How do you become a top learning and development professional?

As a L&D professional, we should start with a relevant education, like a degree in instructional design or organizational development. Invest in continuous learning, attending workshops and gaining certifications. Develop essential skills in instructional design, content development, facilitation, and project management. Build a strong portfolio of experiences through internships and progressive roles. Network with peers in the field and embrace technology and e-learning tools. Above all, be adaptable and focused on solving organizational challenges. L&D is an ever-evolving field, and staying current and flexible are keys to success as a top professional.

Learning and Development professionals are unique and this profession demands some beautiful skill-sets. As each profession and position is the combination of two types of skills. One which is job skills required to perform the job, in this case, content development, data analysis, technical knowledge of MS office, art of facilitation, detailing, discipline, punctuality, creativity and so on. But most interestingly, the 2nd skill set is the key for the success of a L&D professional. This set creates the character, shapes the personality, and demonstrates the right behaviour for the position. It's a unique combination of empathy, emotions, feelings, understanding, having genuine interest in people, prioritising others, being kind & caring.

Becoming a top learning and development professional needs to start with you as an L&D professional through having a diverse skill set, with a mix of interpersonal and technical skills, the core competency may include 1. being able to clearly convey information to management and employees. 2. being able to understand the fundamentals of teaching so that you can help design course content. 3. Must be well-versed in the business operations, to enable you align Learning interventions to the right learning method and appropriate time frame. Lastly 4. Being very good in planning and organising what ever transpires from the Learning needs Analysis is put into action without fail.

Becoming a top learning and development (L&D) professional involves a combination of education, experience, skills development, and ongoing learning. Here are steps to take to become successful in this field: ? Education ? Gain Experience ? Develop Skills ? Stay Current ? Build a Portfolio ? Cultivate Communication and Interpersonal Skills ? Demonstrate Results ? Continuously Learn and Adapt ? Seek Mentorship and Professional Development ? Lead by Example

?Some ways to get started are 1. Asking expectations about the training from the learners at the start of the course 2. Linking the expectations to course objectives 3. Communicating how the expectations and objectives will be achieved through design of the training If there is variance between expectations and objectives, Mid course correction in the design to the maximum extent possible would reinforce the learner’s trust and confidence in training.

I recently attended Learnapalooza in Seattle - a really fun and innovative L&D conference and the brainchild of Darren Nerland. I was struck by the sense of belonging I felt even though my background teaching and mentoring in higher ed and professional coaching. Maybe "L&D professionals" can be broadened to include some of the original L&D professionals: teachers and coaches. Both fit your descriptions although their academic training often include specific training and mentoring in how to support foundational L&D. And teachers and coaches aren't so much training others with the goal of increasing organizational performance or productivity . Their For-the-of-what includes maximizing human potential for the betterment of society. Thoughts??

In navigating the vast realm of learning delivery methods, a tailored approach is paramount. Each modality, be it online, face-to-face, blended, or either synchronous or asynchronous, carries its own set of advantages and constraints. ???? While costs and benefits weigh in, the principles of adult learning should be our North Star. Relevance, engagement, feedback, and reinforcement aren't mere buzzwords; they're the bedrock of effective learning.?? Frameworks like ADDIE, SAM, Agile, and Kirkpatrick aren't just tools; they're compasses, guiding our design and evaluation. By intertwining these models with the core principles of learning, we can ensure that our methods not only align with objectives but resonate deeply with learners.?????

Opt for the most fitting and suitable methods approaches for imparting your learning solutions. Strike a balance between the advantages and expenses associated with various modes of delivery, including online, in-person, blended, synchronous, or asynchronous options. Apply adult learning principles like pertinence, engagement, feedback, and reinforcement to guarantee that your methods align with the learning objectives and desired outcomes. Utilize diverse frameworks and models, such as ADDIE, SAM, Agile, or Kirkpatrick to steer your design and assessment procedures.

Modern professionals identify technology tools that make everyone more effective. For learning and development professionals, there are numerous tools for identifying, tracking, and providing traning. You don't have to use them all. But most organizations now have access to suites of tools that can provide effective training environments for a reasonable budget.

The nexus of technology and learning is a canvas of endless possibilities. From gamification's playful allure ?? to microlearning's bite-sized nuggets, innovations are reshaping the learning landscape. AI provides tailored experiences, while VR immerses learners into unprecedented realms. ???? Proficiency in tools is more than skill—it's art. Learning management systems become our libraries, authoring tools our pens, and video conferencing our classrooms. ????? But, as we craft with tech, continuous growth remains crucial. Blogs, podcasts, webinars—they're more than resources; they're lifelines, keeping us intertwined with the ever-evolving tapestry of eLearning. ????

One thing I found helpful is People are looking for micro learning instead of long 1hr or full day training and Technology play critical need to address the issue. Some great technology in L & D space are LXP ( Edcast, Degreed) , LMS like edapp can be very useful to deliver on time micro learning.

Trends and proficiency are important for us, but tech literacy is important for our audiences. Recognizing what our groups walk in with and helping them use the materials, content, and resources we develop is an important step of using technology wisely. Sometimes this also means rethinking our learning development into something more familiar to our audience.

Staying updated and connected is key. In today's fast-paced world, it's crucial to stay informed about the latest trends and innovations in learning technology. Concepts like gamification, microlearning, artificial intelligence, and virtual reality are changing the landscape of education and training. Resources like blogs, podcasts, webinars, and professional networks are invaluable for professionals in the learning and development field. They offer opportunities to glean knowledge from peers, exchange insights, and stay abreast of the perpetually evolving realm of educational technology. In an ever-changing digital environment, perpetual learning and adaptability are indispensable.

As an L&D professional you need to be on top of the game in the field. ??Be a life-long learner yourself. ??Add both depth and breadth to your learning. ??Be aware of the new trends and skills needed in the workplace. ?? Adapt to new technologies. ??Discover new tools to facilitate learning and retention. ?? Listen to understand the needs of development.

L&D leaders can definitely "walk the talk" when it comes to their own personal development. By role modeling soft and hard skill development for the broader employee base they can encourage employees to view L&D as both a priority and as a critical element in career development. L&D professionals can transparently promote their development journey by communicating stories and experiences to employees, either within the company or on social media platforms like... LinkedIn!

One of the most effective ways is to use a feedback form and keep the responses anonymous - taking feedback on content, communication clarity, duration , case studies , assimilation etc. Additionally first hand knowledge of the topic always helps - so professionals must keep up skilling , pref hands on , to be up the curve

Learning new things always makes you better today from yesterday. There could be various ways to learn .. Nowadays, people expect quick solution or help so social learning can be very beneficial.

As a learning expert you must master the skill of learning yourself. - Read everyday - Learn about the new trends in the market - Play with new technologies - Build a strong network - Listen to your clients ( to understand their true learning needs) - Be curious always

Do you regularly follow influential voices that inspire you professionally? Adam Grant – organizational psychologist, professor at The Wharton School of the University of Pennsylvania, Ted speaker, and author. Adam is inspiring because of his followership and the range of topics he explores that can be considered from an IO/OP/Performance lens. I always learn something that I can use to inform my own perspective and use as a springboard for thought leadership pieces. I would encourage folks to also follow McKinsey newsletters and thought leadership in the performance arena. The more you listen and observe other experts in the field, the more you can align with essential truths AND make it your own or advance the body of knowledge!

Collaborating with like-minded individuals who share your vision and passion for learning is a crucial element of achieving success. It's essential to nurture strong relationships with various stakeholders, including managers, team leaders, subject matter experts, and learners. Engage with fellow L&D professionals, whether they are colleagues, partners, vendors, or consultants, to exchange ideas, share insights, and explore best practices. Utilize a variety of communication channels and platforms, such as email, phone, chat, or online communities to facilitate meaningful interactions.

Always working in environments that help to develop through partnerships and cooperation with others, who must have things in common without being the same. The diversity of personalities is much better than similarity, diversity leads to creativity and excellence.

I often tend to let participants see their creativity manifested clearly in front of them. So I've always used: Brainstorming Role-playing Role Playing Training Games And other activities that enhance the creative side of the participants and enhance their confidence in themselves and others and gives them a sense of responsibility

To work on your ability to communicate across all levels of the business the positive impacts that a culture of L & D can have. Business leaders need to recognise how investing in L & D will impact on all aspects of business such as employee retention, customer satisfaction, the organisations bottom line. In terms of as a facilitator its about helping participants understand how their learning can be applied, application is a great indicator of learning done well so I would be asking participants "what's one thing your going to take forward as a result of taking part in this L & D?" Also a big thing is to know and understand the needs of your audience, then you can differentiate the experience.

Becoming a top L&D professional is a combination of gaining knowledge, skills, experience and continuous learning. Few more: 1. Pursue a degree/certification 2.Networking can do good 3. Talk the business language 4. Continuous monitoring and reporting 5. Be a part of the status quo, upgrade and update as and when

T&D to summarise, - Identify the organizations' goals, promoters vision and the mission ahead of us. - Identify the gap between the available talent and the required skill set / knowledge base. - That identified, chalk down the "terminal objectives" to be achieved to reach that vision/ goals by BRIDGING the gap effectively. - Set a road map, factor in time available vis a vis targets to be accomplished which depends on volumes, people to be trained, no of verticals etc. - Identify suitable T&D methodologies. - Leverage technology to best extent, cater for redundancies...like keep training flexible to switch between offline & online. - Mid course corrections is imperative. - Rework objectives / timelines. T&D is a continuous process..

I was recently asked to speak to an International Society for Performance Improvement (ISPI) local chapter and challenged folks new to L&D with the following: "Can you talk about the field of L&D or Performance Improvement and its business impact for 15-20 minutes uninterrupted? Read as much as you can about the history and foundational principles of our industry. What themes catch your attention? Where can our field's paradigms and performance thinking be applied to current business problems? Loading information into your conscious mind to subconscious will help form intersections, increase flow, broaden your perspective, understand the language of your craft, and help you develop expertise."