Editor’s note: Each article in this “Career Pathways in L&D” series shares a learning leader’s story and offers their tips and advice for training professionals.
Since a young age, I have always aspired to work in a field that allowed me to make a difference in people’s lives. The typical suggestions of becoming a doctor, lawyer or teacher came my way. However, my fear of needles quickly ruled out the medical field, and the idea of defending guilty parties as a lawyer didn’t sit well with me either. While I was exploring my options, I pursued a degree in paralegal studies. Yet, none of these paths felt quite right. It was through this exploration that I found my way to the world of education, a realm that I’m eternally grateful to have embarked upon, before eventually making my way into the corporate training industry.
From Degree to Keys and Middle School Mysteries
After changing my major, I pursued a bachelor’s and master’s degree in education, with just one additional semester for student teaching. Soon after completing my degree, I found myself standing before my very own classroom, holding the keys to a new world. The feeling of opening that door was similar to stumbling upon a portal to Narnia. My first teaching placement was in a middle school, and for those who haven’t had the opportunity to work with this age group, it’s like dealing with mythical creatures. They could vanish like ghosts when missing assignments were mentioned or turn into vampires at the mere whisper of a “group project.” Despite their challenging traits, their heartfelt holiday cards and moments of revelation more than made up for any difficult interactions.
From Classroom to Corporate
In recent years, there has been a notable trend of K-12 teachers leaving the school system to pursue opportunities in the training industry. This shift can be attributed to several factors that make the training industry an attractive alternative for educators. While it is encouraging to see the training industry appealing to K-12 teachers, it has also raised the question: Are K-12 teachers well-suited for the training industry? The answer is an unequivocal “yes.” K-12 teachers can be excellent candidates for the training industry as they possess a range of valuable skills and qualities that transfer well to the training field.
Let’s delve into the top five traits that are transferable:
1. K-12 teachers are…passionate.
Teachers are passionate about what they do, and this passion is contagious. They inspire students to learn and grow, and they model the love of learning that can last a lifetime. Why does this help them in the training industry? Learning leaders need to be passionate about their work because it is critical to their success in the role. Passion is what drives trainers to be engaged and enthusiastic about their work, which, in turn, helps them to deliver effective and impactful training sessions.
2. K-12 teachers are…creative.
Teachers must be creative in their approaches to teaching, as no two students learn in the same way. They need to find different ways to engage students and make learning fun. Creativity is an essential trait for effective teachers, as it allows them to engage and inspire their students, while also helping them develop the critical thinking and problem-solving skills necessary for success in the classroom and beyond. Why does this help them in the training industry?
Learning leaders need to be creative, because creativity is critical to designing and delivering effective training. Learning leaders must be able to think outside the box and come up with innovative solutions to business problems.
3. K-12 teachers are…organized.
Teachers must be highly organized, as they often have many students, lessons and responsibilities to manage. Effective teachers use a variety of organizational strategies to manage their workload and keep track of important information. Additionally, organization is critical for managing classroom environments and creating effective learning spaces.
Why does this help them in the training industry? Learning leaders need to be organized because effective learning experiences require careful planning, coordination and execution. As the leaders of the learning function in their organizations, they are responsible for designing, delivering, and managing learning programs that meet the needs of their learners and support business goals.
Learning leaders must be able to plan and coordinate multiple learning initiatives simultaneously, ensuring that they are aligned with business goals and delivered on time and within budget. They must ensure that their learning programs comply with industry regulations and internal policies, managing documentation and reporting as required.
4. K-12 teachers are…collaborative.
Teachers often work collaboratively, sharing ideas and resources to improve their teaching practices. Teachers understand the value of collaboration and work together to create a supportive and effective learning environment for their students. Teachers also collaborate with parents and caregivers to help students succeed academically, emotionally and socially.
Why does this help them in the training industry? Learning leaders need to be collaborative because effective learning experiences require input and participation from multiple stakeholders. Collaboration allows learning leaders to tap into the diverse perspectives, expertise and resources of their colleagues, resulting in more effective learning experiences.
Collaborating with SMEs, trainers, and instructional designers can help learning leaders to design learning experiences that are engaging, effective and relevant.
5. K-12 teachers are…patient.
Teaching is a demanding profession that requires working with students who may have different learning preferences, abilities and backgrounds. Teachers need to be able to communicate effectively with their students, provide guidance and support, and create a safe and inclusive learning environment. All of this requires patience and a willingness to work through challenges and setbacks. Ultimately, patience is an essential quality for effective teaching and is valued by both students and parents alike.
Why does this help them in the training industry? Learning leaders need to be patient because effective learning experiences require time, effort and persistence. As leaders of the learning function in their organizations, they must understand that the learning process can be challenging and that learners may need time to grasp new concepts and skills.
Furthermore, learning leaders need to be patient when evaluating the effectiveness of learning programs. Changes in behavior or performance may take time to manifest, and learning leaders must be patient to accurately evaluate the impact of their programs. Patience is also essential when continuously improving learning programs. Learning is an ongoing process, and learning leaders must be willing to invest the time and effort required to continuously improve their programs to meet the evolving needs of learners and the organization.
My Experience
Ironically, when I considered leaving the K-12 education world for the adult, corporate training industry, it wasn’t the kids that made me consider leaving. One might assume that the biggest adjustment would be shifting from teaching teenagers to teaching adults, but that wasn’t the case. The most significant change was the newfound respect I received as an educator, professional and human being. Although one might believe that moving from one educational sector to another wouldn’t bring about a substantial shift in professional attitudes, the differences were remarkable. Here are a few to take note of:
Unlocking time.
As a K-12 instructor, my time was rarely my own. The demands were overwhelming, with an average work week exceeding 50 hours. Between grading, lesson planning and “voluntold” activities, my work often pushed into evenings and weekends. However, when I embarked on my first job in the training world, I was pleasantly surprised to discover that my work was expected to be completed during regular working hours. Any additional hours I put in were to be compensated through flex time or additional wages. This newfound ability to utilize my free time for family, friends and essential tasks allows me to arrive at work fully refreshed and ready to give my best.
Empowering Expertise.
Similarly, I noticed that my professional opinion is valued and acknowledged much more in the training industry than it ever was in K-12 education. Many K-12 educators can share stories of being questioned by parents, administration and state curriculums. In my current role, I collaborate with C-suite executives and subject matter experts (SMEs) to design continuing education courses for insurance professionals. While working with high-ranking individuals in the industry, I have had overwhelmingly positive interactions where my experiences and knowledge are not only accepted but also sought after. In my experience so far, the training industry fosters a culture of collaboration and sharing professional expertise.
The true extra mile.
While both these aspects have made the transition a positive one, the most remarkable aspect is the recognition of going the extra mile. While the extra mile is the expectation in the K-12 industry, it is a celebration in the training industry. K-12 teachers are expected to be superheroes, time travelers and mind readers. They are expected to be all of these things and to have these accomplishments be considered the bare minimum. Extra hours, the spending of personal money, and the exhaustion of personal well-being are often the toll being paid. Since joining the training industry, I have been amazed to have my work celebrated more often than not. Despite being in this new world for less than a year I have already been awarded by my company for my work. It’s truly exhilarating to put in the effort and have it acknowledged.
While it’s important to note that this is my personal experience, I believe my journey highlights the exceptional nature of the training industry, and the insights above prove that great teachers also make great trainers.
