Are you an L&D pro looking to make your mark? The learning landscape is changing fast. Your skills matter more than ever before.
In this field, some professionals rise above the rest. But how? What sets them apart isn’t just what they know. It’s what they do differently every day.
Here are three key habits that top L&D leaders practice. These aren’t complex strategies. They’re simple actions that yield big results. By adopting these practices, you’ll build more than just a career. You’ll create a reputation as someone who moves the whole profession forward.
Ready to stand out? Let’s explore three practices that anyone can do to transform their L&D journey from good to exceptional.
Tip #1: Always be learning!
This one should go without saying….but sadly, it is one I see a fair number of people failing at. Dedicate time on your calendar to keep up with the latest in your field. As Seth Godin asks, “Did you do the reading?” “The reading isn’t merely a book, of course. The reading is the difficult work of learning to think with the best. It means staying caught up. It means understanding. The reading exposes you to the state of the art. The reading helps you follow a thought-through line of reasoning and agree, or even better, challenge it. The reading takes effort. If you haven’t done the reading, why expect to be treated as a professional?” In this post, I share my personal setup, which gives you a good start. But you can personalize this for whatever works best for you:
Why this works for L&D professionals: As learning experts, we should model the behaviors we promote. Following learning sciences research, adult learning theories, and emerging instructional technologies shows that you practice what you preach. The most influential L&D professionals stay informed about workplace learning trends, neuroscience breakthroughs, and technological advancements before they become mainstream training approaches.
Enhanced approach for L&D: Create a “learning portfolio” showcasing how you apply new methods to your own development. For example, if you’re exploring microlearning, document your experience with a 30-day microlearning challenge. Join communities like the Learning Guild, ATD, or specialized LinkedIn groups where L&D professionals discuss latest research. Consider obtaining certifications in emerging areas like learning experience design or data-driven training evaluation.
Tip #2: Share what you learn (Work Out Loud)
The quickest & easiest way to get started is to reshare things from other people that you find helpful. In the long-run, try to write and talk about the things your learning. Ideally, you’ll have your own “home” on the web. Try to get yourname.com It is cheaper & easier than you think. Use an automated scheduling tool like Buffer to share the gems you find on social media sites like LinkedIn.
Why this works for L&D professionals: Sharing learning insights positions you as a practice leader while demonstrating your instructional design and communication skills. Publishing case studies, practical applications, or even thoughtful questions shows potential employers and clients that you can translate learning theory into practical value. Your shared content becomes both a portfolio and proof that you understand knowledge transfer principles.
Enhanced approach for L&D: Create content that bridges academic learning research with practical workplace application. Consider starting a blog series like “Research to Practice” where you translate academic findings into actionable training approaches. Develop and share templates, assessment tools, or learning frameworks that others can adapt. Document mini-experiments when you test new learning approaches, sharing both successes and failures transparently.
Tip #3: Find a way to help your community
Whether it’s peers, clients, or other industry professionals, offer your expertise to solve real problems in the L&D community. Volunteer to mentor new instructional designers, host learning circles on challenging topics like measuring training ROI, or create free resources that address common pain points. Consider partnering with non-profits who need learning programs but lack resources.
Why this works for L&D professionals: In a field centered on developing others, your ability to contribute meaningfully to your professional community demonstrates both your expertise and your commitment to the profession’s core values. These contributions create authentic relationships with peers and decision-makers while providing real-world testing grounds for your approaches.
Enhanced approach for L&D: Create a signature contribution that leverages your unique background or specialty. If you have expertise in a particular, offer to help peers with that aspect of their training programs. If data visualization is your strength, run workshops on creating more impactful learning dashboards. Become known as the go-to person for a specific challenge that many L&D professionals face, such as increasing learner engagement or designing for accessibility.
Putting It All Together for L&D Success
For learning professionals, these three practices create a compelling professional narrative: you continually refresh your own expertise, translate that knowledge into shareable insights, and apply your skills to strengthen the broader L&D community. This approach demonstrates that you understand both the science of learning and the practical business of implementing effective learning solutions.
The most respected L&D professionals don’t just create great training—they advance the field through their own learning journeys and community contributions. By making these three practices a habit, you transform yourself from a training provider into a recognized learning leader whose influence extends beyond your immediate organization.
Mike Taylor 