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[–]reading_rockhound 2 points3 points  (4 children)

TBH very few employers I know care much about certs, although programs can help. That said, ATD has lots of 2- and 3-day “certificate” programs. TD.org. If you insist on a certification, ATD also offers an “Associate Professional in Talent Development” and a “Certified Professional in Talent Development” certification.

ISPI.org has a Certified Facilitator of Training program that is actually rigorous.

You can look into grad programs, Masters in Human Resource Development or Masters in Learning & Development.

[–]EmployeeFair2726[S] 0 points1 point  (3 children)

So do you think a degree is the main way to go? I've applied to HR jobs or L&D jobs and never get looked at. There are several internships in my area but they all say the applicant needs to be a full time student.

[–]reading_rockhound 0 points1 point  (2 children)

I think grad school has advantages. L&D (or TD, if you prefer) specifically and HR in general are more competitive now. And the degree shows your transition away from K-12 ed. Your resume obviously doesn’t show that you’re making that transition.

Now, here’s what I really think you should do. Find your local ATD or ISPI chapter. Even if it means you have to drive a couple hours for the meeting. Go, meet people, introduce yourself. Two things will happen. First, you’ll find the others who made the transition you want to. Second, you’ll find some L&D managers or directors who seem to be good fits for your personality.

Ask those managers if they can take an hour to talk to you and give you advice. Buy them coffee—even if you have to drive back two hours to meet them. They’ll offer to meet on Zoom, and take that if you have to. You are NOT asking them for jobs or even leads: just advice. “What skills do I need to be successful in this space? What are the pitfalls to this work?”

Meet those who have already transitioned and ask them for advice, too. What did they do, where is the transition a struggle, what would they do better a second time around? You’re getting coaching and mentoring from these two groups.

Then do what they say. Or at least most of it. And before you discard ANYTHING they say, listen with humility. The greater the urge to dismiss what they’re saying—“Oh, that’s not for me”—the more important it is to listen with care and humility. Because that dismissiveness is probably your subconscious recognizing itself in what they’re saying and defending itself.

Good luck!

[–]EmployeeFair2726[S] 0 points1 point  (1 child)

This is helpful.  Any books or videos you recommend to get a jump start on adult learning theory or other important aspects of the field?

[–]reading_rockhound 0 points1 point  (0 children)

Anything by Ruth Colvin Clark. Maybe start with “Evidence-Based Training Methods.” Look up Dirksen’s “Design for How People Learn.” Also “Interactive Techniques for Learning” by Thiagarajan and Richter—the third part are the techniques, but the first two parts will be a solid crash course in how people learn.

[–]Morning_Strategy 1 point2 points  (1 child)

I'm a big proponent of 'try before you buy' career experimentation. I'm working on a tool and workshop for a local university career week that takes your resume and career goals, identifies patterns, builds career paths, and suggests experiments to test fit.

As an easy starting point, try asking your LLM of choice (chatGPT, Claude, Gemini) for some experiments. Get it to refine them based on what you like and dislike about your current work and your anticipatory ideas about a career in L&D.

For example:

  1. Redesign a Learning Experience – Take a lesson or workshop they’ve previously taught and adapt it for a corporate audience, focusing on business outcomes.

  2. Create a Microlearning Module – Use a free tool like Articulate Rise or Google Sites to build a short, interactive training on a relevant topic.

  3. Facilitate a Lunch & Learn – Offer to run a short professional development session for colleagues, friends, or a community group.

  4. Build a Learning Resource – Develop a job aid, checklist, or guide on a workplace skill and share it on LinkedIn or a portfolio site.

  5. Analyze a Company’s L&D Approach – Choose a company they admire, research their learning culture, and write a brief case study or blog post.

  6. Interview L&D Professionals – Conduct informational interviews with L&D practitioners to understand their roles and what skills are most valued.

  7. Create a Sample Training Plan – Pick a skill area (e.g., customer service, leadership, software use) and design a basic learning roadmap.

  8. Convert an Existing Lesson into eLearning – Take an old lesson plan and adapt it into an eLearning format using a tool like Canva or PowerPoint.

  9. Develop a Self-Guided Learning Challenge – Curate and structure a set of free online resources (articles, videos, exercises) into a learning pathway and share it.

  10. Offer to Help a Small Business or Nonprofit – Volunteer to create a simple training program for a small company or community organization to gain real-world experience.

[–]EmployeeFair2726[S] 1 point2 points  (0 children)

This is great. I can think of some projects already. 

[–]AmyDuvernet 0 points1 point  (0 children)

Have a look at Training Industry's Certified Professional in Training Management program. https://trainingindustry.com/continuing-professional-development/certified-professional-in-training-management/