A Day in the Life of L&D
Have you ever wondered what a typical day in the life of an L&D professional looks like? Well, then you’re in luck because today I’m spilling all the beans and giving you a glance at what my day looks like.
Of course, depending on your line of work and other factors (seniority, focal areas, industry, etc.) this may vary; but there are tasks and responsibilities that could be applied to most L&D professionals, in one way or another. So here we go!
But wait! … first things first! A nice cup of coffee and now we are ready to get started!
On a typical Monday, I start my day by reviewing my calendar and my project portfolio (a simple document where I keep track of my progress on projects I am involved in). I need to be clear with the priorities for the day and the week and the status of my tasks in each project.
Then I check my email inbox and read a request from a manager that is asking for a Time Management training session for her team. She wants this to be a virtual session, delivered in 3 weeks.
That brings me to responsibility #1 in the L&D life:
Learning Needs Analysis (LNA)
This is the process of identifying the knowledge, skills, and attitudes that are required to meet the needs of this manager’s learning request. Put simply, I will meet with the manager to discuss what the current situation is, the issue we are trying to fix, review any current data, define goals, and set indicators to measure the results of the training. If you’re interested in taking a deeper dive into this, then make sure you check out our LNA guide!
Sounds like a lot and it is! But remember, a robust LNA will make our lives a lot easier for the upcoming steps of the process! I set up the meeting with the manager and move on to my next task for the day.
Next up, time to work on responsibility #2
Learning Experience Design
I need to prepare the material for a Change Management program I must deliver in 2 weeks. I already have my LNA completed for this one: I have defined the objectives, audience, and learning methods I will be using. Next, I will proceed with creating the training material and the additional learning content. I will storyboard the content, curate topical articles and video to send to participants in advance, prepare slides, workbooks, ice breakers, energizers, and any other relevant material needed for the session. I need to allow enough time to do a dry run of the session with my L&D peers, implement any feedback and be ready for first delivery day. So exciting!
This brings us to lunchtime! Before that though… let's grab a nice sandwich! Never skip your meals 😊
Next… I need to prepare a Training Evaluation Report for a webinar session delivered last week. This is responsibility #3
Alrighty, let's tackle this evaluation report by analyzing all data gathered after the session, via surveys and data comparison (from before and after the webinar). The data could include answers to questions like:
“How satisfied were learners after each webinar?”
“Did they find the content relevant and practical?“
”What was the employee engagement throughout the session?”
”How was performance improved because of the webinar?”
“Would they recommend the session to a colleague?“ This is the infamous NPS score.
The main objective of learning evaluation is to measure the impact on the business along with learner satisfaction. Moreover, we will use any valuable information for future learning programs.
Very often, preparing the report isn’t enough, I also need to send this evaluation to all stakeholders. My communication of the results must be clear, summarized for easy understanding but with enough data available, in case it’s needed. Luckily, I have been working with these stakeholders for a while and know what kind of data they need and how they prefer it is presented.
All of this takes me to responsibility #4:
This is the process of comprising the assessment, transformation, and arrangement of a set of data in a given manner to extract useful information. As a L&D professional, I am accountable for the information I provide to our stakeholders, before and after a learning experience. My personal journey through upskilling myself in this area has been exciting, challenging, and extremely useful. Using data effectively to demonstrate the impact our learning experiences have on the organization is the best tool to enhance a learning culture, prove our worth as L&D and place our department in the top priorities for the
business. Data is your friend! Get better at it!
The last part of my day is usually devoted to studying, reading, researching, and (tadaaa!) learning. This takes us to the final stop of this ‘day in the life’ journey and that is:
Continuously improving your L&D Skills
I always stay hungry for new knowledge, to improve my technical skills, and to learn about the business I work in. My tip to you - keep yourself updated, read a lot, take courses, and always be curious about what is new in the learning industry.
I like to keep a good balance between my technical skills, like data analysis, learning content design, time and project management, and my interpersonal skills, such as change management, communication skills, emotional intelligence, creative problem solving, feedback abilities, and others.
Keeping yourself updated, motivated and knowledgeable will be the best investment you do as an L&D professional. You will inspire others to do the same.
For more resources and information on Learning & Development, make sure to check out our flagship course Introduction to Learning & Development
So, my friends, this is how we wrap up our Monday, time to rest but… before we forget – let’s pour a nice glass of your favorite evening beverage (for me it’s wine!) to wind down and get the evening started.