing a leadership program, we ask

questions and observe the opportunities, challenges, and dynamics.”

She shares an illuminating example: “I had three calls in one week from different clients asking for ‘team building.’ Upon further discussion, I realized one client wanted it because there was conflict in their team. Another had recently completed an acquisition, and team members didn’t know each other well. The third had a high-performing team that wanted a ‘tune-up.’ The strategy for each was completely different, even though the request sounded the same.”

Working globally has given her unique insights: “The beauty of working in global

environments is seeing how leadership and teamwork transcend culture while also being deeply shaped by it. Finding common threads—purpose, connection, and excellence—and weaving them into diverse team cultures builds understanding. We listen first, act second. Seeking to understand before trying to be understood.”

As an entrepreneur, what has been your biggest challenge in scaling The Pathwayz Group?

“When I first started, I was THE facilitator, coach, speaker, marketer, accountant, salesperson—everything. The customer knew me as the point person for everything,” Vanderburg recalls.

The turning point came with a mindset shift. “As the company grew, I knew I wanted to hire people who shared my values and had talents in my blind spots. The book The E-Myth really helped me mold my mindset to scale strategically.”

Her pride in the team is evident: “Today, it makes me smile when a client asks for a Pathwayz Group facilitator rather than specifically asking for me—or even better, when they’ve built a relationship with a coach, facilitator, or salesperson and request them directly. That means

I’ve done my job and can focus more time and energy on running the company and helping my team be successful.”

The scaling journey continues: “We’re still working on scaling strategically—we don’t get it right every time, but we’re working to continue growing while staying true to our values and standards of excellence. I’m continuously grateful for the people I’m honored to build this company with. We challenge, complement, and encourage each other to try hard things, dream big, and continue learning. My team enthusiastically leans into each new venture and gives their best with every opportunity. It’s their ideas, talents, and dedication that continue to grow this company.”

You recently published “Uniquely Better” about building higher team performance. What are some key takeaways from the book?

“The big idea behind Uniquely Better is establishing competitive advantage within teams. It’s an autobiographical tale about my time working as the only female, only American, only Christian academy football coach for Paris Saint-Germain Academy in Bangalore, India.”

The book blends business insight with cultural adventure: “This story shares how I worked with a dozen teams to establish competitive advantage by shifting from lines, laps, and

lectures to creativity, collaboration, and captainship. It’s a fun business adventure book that talks about real challenges in international business, cultural nuances in leadership and team performance—and the time a monkey got into my apartment building.”

I understand you have another book in the works?

“Yes! My new book, HR Guidelines Every Manager Should Know, is scheduled for release later this year. It’s written for people in leadership positions—managers, directors, team leads—who want to better understand HR fundamentals and partner with HR to set their

teams up for success.”

The format reflects her preference for engaging learning: “It’s written as a fable from the viewpoint of a newly promoted DevOps Manager and his challenges in leading his team in partnership with HR. Every chapter has resources and action steps for leaders to implement. It’s particularly valuable for new leaders and those wanting to better utilize the HR function.”

What advice would you give to emerging leaders just starting their journey?

Vanderburg offers three principles:

“First, take risks. There’s a big difference between 20 years of experience and one year of

experience repeated 20 times. Don’t be afraid to try. If something doesn’t work, learn from it. I reserve the right to be smarter tomorrow than I am today.

“Second, practice patience. A mentor once asked me, ‘Are you running towards something or away from something? If you’re running away, there’s no guarantee the next thing will be better.’ At the time, I was frustrated with my job, but the next opportunity was a lateral,

indifferent move. I decided to be patient, use my current job to prepare, and determine my next move with intention. Six months later, I left for a job I was excited about that became a big step in my career. Had I been impatient, I might have missed that opportunity.”

“Third, build support. If you can achieve your dreams alone, you’re not dreaming big enough. I’m grateful to build my dreams with people in my life—family, community, colleagues, mentors, friends, and work team. They’ve inspired me to dream bigger. Invest in others and find people who invest in you. If you’re the smartest person in the room, you’re in the wrong room.”

What’s your vision for the future of team and leadership development over the next decade?

“As an industry, we’re preparing for several trends: an incoming workforce with different life experiences and social expectations, a growing global economy requiring enhanced cultural competencies, and evolving tech tools creating new workplace challenges and opportunities. My team is investing heavily in emotional intelligence, cultural competencies, strategic thinking, remote team management, and communication.”

Her goal is transformative: “I want to encourage companies to invest wisely in learning strategies—not standalone workshops, but actual plans. This is the difference between going to the gym once and having a habitual fitness routine.”

For The Pathwayz Group specifically: “My vision is to continue expanding our learning

journeys globally. I want to be the most trusted leadership development company for tech professionals, earning that trust in every interaction by delivering measured results and exceeding expectations.”

The immediate future is packed with innovation: “We’re using AI to aid learning experiences and design, enhancing strategies to elevate application, developing more memorable facilitation, investing in engaging online learning, growing our coaching team, creating more resources, and hosting our first conference for HR leaders in Berlin this May.”

Vanderburg concludes with the deeper purpose driving her work: “Better leaders and better workplaces uplift entire communities. That’s not just an idea—it’s the testimony of this company. We hear the stories and see the impact these learnings have on relationships, personal development, families, friends, and entire communities. My goal is that we continue to earn the opportunity to help uplift communities through better workplaces in the next

decade.”

Amber Vanderburg has managed to infuse creativity and play into the serious business of leadership development. In a world of corporate monotony, The Pathwayz Group has carved out a unique approach that combines cinematic storytelling, play-based learning, and rigorous assessment to create lasting behavior change.

For leaders seeking more than just another training program, The Pathwayz Group offers something different: a pathway to transformation that’s as enjoyable as it is effective. As workplaces continue to evolve rapidly in our post-pandemic world, her vision of leadership development as a continuous, engaging journey may well be exactly what organizations need.