What Do L&D Professionals Do?
If you have ever seen someone truly understand a concept during a training session and felt excited about it, you can see why Learning and Development (L&D) is growing fast. Companies are investing a lot in employee development because people want to learn, and businesses need employees who can adapt. With so many changes in technology, the need for continuous skill development, and remote work shaping today’s workplace, L&D has become a valuable and secure career path.
So, what is L&D? In simple terms, L&D professionals help people learn and grow at work. They design training programs, identify what employees need to learn, create learning experiences, and support teams in developing new skills. Whether it’s onboarding new employees, creating online training, or leading workshops, L&D teams are essential for shaping company culture and ensuring support for staff. However, an L&D career path has many options. Common roles include the L&D specialist, L&D manager, Instructional Designer, learning business partner, and training coordinator. Each role helps in a different part of the learning process.
To succeed in L&D, you need strong communication skills, basic knowledge of Instructional Design, project management skills, and confidence as you guide others. Being comfortable with data, especially for measuring training results, is also important. More individuals are exploring careers in L&D because it’s a creative job that requires strategic thought and also allows for human connection. It’s best for people who enjoy helping others, solving problems, and designing effective learning experiences. Best of all, you don’t need an HR background to start working in this field. This article explains thoroughly how to get into L&D, even if you are starting from scratch. Let’s begin.
Why Choose A Career In L&D?
Recently, companies have been investing more in training their employees through upskilling and reskilling, making eLearning part of daily work. Thus, the demand for L&D professionals is rising, which makes it a great field for long-term careers.
One of the best things about working in L&D is the positive impact you have. You’re helping people improve and supporting employees who want to develop their skills, explore new roles, or gain confidence at work. When employees grow, companies do too. Therefore, good L&D programs can enhance performance, boost engagement, and strengthen team connections. Knowing that your efforts contribute to others’ growth and the company’s success is truly fulfilling.
L&D is also appealing because it offers various paths. You don’t need to follow one specific route to enter this field. L&D professionals come from many backgrounds, including HR, education, psychology, marketing, customer support, sales, and engineering. What matters most are your curiosity, empathy, communication skills, and willingness to help others learn. If you have experience explaining concepts, supporting people, or creating content, you have a strong foundation.
How To Get Started In L&D: Step-By-Step
If you want to start a career in Learning and Development, the good news is that you don’t need a traditional background in this field. Many successful L&D professionals began in different areas. All you need is to recognize your existing skills. Let’s go over some first steps you can take to begin your journey in L&D.
Step 1: Assess Your Current Skills
Before you start, think about what you’re already good at. L&D has professionals from many fields, like HR, education, business, psychology, marketing, customer support, and operations. This is because L&D relies on skills such as communication, problem-solving, empathy, planning, and understanding how people learn. So, if you’ve ever explained something clearly and in a structured way, helped coworkers learn a new process, or naturally supported others, you may already have the foundation to be an L&D professional.
Step 2: Gain Basic L&D Knowledge
Once you know your strengths, you can start learning about Learning and Development. Of course, you don’t need to go back to university for this. Many online courses teach the basics of L&D, such as Instructional Design, adult learning theories, and training best practices. A good place to begin is with a course that offers a structured introduction to the field and helps you build practical skills. Courses like this can help you quickly understand the basics and give you the confidence to move forward.
Step 3: Get Certifications
Certifications are not mandatory, but they can improve your credibility, especially if you are changing careers. Recognized certifications, such as Certified Professional in Learning and Performance (CPLP) and ATD certifications, as well as HR-focused options like SHRM, demonstrate that you understand L&D principles and are committed to the profession. View them as a way to gain trust. When recruiters see these on your CV, they recognize that you are serious about the field.
Step 4: Start Building Experience
You don’t need an official L&D job to start gaining experience. Look for small opportunities in your current workplace. For example, you could volunteer to lead a short training session for your team or update part of your company’s onboarding materials. Also, you could write down a process that people often ask about or support a new employee with clear guidance. These small actions will help you practice important L&D skills and provide you with real examples to discuss later.
Step 5: Build A Portfolio
Having a portfolio in Learning and Development is very beneficial. It shows employers what you can create. Start saving items such as training slides, eLearning modules, how-to guides, process documents, and lesson outlines. Even if these items are small, they show your ability to design learning experiences.
Step 6: Network With L&D Professionals
Finally, start connecting with others in the L&D field. Join L&D communities, take part in discussions on LinkedIn, and attend webinars or conferences. These activities help you stay informed about trends and can lead to job opportunities that you may not find elsewhere.
Transitioning Into Learning And Development From Other Roles
Transitioning to a formal L&D role can be exciting but also overwhelming, especially if you come from a different field. The good news is that many L&D professionals began their careers in other areas, such as HR or teaching. What matters most is how you show your experience and understanding of L&D.
If you are coming from HR, you have an advantage. HR professionals often understand employee needs, company culture, and talent development. You must have helped with onboarding, created guides, or coached employees at some point, which are all tasks focused on learning. If you come from a different field, focus on any experience you have in training others, creating content, presenting information, or improving processes. These experiences are valuable for L&D skills.
As you transition, having guidance can make a big difference. Finding a mentor in L&D, someone who knows the field and has experienced a similar journey, can save you time and help avoid confusion. Mentors can offer advice, feedback on your portfolio, and help you make connections. You can find them on LinkedIn, in L&D communities, or at professional associations.
Once you feel more confident, start applying for entry-level roles in L&D. Titles such as training coordinator, learning administrator, L&D assistant, or Instructional Design intern are great for beginners. These positions help you understand how learning programs work behind the scenes and give you experience with LMS platforms, training logistics, content creation, and learner engagement, which are skills you’ll need for more advanced roles.
Conclusion
Getting into L&D may feel overwhelming at first, but the truth is, you can absolutely start without formal experience. Everyone begins somewhere, and small, practical steps make all the difference. Try designing a simple training guide, join an online L&D community, or start creating a portfolio with examples of your work. What matters most is getting started.
FAQ
Start by identifying transferable skills from your current job, such as communication or project management. Take online courses or certifications in L&D, create small learning projects, build a portfolio, and network with professionals. Practical steps and consistent effort can help you break into L&D even without prior experience.
A typical L&D career path begins with entry-level roles, such as training coordinator or learning specialist, progressing to L&D manager, and ultimately to director or head of learning. Advancement involves gaining experience, improving technical and soft skills, and demonstrating the impact of learning programs on business performance.
Certifications validate your knowledge and increase credibility in L&D. Popular options include CPLP, ATD certifications, and SHRM learning credentials. They help you gain expertise in Instructional Design, learning strategy, and evaluation, boosting your chances of landing your first or more advanced L&D role.
Essential skills include communication, Instructional Design, facilitation, project management, and analytical thinking. Technical skills like LMS management, eLearning tools, and learning analytics are increasingly important. Soft skills like empathy, adaptability, and collaboration help L&D professionals create effective programs and connect with learners across diverse organizations.
Leverage your HR or teaching experience by highlighting transferable skills, such as training, mentoring, and curriculum design. Gain L&D-specific knowledge through courses or certifications, build a portfolio of small projects, and network with professionals. Start with entry-level L&D roles to transition smoothly into the field.
