Moving from Traditional Training Roles to Learning Consultant
Freeing trainers and L&D personnel to have a greater impact business is a common goal, but how do we get there? Zillow Group's Director of Learning and Development, Molly Rupprath, takes us through the transformation into learning consultant model.
Do you often find that your Trainers are struggling to find innovative solutions to meet your business partner’s needs? Do you struggle with finding the right L&D talent to design and curate sustainable and scalable solutions to meet today’s virtual audience? Do your Trainers and Instructional Designers struggle with burnout, or low engagement from doing the same type of work? The old school model of “you’re just a Trainer” and “you’re just an Instructional Designer” no longer fits the needs, or budgets of most L&D organizations. With the need for L&D staff to be more well-rounded, skilled in learning technology, and agile to support business needs, L&D Leaders can no longer afford to have such siloed roles.
Organizations need more innovative learning interventions and many L&D teams are still in the “order-taker” mindset. During this session, Zillow’s Molly Rupprath will share some stories and valuable lessons learned around L&D staffing models and transitioning green L&D teams to more experienced, knowledgeable Learning Consultant teams. These best practices will help you look at different ways to re-organize and re-engage your L&D staff to take on more consultative approach to supporting the organization.
Key Takeaways:
- Assess if a learning consultant model is right for your team
- Learn how to increase L&D team engagement, innovation, and effectiveness by upskilling and transitioning to a Learning Consultant model
- Important considerations and implications around transitioning your team.
