Striking the Balance: The Pros, Cons, and Laughs of Hiring Learning and Development Professionals Without Industry Experience

In the lively world of Learning and Development (L&D), the decision to recruit professionals from entirely different galaxies of expertise, as opposed to industry veterans, is often akin to choosing between an avant-garde art exhibit and a classic Shakespearean play. Let's embark on this journey, sprinkled with humour, as I explore the pros and cons, seasoned with a dash of levity, of hiring L&D experts who are interstellar newcomers to your industry.

The Pros

1.????? Fresh Perspectives and Innovation

Hiring an L&D professional from a different galaxy of experience can infuse your organisation with fresh perspectives and innovative ideas. Imagine a tech company aiming to elevate its customer support training. Employing an L&D professional from the hospitality realm might bring in ideas from a universe from which guest experiences reign supreme. They could suggest introducing the "Customer-First" approach from hotels into tech support, leading to happier customers and perhaps a few more five-star reviews to boot. Who knew that the secret sauce to tech support excellence might just be hidden in the secret sauce of a gourmet burger? After all, great customer service can turn any "byte" into a delightful experience!

2.????? Diverse Skill Sets

L&D professionals tend to pack a suitcase of versatile skills, ready for intergalactic travel across industries. An L&D professional with strong instructional design skills, like a Swiss Army knife, can adapt their expertise across sectors, whether it's healthcare, finance, or even rocket science (quite literally!). This adaptability makes them valuable cosmic travellers in the world of employee development. ?They say a good instructional designer is like a universal translator - they can make complex concepts understandable even to aliens! Who wouldn't want someone on their team who can turn rocket science into "rocket salad" that everyone can enjoy?

3.????? Reduced Bias and Assumptions

Bringing L&D experts from different dimensions can reduce biases and challenge assumptions about established practices. Picture a seasoned healthcare L&D professional beamed into the pharmaceutical galaxy. Their outsider perspective may make them question conventional wisdom and propose fresh approaches. Who knows, they might discover that some pharmaceutical practices align better with the "beam me up, Scotty" method from other dimensions of training. When an L&D professional from the healthcare realm starts talking about "holistic healing" in the pharmaceutical industry, you might wonder if they've stumbled upon a parallel universe. It's as if they've found the "elixir of creativity" in the midst of standard procedures!

The Cons

1.????? Industry-Specific Knowledge Gap

Hiring L&D professionals from a different dimension can result in an initial knowledge gap that's wider than a wormhole. When hiring an L&D professional from a galaxy far, far away, like bringing in an automotive training expert to a pharmaceutical company, you might encounter a learning curve so steep it feels like climbing Mount Everest on stilts. Understanding the intricacies of drug development and regulatory requirements is vital. Failure to do so could result in training programs that lack critical intergalactic information. When your automotive expert starts talking about "pharmaceutical horsepower," you might consider sending them back to their home planet. Perhaps they've been looking for the "nitrous oxide" button on the microscope!

?2.????? Learning Curve

?L&D professionals new to the industry may face a learning curve so steep it rivals the curvature of space. Not to say we are not up to the challenge however consider a retail company recruiting an L&D specialist from the finance industry to overhaul their sales training. While this individual possesses strong instructional design skills, they need time to adapt to the retail environment's fast pace and unique customer interactions. This learning curve can impact the speed of program implementation, making it feel like a trip around a black hole. When your finance expert suggests applying the "compound interest" principle to sales, it might be time for them to trade their calculator for a cash register. Salespeople might start asking customers about their "investment portfolios" instead of their shopping preferences!

3.????? Risk of Misalignment

There's a risk that training programs may not align with industry-specific requirements, leaving you feeling like you've landed on the wrong planet. An energy company hires an L&D professional without industry experience to develop safety training. If they don't grasp the specific safety regulations and hazards in the energy sector, their training materials might not align with the company's requirements. This misalignment could compromise employee safety, which is no laughing matter. When your safety training includes tips on "dodging asteroids," it's time to reassess your approach. Maybe it's time to equip your team with space helmets!

My Personal Journey

Now, let me share my own cosmic voyage through the Learning and Development universe. I've often found myself in the frustrating position of having the skills required for a job but lacking the coveted industry experience. It's like having a starship but missing the key to unlock warp speed.

You see, many job listings in the L&D field come with prerequisites that read like they were extracted from a time-traveller’s diary: "Must have 5 years of industry-specific experience," they declare. This requirement can feel like a closed wormhole, shutting out potential candidates with valuable cross-industry skills.

I've encountered numerous moments where I've thought, "I have the skills to do this job, and I'm ready to boldly go where no L&D professional has gone before, but the industry experience checkbox remains unchecked." It's a cosmic conundrum that many of us interstellar L&D travellers face.

But here's where the humour shines through: Navigating these cosmic challenges has made me appreciate the value of adaptability, continuous learning, and the ability to bring fresh ideas to the table. While I may not have a spacecraft full of industry-specific experience, I do bring a whole galaxy of innovation and a passion for learning. ?So, in a way, I'm like the "Han Solo" of L&D (Big Claim I know ??) navigating the asteroid field of industry-specific prerequisites with a good dose of humour and a trusty sidekick named "Transferable Skills." So it's about finding the balance as I talk about below.

Finding the Right Balance

1.????? Onboarding and Training

"In learning, you will teach, and in teaching, you will learn." — Phil Collins

Comprehensive onboarding and industry-specific training can bridge knowledge gaps, ensuring your intergalactic team members are well-prepared for their mission. To bridge the knowledge gap, an automotive manufacturer welcomes an L&D expert from the aerospace industry. They provide comprehensive onboarding, including courses on automotive processes and regulations. The newcomer collaborates closely with automotive engineers to develop training materials aligned with industry-specific safety standards, ensuring that everyone's speaking the same cosmic language. ?When your aerospace expert starts discussing "interstellar fuel efficiency" in the automotive world, it's a sign that they've successfully made the transition. It's like teaching an astronaut how to change a tire on a rocket!

2.????? Team Composition

"The strength of the team is each individual member. The strength of each member is the team." — Phil Jackson

A balanced L&D team, consisting of both industry-experienced professionals and those from diverse dimensions, can foster collaboration and innovation. A healthcare organisation balances its L&D team by hiring both industry-experienced professionals and those from different sectors. The seasoned healthcare trainers share their deep knowledge, while those from different dimensions bring innovative training methods. It's like having a mix of Jedi Knights and time travellers on your team - the best of both worlds. When your healthcare expert suggests "lightsabre safety" in the workplace, you know it's time for some interdimensional brainstorming. Maybe it's time to equip your healthcare professionals with real lightsabres!

3.????? Continuous Learning

"The only source of knowledge is experience." — Albert Einstein

Encouraging continuous learning ensures that L&D professionals stay updated on industry trends and adapt their approaches accordingly just in case they encounter a wormhole or a warp drive malfunction. A financial institution hires an L&D specialist from the entertainment sector to enhance leadership training. To adapt, the newcomer proactively attends finance-related courses and seminars, remaining updated on industry trends. This continuous learning ensures their training programs remain relevant and ready for any financial plot twist. When your entertainment expert suggests "musical chairs" as a team-building exercise in finance, it's time to cue the learning and development seminars. Maybe the next financial strategy meeting can include a dance-off!

So to conclude the ongoing debate over hiring L&D professionals with or without industry experience, it's crucial to understand that success lies in careful evaluation and strategic planning. Both approaches can yield positive results when the right strategies are applied.

"To succeed in the market, you have to look beyond your own market." — Amit Kalantri

So, go ahead and embrace the cosmic mix of skills, knowledge, and a dash of humour in your L&D journey—it's a universe of possibilities out there! Remember, sometimes it's those who are a bit "out of this world" who can truly revolutionize the way we train and develop in our ever-evolving galaxy of work. After all, in the cosmic dance of learning and development, a little laughter can be the universal language that bridges all dimensions.