The Evolving Role of L&D Professionals: From Expert to Facilitator to Curator

The role of L&D professionals has undergone significant changes over the years, evolving from being experts to facilitators and now to curators of learning experiences.

In the past, L&D professionals were expected to be the experts and provide all the necessary information to their participants. They would prepare for hours, ensuring they had a thorough command of the subject matter, and be certified by master trainers. However, the paradigm shifted as stakeholders became more comfortable with L&D professionals facilitating rather than providing information. The focus then became on class control and measuring learner engagement, with master trainers no longer assessing the knowledge of trainers.

Today, the role of L&D professionals has further evolved. The availability of various mediums has allowed for the creation of a curated learning experience. As curators, L&D professionals must identify the most credible and reliable sources of knowledge and skills, bringing together different avenues of information to create a meaningful learning journey for learners at different levels. The success of learning curators is measured by their ability to create a fulfilling learning experience for learners, enabling them to explore information beyond the classroom.

Here are 10 tips for L&D professionals who are looking to transition into being effective learning curators:

1. Stay informed about industry trends: It's crucial to stay informed about the latest advancements and developments in your field, including technology and learning methodologies. This allows you to identify the most relevant and current resources for your learners. Remember, even if you're not an expert, you need a basic understanding of the subject to effectively facilitate learning. You can stay updated by subscribing to newsletters, formal learning, self-evaluation, reading/watching/listening to industry content, and actively participating in the community to learn from subject matter experts (SMEs) and community discussions.
2. Encourage continuous learning: Support learners in taking an active role in their development by providing resources and support for learning outside of formal training. A simple way to do this is to end each learning experience with a 70-20-10 slide: 70% for learners to apply what they've learned, 20% for connections with SMEs and experts in the field, and 10% for further resources to dive deeper. Your role is to spark interest and encourage self-directed learning.
3. Personalize learning journeys: Each learner is unique and has different backgrounds, learning styles, and goals. Personalize learning journeys to cater to the specific needs and preferences of each learner to maximize their learning experience. Consider different start and end points for each learner to provide value and a meaningful experience. Start with a self-assessment to tailor the journey to each learner.
4. Embrace technology: Technology has transformed learning and provides access to vast information. Use technology to provide interactive and engaging learning experiences and track learner progress and success. Don't hesitate to direct learners to other learning platforms, resources, and even social media. Your role is to facilitate learning, not be the expert.
5. Partner with SMEs: Working with subject matter experts can bring a diversity of perspectives and ideas to the learning journey, making it more comprehensive and effective. Leverage their expertise to enhance the learning experience. Don't rely solely on leaders as SMEs, seek true experts in the field and bring them into the learning journey.
6. Evaluate and improve: Continuously evaluate the effectiveness of learning journeys and make adjustments as needed. This helps to refine the approach and provide the best possible experience for learners. Encourage learners to keep track of new developments and updates.
7. Solicit feedback: Regularly seek feedback from learners to understand their perspectives and improve the learning journey. This also promotes engagement and a sense of ownership among learners. Engage with learners, ask questions, invite them to future sessions, and follow up on the application of what they've learned.
8. Offer diverse modalities: Provide a variety of learning modalities such as virtual or in-person workshops, online courses, videos, and hands-on activities to cater to different learning styles and preferences. Provide opportunities for internalization and follow-up, such as office hours and publishing responses to learners' questions.
9. Make learning inclusive: Ensure all learners, regardless of abilities or backgrounds, have equal access to learning opportunities. This may involve accommodations, alternative formats, or inclusive language. Be mindful of cultural differences and ensure your material is inclusive and well-received globally.
10. Foster community: Encourage collaboration and peer-to-peer learning among learners to create a sense of community. This enhances the learning experience and builds a network of peers for ongoing support and development. Create instant messaging groups before and after sessions to connect learners and provide access to SMEs and resources.

To sum up, the role of L&D professionals has evolved from experts to facilitators to curators of learning experiences. The advent of technology and the need for personalized and engaging learning journeys have made it crucial for L&D professionals to stay informed about industry trends, embrace technology, partner with subject matter experts, evaluate and improve continuously, solicit feedback, offer diverse modalities, make learning inclusive, and foster community among learners. By following these tips, L&D professionals can create meaningful and fulfilling learning experiences for learners, helping them to continuously grow and develop.