What do L&D professionals do?
If you’ve ever seen someone truly understand a concept and get excited about it during a training session, you’ll understand why learning and development (L&D) is growing rapidly. Companies are investing heavily in employee development because people want to learn and companies 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 rewarding and secure career path.
So what is L&D? Simply put, 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 their teams in developing new skills. Whether it’s onboarding new employees, creating online training, or leading workshops, your L&D team is essential to shaping company culture and ensuring support for your staff. However, there are many options for career paths in L&D. Common roles include L&D specialist, L&D manager, instructional designer, learning business partner, and training coordinator. Each role helps in different parts of the learning process.
Success in L&D requires strong communication skills, basic knowledge of instructional design, project management skills, and confidence when coaching others. It’s also important to be familiar with data, especially when measuring training results. More and more people are exploring careers in L&D, as it is a creative job that requires strategic thinking and human connections. Perfect for people who love 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. In this article, we will thoroughly explain how to get into L&D even from scratch. Let’s get started.
Why choose a career in L&D?
These days, companies are investing more in training their employees through upskilling and reskilling, and e-learning has become part of daily operations. Therefore, L&D professionals are in high demand, making it a great field for a long-term career.
One of the best things about working in L&D is being able to make a positive impact. You help people improve, supporting employees who want to develop skills, explore new roles, and feel more confident at work. When employees grow, companies grow too. Therefore, a good L&D program can improve performance, increase engagement, and strengthen team connections. It’s really rewarding to know that your efforts are contributing to the growth of others and the success of your company.
Another attractive aspect of L&D is that there are various paths available. You don’t have to follow a specific route to enter this field. L&D professionals come from a variety of backgrounds, including human resources, education, psychology, marketing, customer support, sales, and engineering. What matters most is 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 start 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 started their careers in a variety of fields. All you need to do is recognize your existing skills. Let’s take a look at some of the first steps you can take to start your L&D journey.
Step 1: Assess your current skills
Before you start, think about what you’re already good at. L&D includes experts from a variety of fields, including human resources, 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 in a clear and structured way, helped a colleague learn a new process, or supported others naturally, you may already have the foundation to become an L&D professional.
Step 2: Gain basic knowledge of L&D
Once you know your strengths, you can start learning about learning and development. Of course, you don’t have to go back to university for that. Many online courses teach L&D fundamentals such as instructional design, adult learning theory, and training best practices. A good place to start is with a course that provides a systematic introduction to the field and helps you build practical skills. A course like this will help you understand the basics quickly so you can move forward with confidence.
Step 3: Get certified
Certifications aren’t required, but they add credibility, especially if you’re changing jobs. Recognized certifications like Certified Professional in Learning and Performance (CPLP) and ATD certification, as well as HR-focused options like SHRM, demonstrate an understanding of L&D principles and dedication to the profession. See them as a way to gain trust. When a recruiter sees this information on your resume, they know you’re serious about the field.
Step 4: Start building your experience
You don’t need a formal L&D job to gain 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 some of your company’s onboarding materials. You can also write down frequently asked processes and support new hires with clear guidance. These small actions will help you practice important L&D skills and provide real-world examples that we’ll discuss later.
Step 5: Build your portfolio
Having a learning and development portfolio is extremely beneficial. Show employers what you can create. Start saving items like training slides, eLearning modules, how-to guides, process documents, lesson summaries, and more. Even if these items are small, they demonstrate your ability to design learning experiences.
Step 6: Network with L&D professionals
Finally, start connecting with others in the L&D field. Join our L&D community, join discussions on LinkedIn, and attend webinars and conferences. These activities will help you stay up-to-date on trends and can lead to job opportunities you won’t find elsewhere.
Transitioning from other roles to learning and development
Transitioning into a formal L&D role can be both exciting and overwhelming, especially if you come from a different field. The good news is that many L&D professionals started their careers in other fields, such as human resources or education. Most importantly, how do you demonstrate your experience and understanding of L&D?
It is advantageous if you have a background in human resources. Human resources professionals often understand employee needs, company culture, and talent development. You’ve probably helped with onboarding, created guides, or coached employees, all of which are learning-focused tasks. If you come from a different field, focus on your experience training others, creating content, presenting information, or improving processes. These experiences are valuable for your L&D skills.
Having guidance can make a big difference as you make the transition. Finding a mentor in L&D, someone who is familiar with the field and has similar experience, can save time and avoid confusion. Mentors provide advice and feedback on your portfolio and help you make connections. You can find these on LinkedIn, L&D communities, or professional associations.
Once you’re confident, start applying for entry-level positions in L&D. Positions like Training Coordinator, Learning Manager, L&D Assistant, and Instructional Design Intern are perfect for beginners. These positions will help you understand how learning programs work behind the scenes and give you experience with LMS platforms, training logistics, content creation, learner engagement, and more. These are the skills needed for more advanced roles.
conclusion
Getting into L&D can seem daunting at first, but the truth is, you can get started without any formal experience. Everyone starts somewhere, but small, practical steps can make a big difference. Try designing a simple training guide, join our online L&D community, or start building a portfolio with examples of your work. The most important thing is to start.
FAQ
How do you approach learning and development?
Start by identifying transferable skills from your current job, such as communication or project management. Take L&D online courses and certifications, create small learning projects, build your portfolio, and network with professionals. Practical steps and consistent effort will help you break into L&D without any experience.
What is the L&D career path?
A typical L&D career path starts with an entry-level role such as training coordinator or learning specialist, progresses to L&D manager, and eventually becomes director or head of learning. Advancement involves gaining experience, improving technical and soft skills, and demonstrating the impact of your learning program on performance.
What are the required L&D certifications?
Certifications prove your knowledge and add credibility to your L&D. Common options include CPLP, ATD certification, and SHRM learning credentials. These can help you gain expertise in instructional design, learning strategies, and assessment, increasing your chances of landing your first or more advanced L&D role.
What skills are required for L&D?
Required skills include communication, instructional design, facilitation, project management, and analytical thinking. Technical skills such as LMS management, e-learning tools, and learning analytics are becoming increasingly important. Soft skills like empathy, adaptability, and collaboration help L&D professionals create effective programs and connect with learners in diverse organizations.
How can you get into L&D from HR and education?
Leverage your human resources or education experience, emphasizing transferable skills such as training, mentoring, and curriculum design. Gain L&D-specific knowledge through courses and certifications, build a portfolio of small projects, and network with experts. Start in an entry-level L&D role for a smooth transition into the field.
