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For her, the most powerful development does not happen through programmes alone. It happens when people are stretched, supported, and given the space to turn insight into action.
Learning & Development (L&D) is at its most effective when it is closely connected to the realities of work. Rather than seeing learning as a one-off classroom event, Rebekah Benjamin believes development should equip people to navigate real challenges, build confidence through experience, and make a measurable difference to the business.
As Senior Learning Lead for Southeast Asia and Malaysia-Singapore at Danone, Rebekah spearheads learning, leadership and capability development strategies across the region. With more than 14 years of experience spanning L&D, talent management, and organisational capability building, she has led initiatives to strengthen leadership pipelines, accelerate digital and AI readiness, and develop future-fit capabilities aligned with business growth.
From career advice that encouraged her to step forward before feeling fully ready, to the discipline she has developed through her hobby of kickboxing, Rebekah's approach to her work is rooted in purposeful growth – supported by feedback, reflection, and consistent practice.
Ahead of her session at Learning & Development Asia 2026 – Malaysia, she speaks to Emily Chong-Gupta about experiential learning, stretch opportunities and why L&D must shift from delivering activities to building organisational capability.
Q Which L&D principle has most influenced how you help others or yourself learn best?
The principle of learning through experience has influenced me the most.
I believe learning becomes meaningful when people can connect new insights to a real challenge, practice what they have learned, receive feedback, and apply it in their work.
This is why I see learning as more than a programme or classroom event.
The most powerful development often happens through stretch assignments, coaching, reflection, and opportunities to experiment. In designing learning experiences, I always ask: "What will participants do differently after this?" For me, application is what turns learning into genuine growth.
Q Who has been a mentor or coach to you personally, and what is a timeless lesson they taught you?
I have been fortunate to work with several leaders who have mentored me at different stages of my career. One former HR leader, in particular, trusted me with stretch opportunities before I felt completely ready. The timeless lesson I learned was that growth rarely happens when we wait until we feel fully prepared.
Sometimes, we must step forward, remain open to feedback, and learn through the experience. That lesson has shaped how I approach my own development and how I support others by giving people both the opportunity and the confidence to grow.
Q What is an unexpected or interesting skill you have picked up that colleagues may not know about?
Kickboxing! It may seem quite different from my work in L&D, but it has taught me a great deal about discipline, resilience, and remaining composed under pressure. It is also a good reminder that improvement comes through consistency, showing up, practicing the fundamentals, and becoming a little better each time. Interestingly, the same principle applies to building leadership and organisational capabilities.
Q In fewer than 10 words, what is your number one motto for helping people and teams grow?
"Stretch with purpose, support with heart, grow through action."
Q A quick preview of your session at Learning & Development Asia: What is the one key takeaway you hope attendees will gain?
I hope attendees will recognise that future-fit L&D is not about offering more programmes, rather it is about building the capabilities that matter most to the business and helping people apply them in meaningful ways.
As organisations navigate digital transformation, AI and continuously evolving business needs, L&D must become a more strategic partner. This means connecting business priorities with people's development, using data to guide decisions and creating an environment where learning is supported by leaders and embedded into everyday work.
My hope is that attendees will leave inspired to shift from delivering learning activities to creating measurable capability and organisational impact.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Emily Chong-Gupta. We look forward to welcoming you!
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