Kira Squire is a learning and development professional passionate about helping individuals grow, build confidence, and succeed in the workplace. Based in the UK, she began her career in catering and event management before transitioning into recruitment and eventually discovering her passion for learning and employability programs. During the pandemic, she helped deliver remote learning initiatives that helped people gain skills and return to work. Kira currently works in corporate L&D at LastPass, where she champions inclusive workplace cultures and authentic leadership. In 2025, she received the “Unsung Hero Award” at the CRN Women in Diversity and Channel Awards and was also a finalist for Mental Health Champion of the Year.
Nolan Hout, Senior Vice President, Growth, Infopro Learning
Nolan Hout is the growth leader and host of this podcast. He has over a decade of experience in the Learning & Development (L&D) industry, helping global organizations unlock the potential of their workforce. Nolan is results-driven, investing most of his time in finding ways to identify and improve the performance of learning programs through the lens of return on investment. He is passionate about networking with people in the learning and training community. He is also an avid outdoorsman and fly fisherman, spending most of his free time on rivers across the Pacific Northwest.
Authenticity at work is more than a buzzword; it’s the foundation for building inclusive, supportive workplaces where people can truly thrive. In this episode, Nolan speaks with Kira about embracing your authentic self, overcoming imposter syndrome, and creating environments where employees feel safe to grow and belong.
- Why is being your authentic self at work helpful to individuals and teams?
- Kira’s “squiggly career” journey from fashion student to L&D leader.
- How the pandemic shaped her passion for designing impactful learning experiences.
- What imposter syndrome looks like in the workplace and how to recognize it.
- Why should inclusion be more than a corporate buzzword?
- How the “Manual of Me” helps colleagues understand how you work best.
- The role leaders play in creating psychologically safe workplaces.
- Why organizations must move from performative inclusion to meaningful action.
- Practical ways to reframe self-doubt and turn it into growth opportunities.
Inclusion and belonging isn’t just being invited to the party—it’s dancing like no one’s watching.
Senior Learning & Development Specialist, LastPass
Introduction
Nolan: Hello everyone and welcome to the Learning and Development podcast sponsored by Infopro Learning. As always, I’m your host, Nolan.
Today we’re joined by Kira Squire, a learning and development professional who has spent her career helping people find their footing in the workplace through award-winning training programs and equality and inclusion initiatives.
Earlier this year, at the CRN Women in Diversity and Channel Awards, she was named the winner of the Unsung Hero Award for her work in that field and was also a finalist for Mental Health Champion of the Year.
Today we’re honored to have Kira with us to talk about being your authentic self in the workplace and imposter syndrome—two topics that are important if we want our people to do their best work.
Without further ado, Kira, welcome to the podcast.
Kira: Thanks for having me, Nolan. It’s great to be here.
Kira’s Career Journey into Learning & Development
Nolan: Before we get into authentic self and imposter syndrome, I’d love to learn how you got to where you are today. You’re award-winning for your programs and personally recognized as well. You probably didn’t start there, so let’s learn a bit about you.
Kira: My journey is what I like to call squiggly. Nothing is linear and nothing is one straight road.
Funnily enough, I went to college to study fashion. I thought I would become a fashion designer with my own shop. I was working at KFC at the time, which is where I met my husband.
After that I moved into being a supervisor for one of the West Midlands’ biggest events and exhibition spaces. I worked there for about two and a half years. It was great experience, but zero hour contracts aren’t ideal when you’re thinking about a mortgage.
So, I moved into recruitment. I thought it was mainly a sales role—which it is—but it wasn’t until the final interview that they explained it involved headhunting and cold calling people. I thought I’d give it a go anyway.
I worked in tech recruitment with some amazing companies and began to feel like I was moving forward in my career.
Finding Purpose During the Pandemic
Kira: During that time I got married and started thinking about what I wanted in my career. My daughter was nine at the time, and I started asking myself what kind of role model I wanted to be for her.
In the UK, we call it employability or welfare-to-work. That means helping unemployed people with benefits get back into the workplace. I moved into that field, and then the pandemic hit.
We had just gotten married about six months earlier. Suddenly everything changed. Many of the people we supported weren’t considered job ready. They had long-term illnesses or barriers they needed to overcome before returning to work.
During lockdown we started using virtual platforms to support people. I began designing workshops to help people cope with isolation and the stress of the pandemic. I asked myself: How can I make virtual training interactive and engaging? I hate death by PowerPoint.
That’s when I realized I loved developing workshops and helping people learn.
Moving into Corporate L&D and Joining LastPass
Kira: Eventually I was headhunted by a charity called Shaw Trust. That’s where I really honed my craft. It was basically L&D boot camp from day one. I trained groups every two weeks for about 18 months—completely virtual—with up to 80 people at a time.
That experience helped me understand what works well, where improvements are needed, and what good onboarding looks like.
My onboarding programs have since been recognized multiple times and became a specialization of mine. Later I moved into the tech sector and worked for a value-added reseller. That gave me experience working with global stakeholders and corporate environments.
Seven months ago, I joined LastPass as a Senior Learning and Development Specialist.
Nolan: That’s phenomenal.
Kira: It’s been a big transition. LastPass is global with around 800 employees across different time zones.
My first week was actually spent in Boston. I flew there before my official start date to meet my team and understand the company culture.
What stood out immediately was how open the organization is. People are encouraged to be themselves, share ideas, and help each other thrive.
Why Being Your Authentic Self Matters
Nolan: You mentioned being your authentic self. Why do you think that’s so important?
Kira: For me, it’s personal. I was diagnosed with generalized anxiety disorder in 2015 while I was still in college. At first, I treated it like a mask. I wondered whether I should disclose it at work. Would it impact on promotions? Would it change how people saw me?
Eventually I started talking about it more openly, especially when working with staff networks. I realized everyone is human and everyone needs support sometimes. Having a safe and brave space where you can show up as yourself is incredibly powerful.
Mental Health and Workplace Transparency
Kira: Generalized anxiety disorder means that when I’m faced with multiple big decisions, I can go into fight-or-flight mode and want to avoid them. Over time I’ve learned to recognize my triggers and ask myself questions like:
- How am I feeling today?
- What is within my control?
- What support do I need?
Sometimes that means moving forward more slowly but doing it in a way that stays true to myself. I’ve also been lucky to have a strong support system—my husband, my daughter, friends, and a supportive team at work.
The “Manual of Me” Approach
Kira: One thing I introduced at work is something called a Manual of Me. It’s a one-page document that explains how I work best. It includes things like:
- How to pronounce my name
- My working hours
- My communication preferences
- My coping mechanisms
- My hobbies and interests
It helps people understand me as both a professional and a person. Accessibility is also important to me. If I create training or content, I always ask whether it can be understood by people with different needs or learning styles.
Authenticity in Professional Relationships
Nolan: You mentioned asking people if they want a professional conversation or an open-book conversation. What does that mean?
Kira: Professional means I’ll give you my work background and role. Open book means we can get to know each other as people. We might talk about hobbies, family, or interests. For example, on my desk I have things like a crochet cat from a friend, a photo of my daughter, and a collectible Doctor Who. Those things show people who I am.
Balancing Work, Happiness, and Real Life
Nolan: People often say, “love what you do, and you’ll never work a day in your life.” I think that’s unrealistic. Even if you love your job, it’s still work.
Kira: Exactly. I’m not saying if you’re slightly unhappy you should quit immediately. But I do encourage people to step back and ask themselves:
- What do I enjoy?
- What are my strengths?
- What are my values?
If your environment constantly blocks growth or development, that’s when you should reevaluate. Even increasing happiness at work by a small percentage can make a difference.
Understanding Imposter Syndrome
Nolan: You mentioned imposter syndrome earlier. How has that affected you?
Kira: I started noticing it when I entered recruitment at age 20. I often walked into rooms wondering whether I deserved to be there, especially in environments dominated by more experienced professionals.
Sometimes company cultures reinforced those feelings—particularly when inclusion was treated as a buzzword rather than a genuine value. But when organizations truly value diversity and belonging, those feelings begin to fade.
Building Inclusive Workplaces
Kira: Inclusion isn’t just about inviting people to the party—it’s about letting them dance like no one is watching. That’s what belonging feels like.
For me, it’s also about thinking from other people’s perspectives.
For example, if someone uses a wheelchair and the elevator is broken, how will they access an event on the second floor? Accessibility and inclusion require thoughtful planning.
Closing Thoughts
Kira: When dealing with imposter syndrome, try reframing self-doubt as data rather than a verdict. Ask for feedback. Turn doubts into actionable steps. Don’t let anxiety define who you are.
Nolan: That’s great advice. Kira, thank you for joining us and sharing your story. I know our listeners will really appreciate it.
Kira: Thank you for having me. If anyone wants to connect or ask questions, feel free to reach out to me on LinkedIn. I have an open-door policy.
I’ll end with something my daughter told me during COVID:
“Mommy, you change people’s lives.”
Even if it’s just one person at a time, that’s what I hope to do.
Nolan: Lovely. Thank you, Kira.
Kira: Thanks, Nolan.
