With a background as both an executive search consultant and L&D practitioner, my goal in this blog series is to introduce you to some new perspectives, ideas, insight, recommendations, and experiences that will help you reach your career goals. Whether you’re a job seeker or hiring leader, I’ve noticed a trend emerging the last few years within the L&D space.
And it’s good news: the L&D skills, highlighted in the most recent ASTD Competency Model, are in higher demand than ever before.
With many companies downsizing their L&D groups, many responsibilities requiring such expertise as OD, leadership development, change management, and content or program design and development are now being thrust upon the HR business partners (HRBP) and HR generalists. As a result, a major skill gap is now emerging.
In search of L&D skills
In many cases, the HR generalist is not equipped with the right blend of skills to fulfill these emerging L&D-related needs. Hiring leaders are now looking for you, the L&D professional, for more than just pure L&D roles.
Those of you with a broad L&D skillset (OD, leadership development, talent development, change, curriculum design and delivery), might consider applying for an HRBP role, even if you only have a small amount of HR generalist experience.
Another area that can benefit from your L&D skillset is the operations side of the business. If your L&D experience has included supporting manufacturing, supply chain, field operations, packaging, and engineering, then your L&D skillset is highly desirable to the operations side—as they focus more on people and process improvement. Additionally, when companies are experiencing change (systems integration, M&A, restructuring, and so forth), the L&D-related skills are essential for a successful transformation.
I recently discussed hiring needs with the head of talent and learning for a leading global hospitality corporation. We discussed skills and experiences that she seeks in her management team. She shared that changes in the economic landscape have blurred the lines between HR, change, L&D and operations improvement. She said, “My directors and managers must now have deeper skills in L&D, OD, change, talent and leadership Development. Those are the skills that will result in more frequent promotions.”
Taking advantage of the trend
So, how can you use this information to advantage for your career? It is important to note that many L&D professionals have not effectively captured, highlighted, or conveyed these related skills on their resume or during interviews. Here are a few suggestions:
- Have your resume tell the story about your role in improving the business and not just your L&D roles.
- Highlight any and all OD, change management, talent, and leadership development experience.
- Align your work to company’s vision, mission, culture, and goals.
- Recognize your personal brand is more than L&D; it’s about business impact and improvement.
- Explore positions outside of L&D, including talent management, OD, change transformation, HR, and even operations improvement.
Can you think of others? I invite you to respond and join in the discussion.
