Sysco

Andrea Procaccino

Andrea Procaccino is Vice President of Global Talent Management at Sysco. Her journey through roles at Avon, New York-Presbyterian Hospital and Johnson & Johnson gave her a solid foundation in navigating complex, global organizations. At Avon, she learned the power of a strong Talent Management strategy, which she built on at NYP—rolling out frameworks, developing talent infrastructure and strengthening succession planning. She’s passionate about creating agile, people-focused systems supporting business needs. Now at Sysco, Procaccino brings all that experience to the table, helping shape how the company grows and supports its people globally

In this article, Procaccino emphasizes that empowering people through inclusive leadership and future-focused talent strategies as a key to unlocking performance and long-term organizational success.

Creating Space: Performance Follows When Employees Feel Valued

I’ve always believed in servant leadership—leading by lifting others up. For me, that means being present, supporting the people you lead and showing up for the broader organization. It’s about helping your team grow, reach their goals and know they’re not doing it alone.

But leadership isn’t just about support—it’s also about inspiration. When people feel truly seen, heard and valued, they bring their best ideas forward. They take initiative, challenge limits and raise the bar. Belonging, to me, is about more than being included. It’s feeling respected not just for what you do, but for who you are. It’s knowing you are part of something bigger than yourself. And when people feel that way, they show up fully.

Creating that kind of space starts with us, as leaders. It is on us to create that space where people feel safe to voice their opinions or ideas, to be their authentic selves and to bring them to work without feeling they must “cover” any part of who they are. Leaders need to provide constructive coaching and feedback, to provide the necessary recognition that humans need and want and to create a culture where learning from mistakes is acceptable.

At the end of the day, enjoying the work matters too. I try to build a space where the team can dream big, laugh often and explore what’s possible. Because when creativity and connection come together, that’s when the real magic happens.

Experience to Remember: The Power of VR, AR and Gamification in Training

Immersive technologies like virtual and augmented reality transform how we learn and connect. They close the gap between teams and create engaging, hands-on environments where people can safely explore, experiment and build new skills without real-world risks. One of their most powerful features is perspective-taking. These tools let users step into someone else’s experience, fostering empathy and encouraging more inclusive thinking.

The best part is that they’re enjoyable. Gamification taps into our instinct to learn through play. When training feels like a game, people engage more deeply, retain information longer and return more often. It’s not just about delivering content. It’s about creating memorable learning experiences that drive real performance.

Smart Training Choices: Aligning Content, Context and Audience

It starts with understanding the problem you’re trying to solve or the skill you’re trying to build. Not every topic requires cutting-edge technology. If you’re teaching something clear and straightforward—factual content that does not open to interpretation—tools like e-learning or gamification can be highly effective. But when the subject is more nuanced, like navigating difficult conversations or coaching, that’s where in-person learning really shines. You need real-time interaction—the ability to read the room, offer immediate feedback and adapt on the fly.

You also have to consider your audience. What does their day actually look like? What’s realistic? At Sysco, for instance, we’re not pulling drivers off the road for full-day training sessions—it simply isn’t practical. Instead, we focus on formats that fit into their routines: short videos on mobile devices, bite-sized content in the breakroom. It’s about meeting people where they are and designing learning that works in the real world, not just on paper.

Pushing the Envelope: Building Agility into Talent Strategy

For me, it’s always been about pushing the envelope— trying new things, testing new approaches and learning along the way. I’m fortunate at Sysco to have the support of our CHRO and CEO, which gives me the freedom to experiment, innovate and most importantly, measure what’s truly working.

“If you’re not evolving, you’re falling behind. The world doesn’t stand still—and neither should your talent strategy. As businesses grow and industries shift, your people need the agility to move with them”

If you’re not intentionally building that adaptability into your talent pipeline, you’ll struggle to keep pace, especially if your competitors are already doing it.

That’s why talent sits at the heart of everything we do at Sysco. Our executive team meets quarterly to assess where our leaders are, where they need to go, what experiences they’ll require and which capability gaps we need to close. It’s not a check-the-box exercise. It’s embedded into how we think, plan and lead.

We also take leadership development seriously. We’ve built high-potential programs to help emerging leaders grow into larger roles and now we’re expanding those efforts deeper into the organization. The impact is real. We’re seeing—and hearing—that people are showing up differently, leading with more confidence and accelerating faster than expected.

Key Advice: Upskilling Today for Tomorrow’s Work

Don’t wait until change is staring you in the face—by then, it’s too late. We’ve got to think 10 to 15 years ahead and prepare our organizations now. That means having a transformation strategy and staying ahead of what’s coming. Technology and AI are already shifting how work gets done and that impact will only grow. If you know a role is likely to be automated in the future, start reskilling or upskilling those employees today. It’s about setting your people—and your business—up for success. When you invest in your talent early, you’re managing change and getting ahead of it. That’s how you stay competitive and build a workforce ready for anything.