I have been in the learning profession for over 25 years spending time as a facilitator, instructional designer, performance & organizational development consultant, manager, director and Chief Learning Officer. I’ve been selected by Chief Learning Officer magazine as a judge in their annual Learning Elite awards for the past 6 years evaluating some of the most talented learning organizations in the country. One might think that I’d have no trouble landing a job in my chosen field, but you would be wrong.
At one time you had to demonstrate your competencies to get a promotion and/or a new job. Now you are measured on what you say you can do and how long you have hung on to a title. At other times it is predicated on being in the right place and the right time. A happy go lucky person or someone strong in their field are made into a trainer without learning a minute of what it takes to transfer adult learning and maintaining engagement. Perform that job for a while and you become a manager. Hang on to that role a few years and you become a director. It doesn’t matter what you did, only that you have been and/or currently are in the role.
If you look at the quality of training in your organization it either doesn’t existent, or is window dressing or learning lite versions, unless you happen to work for a large corporation. Unless your company has a healthy and engaged learning function the training provided to you is never going to be good. And I say that because trainers like me are tired of expecting things to improve with the current staffing.
The real trainers, the ones that worked in training before the great recession have moved on to careers in consulting, or entirely different fields. My personal story is much the same with one caveat. I saw this coming in early 2010 when I wrote my first book on fixing these broken training departments, and 5 years later when I published the follow up book on training solutions that benefit the organization and are accountable for results. I spent 12 years trying to help organization improve results, and for those that wanted to improve we did, but for many we never connected.
Where have all the trainers gone that knew how adults learn and matched learning needs with business objectives? A few found roles in large organizations. Some found a life as a consultant doing the ad hoc work for clients annually while the internal staff remained incompetent to assume the roles. And most of us have moved on to completely different careers.
I realized late last year that my first love in a career was not going to pay the bills anymore. I chose reluctantly my second love of travel to launch a third career (first was in retail banking) and became a travel consultant. I’m currently giving away or selling my training materials, books and effectively retiring 20 years before I had expected to. Someone told me to dumb down my resume to land a job, but I have not been able to interview as a novice. I guess sometimes you must give in to society’s wishes even if it means they get less than they need.
Where have all the trainers gone? There’re just gone.