If you’ve been considering making a career change, learning and development (L&D) is a rewarding, versatile field that is in demand. Job openings for L&D managers and specialists are projected to grow at a faster-than-average rate over the next decade, so now is a great time to make your move. To help you in your pursuit of a new role, we have compiled tips from L&D professionals highlighting the skills and qualities needed to be successful in this field, what to look for in a potential employer and how to land the job.

Is L&D Right for You?

First, let’s define what a career in L&D entails. L&D professionals are the individuals in charge of helping employees acquire the knowledge and skills they need to excel in their roles and contribute to the organization’s success. Specific responsibilities can vary depending on the organization, industry and level of the L&D role. Job titles vary widely as well, but some common ones are “training manager,” “learning specialist” and “instructional designer,” to name a few.

Now, how do you know if this could be the right career path for you? While this is not an exhaustive list, we’ve outlined common experiences and characteristics of successful learning leaders.

L&D professionals are:

• Passionate about learning. Individuals who have a heart for continuous learning are a great fit for this career path, which is why many with a background in education land in L&D. Learning leaders enjoy helping others develop new skills to further their careers and improve their performance. Amy DuVernet, Ph.D., CPTM, Training Industry’s director of training and development explains, “For those who value learning and who have a passion for helping others, there’s a lot of rewarding aspects of this work in terms of enabling people to be really effective at their jobs.”
• Skilled in operational roles. Often, people transition into L&D after they’ve gained experience and expertise in operational roles such as sales, manufacturing, production, marketing, etc. These employees become subject matter experts and they’re often asked to help figure out training for their teams. “This presents a great opportunity to move up or get cross-functional training,” says DuVernet, explaining the potential for internal mobility into an L&D position.
• Creative problem solvers. Learning professionals are essential because of their ability to solve business problems through training. They identify the root causes of business challenges and align training objectives to organizational goals, creating impactful L&D programs that bring value to the business. Often, training managers must figure out how to pull this off on a tight budget, which is another reason creativity and problem-solving are desirable qualities.

What to Look for in an Employer

Any transition can be daunting, especially when it’s a completely new career path. To help guide your job search, we asked Certified Professionals in Training Management (CPTMs) what they look for when seeking a new L&D role.

Here are some things to look for when considering a potential employer, based on their feedback:

• Culture of continuous learning. Training professional Jeff Probart, CPTM, emphasizes the importance of a culture of learning in a company: “An organization that values and places learning at a higher level tends to have happier, more knowledgeable and more productive employees that can weather fast-paced shifts more easily.”
• People-first culture. Production trainer Melody Banks, CPTM says it’s crucial to find “an employer that sees their employees as valuable as the clients they serve.” She explains these organizations will understand that L&D is not only an investment in individuals, but a part of a “foundation where the company itself is made stronger and more able to pursue their business goals.”
• L&D/business partnership. According to DuVernet, one of the biggest challenges learning leaders face is being perceived as “order takers” rather than business partners. She says when trainers aren’t part of the process of identifying the business need, the key performance indicators (KPIs) and the learning objectives that need to be met, their jobs become much more difficult and their chances of success slimmer.
• Company culture. Do your research and see what kind of reviews employees have provided online. Observe the demeanor of employees you encounter during the hiring process to get a feel for the company culture. DuVernet adds that one way to gauge is the tenure of the people you interview with. ”If they’ve been there for a long time, that’s a green flag,” she says.
• Organized hiring process. As they’re evaluating and assessing you, you should also evaluate how the company treats you and operates during the hiring process. If they are inconsistent, inconsiderate or disorganized, that’s indicative of how working conditions will be.

Standing Out in a Crowded Job Market

Since applying for a job only requires the click of a button in today’s job market, hundreds of people are often applying for the same vacancy. Once you’ve found a position you’re interested in, here are some things you can do throughout the hiring process to make yourself stand out amongst the masses:

• Tailor your application. Resist the temptation to auto-apply for 50 positions in one sitting. Cater your cover letter and resume to the individual company, reflecting the language and details they use in their posting. DuVernet says, “It may feel like a lot of work, but it’s important to present yourself as the best fit for the specific role so you can make it through all that noise.” Read up on the company you’re applying to. Review any available reports or press releases and familiarize yourself with their mission and values. “Demonstrate that you have business knowledge and that you understand the business and the industry they’re in,” DuVernet encourages.
• Showcase your skills. Elizabeth Yackley, CPTM, manager of training at Network to Code, says standing out is about more than just meeting the job requirements: “Building new collateral or improving on processes that help the company be more efficient or deliver a higher quality product is where you will be noticed in job searches or recommended for advancement within your organization.”

Prepare examples of work you’ve done or experiences that demonstrate how you’ll positively impact the business. Focus on skills essential to the role: interpersonal and communication skills, technical ability, data literacy, critical thinking and creative problem-solving. Prepare responses to questions about how you’d handle common L&D challenges related to budgeting, getting stakeholder buy-in and aligning training with business outcomes.

• Earn professional certifications. Showcasing your expertise through professional certificates and certifications such as Training Industry’s Certified Professional in Training Management (CPTM) tells potential employers that you are dedicated to being the best in your field. These certifications offer the necessary skills and tools to enhance your performance as a learning leader and position you as a strategic business partner. Certifications usually address specific areas of expertise including training delivery instructors, design developers and online learning facilitators, among others, giving you a leg up on the competition.
• Come with quality questions. Tyler Munson, CPTM, L&D manager for Kampgrounds of America (KOA), says a key quality of an L&D professional is being able to facilitate meaningful business discussions by “asking thought-provoking questions, harnessing our active listening skills, applying our analytical prowess and guiding leaders to see business challenges from fresh angles.” Use the research you did to generate questions specific to the company you’re interviewing with. Ask questions related to the role to demonstrate how you can help solve business problems.

Final Takeaways

While making a job change can be overwhelming, it’s not uncommon: The average person has 12 different jobs in their lifetime, and the median number of years people have been in their current role is 4.1 years. With projected growth in job openings for training managers and specialists, now is an excellent time to take the plunge and transition to a role in L&D. If you are a lover of learning who enjoys solving complex problems and being an integral part of a team, you would make an excellent learning leader.

To learn more about the responsibilities and core competencies of L&D managers, check out this blog.