What is a Learning Designer?
For over a decade I have held the professional title of Learning Designer (LD), yet I still find it difficult to answer, “What do you do?” with any real clarity. I usually default to something vague like, “Oh I create training programs for companies.” But this answer captures only a singular output of the role and overlooks the real work: the process, the people, and the culture.
Over the past few years, I’ve seen the role of a learning designer become increasingly transactional, especially as contract roles and remote positions become more common. Many job descriptions paint a picture of someone good at using a specific tool, experienced in facilitation, has a strong knowledge of adult learning theory, and knows how to collect metrics to guide continuous improvement. While all vital to the role (and all things I’m good at), these skills – like my response to, “What do you do?” – focus only on the output and skip the magic that can occur when working with an LD.
At its core, learning design is a relationship-based role.
My most successful outcomes have hinged on numerous relationships throughout the lifecycle of a project including with initial stakeholders to hone in on the right goals, subject matter experts to share their experience and knowledge, and boots-on-the-ground advocates to get involved and spread the word. These relationships don’t always come easily, but a skilled LD knows who to reach out to, isn’t afraid to reach out, and sees the relationship potential with every person at the company. Just as much as the role itself is not a transactional one, neither are the relationships. They are a true partnership – not a singular focus on taking what I can get, but offering to act as a partner, advocate, and sounding board. Without a focus on relationship building, an LD will never have a well-rounded understanding of the problem, the intended outcome, and ideas for a tailored solution.
What I love about the relationship-building phase (which I consider ongoing throughout my tenure at an organization) is how much more is uncovered than the goals or content of a program. People are often forthcoming about the overall environment of the company or their team which can significantly impact the efficacy of what I’m trying to create. In one organization, the way layoffs were handled before I was hired was still a point of contention for many. They had a lack of trust in leadership and were scared their jobs were still at risk. In another, the hustle culture was taking its toll, and my intended information-gathering agenda was thrown out the window to hold space for tears and frustration. These conversations become important data that informs my approach to the work, the building blocks that might need to take place first (like rebuilding trust), or point to additional conversations that are necessary before moving forward (like uncovering the capacity people have to learn at this moment in time).
Relationships also lay the necessary groundwork for what might be the most impactful part of being an LD: cultivating a culture of learning. What I have learned through both informational interviews and casual check-ins has helped me create learning roadmaps that marry the most important elements of where an organization needs to grow and how the people want to grow. If these two components are treated separately, or one is simply ignored, a culture of learning cannot flourish. Learning will become disjointed, attendance will dwindle, and content won’t be implemented. On the other hand, organizations that foster a culture of learning, employ learners who are invested in their own growth, advocate for the growth of others, and start to bring ideas forward that they care about. Employees who have the support to help guide their own learning and growth path make for successful companies.
Learning design is many things from the technical to the intangible. So, how would I like to answer the question, “What do you do?”
I am a learning designer. This role is an embedded part of an organization tasked with designing meaningful learning experiences that positively impact people, culture, and business. My role is all about building relationships and aligning training with what people truly need to succeed.
Looking to learn more about the value a learning designer can bring to your organization?
