When Miranda Bishop joined ANS in 2022 as a Geotechnical Geologist, she did not expect her path would quickly expand beyond the field. But growth has always been a theme in her career, not just for herself, but for the people around her.
Miranda Bishop is shaping what growth looks like at ANS.
Today, Miranda serves as the ANS Learning, Development, and Innovation Manager, building the systems and programs that help employees grow with confidence.
What makes her leadership unique is that it is grounded in firsthand experience. She understands what it feels like to be new in the field, to navigate steep learning curves, and to wonder what comes next in your career.
That perspective shapes everything she builds.
From Rocks to Results
Miranda’s professional story started with geology. During a college visit, she discovered she could major in what she jokingly calls “rocks,” and it stuck. She earned her degree in Petroleum Geology with a minor in business from Muskingum University, combining technical depth with a practical understanding of how organizations operate.
Early in her career, she briefly worked in insurance sales. It did not take long for her to realize selling was not her long-term path. Instead of disengaging, she leaned into what energized her most: training new employees. Helping others succeed felt more natural than closing deals. That instinct toward mentorship and development followed her into geotechnical geology and eventually into organizational development.
Seeing the Opportunity
When Miranda arrived at ANS, there was no formal Learning, Development, and Innovation department. Training existed, but it was not structured or scalable. Career growth was possible, but there was no clear infrastructure supporting it.
She saw an opportunity to build something foundational.
The vision centered on two priorities. First, equipping employees with the technical training needed to succeed in their current roles. Second, creating long-term leadership development pathways that would support sustained career growth inside the company.
What began as an idea is now a fully functioning department, powered by a lean team of just two people – Samantha Benjamin and herself. Together, they have developed an enterprise-level LMS system, expanded technical training opportunities, strengthened onboarding, and grown the Emerging Leaders program. They have also built the infrastructure that supports both professional and personal development across ANS.
Much of this work is considered overhead. It does not directly generate revenue. But its impact is visible in the way employees experience the company.
Changing the Retention Story
In geotechnical work, turnover can be high. The learning curve is steep, and many professionals do not fully understand the role until they are in the field, sometimes independently. Without proper expectations and support, that transition can feel overwhelming.
LDI has helped shift that reality. By clarifying expectations, creating structured learning paths, and offering ongoing development opportunities, the department has contributed to stronger retention and a more confident workforce.
Employees are not just trained to perform tasks. They are developed to grow. They understand what the next level looks like and how to reach it. That clarity builds engagement, loyalty, and long-term commitment.
There is no rigid playbook for building a career at ANS. Instead, Miranda and her team focus on creating tools and programs that allow individuals to chart their own path. The goal is not simply to fill roles, but to help employees build lasting careers.
“When you develop someone beyond their current job, you’re telling them you see a future for them here. That changes how people show up.” - Miranda
Culture Beyond Technical Skills
Strong training impacts more than performance metrics. It shapes culture.
By investing in development beyond immediate job requirements, ANS signals that it sees a future for its people. That mindset creates a workplace where employees feel supported, valued, and empowered to grow.
One initiative Miranda especially enjoyed was partnering with the marketing team to build out an Intranet. It helped make internal communications and development opportunities more visible and accessible, and the response was immediate. The project reinforced a simple truth: people are actively looking to connect, for growth, and when organizations make information visible, engagement follows.
Life Outside of Work
Outside the office, Miranda brings the same energy to her personal life. She and her fiancé are active in adult volleyball and soccer leagues with a close group of friends. They are also avid hikers with a growing list of National Parks they hope to explore.
She prioritizes time with family, especially her six-month-old nephew, and stays busy with her dog Penny, who rarely slows down.
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Still Building
The Learning, Development, and Innovation department at ANS is still only a mighty team of two, but looking to grow. Its reach touches every part of the organization. And they have big goals in 2026.
Miranda’s work reflects a simple belief: when you invest in people, they invest back. By building systems that support technical excellence, leadership growth, and personal development, she is helping shape not just careers, but the future of ANS itself.
And in many ways, the foundation she has built is only the beginning.
