director

Attention over time

7-day rolling share of analyzed posts/comments mentioning this entity · 90 daily points ending 2026-10-13

Final complete day: 2026-10-13. Attention was 1.9% — this entity appeared in 6 of 313 analyzed posts/comments in the seven days ending that day (8 mentions).

Each point is a seven-day rolling window of complete UTC days; a point is comparable only when at least 100 analyzed posts or comments fall inside it. A day with no analyzed records counts as zero; missing coverage is marked and never shown as zero. The series ends at the latest complete analyzed day — it never extends into the current incomplete day. How attention is measured.

Recent mentions

1. 2026-10-13 19:13 UTCComment

   Oh yes. That's why I prefer when my boss/director doesn't have an instructional design background. They tend to be way less nitpicky. Like, are you designing the courses or am I? Specially when the client, CEO, etc. all think the work is great. Can be frustrating for sure.

2. 2026-10-13 18:46 UTCComment

   I used to feel this way about my manager and their reviews as well - feedback seemed nitpicky and tedious. I would recommend having a meeting with your director to get aligned on best design practices as a practical solution for you. Asking them for additional training resources into design practices could be another one. You may be surprised to find how much more you can elevate your work from "good and has the information".

3. 2026-10-13 17:23 UTCPost

   Micromanaged - I work as a corporate designer of learning and while I am well aware of edits and re-editing I have a director who will micromanage our team to the point of redesigning work that we have done ourselves far into the process. The work is good, it has the information needed to serve its purpose but it’s to the point I am weary of making any design decisions because I know the director is going to change it or oppose it anyway. I’ve spoken to other directors in L+D in similar roles and they delegate and trust in their team. How do you navigate this?

4. 2026-10-12 21:17 UTCComment

   Based on what you've told us, it's obvious that the problem isn't with you. It's with your Director who does not know how to use this staff to the best of their abilities. So, how do your protect yourself? Don't let your lack of degree be a game-changer. You've gotten some recognized certifications and built some content. That's a great start. Are you able to enroll in an ID certificate at a local university? That can help grow your expertise in educational psychology, theory, and adult learning. Certificate programs at public universities (esp at the undergrad level) can cost less than professional programs PLUS they give you academic bragging rights. Next, start working your network. Do you have a local ATD chapter? If so, attend meetings and get to know some peers. Check out their job board; it's usually available online to non-members. Talk about your accomplishments and subtly let your network know you're open to opportunities. Do you have skip levels with your boss's boss? If not, try to get on their radar. If you're the one who's been holding up the department then lean into that. If a reorganization is on the horizon, your boss may be closer to the chopping block than you are. No matter what happens at an enterprise level, work still has to get done. Position yourself as the ultimate worker bee, and show your value-add. Creating a niche for yourself while also keeping your head up for new job openings can be the strategy that gets you from here to there while keeping the paychecks flowing. Good luck!

5. 2026-10-12 19:55 UTCPost

   Fellas and ladies… am I screwed? - I’ve been in a training role for 3, almost 4 years now. I was the only one on the team my first year and did so much including hosting, facilitating, and creating ILTs/vILTs. I was hired on as a “training expert”, with zero experience, degrees, or certifications. I’ve bootstrapped my way through so much of this field. I’ve got a slew of certifications from multiple accredited providers (ATD/AIHR/DDI/BC). I’ve built e-learnings using Camtasia (first two years) and Rise (past 2 years). Hell, my first 30 days it was my job to talk to an LMS provider and pick one for our 3000 employees. I integrated them with our HRIS, handle support tickets, and of course do courses, analytics, etc. I do so freaking much, but other than certs, I don’t have a degree with seems to be required by most employers. My first year, we hired an ID (yay!), except they only work on one-pager materials. I have no idea why the Director limits him to this role, but it is what it is I guess. My second year, we hired two “training specialists”, who now assist me in hosting and creating e-learnings and ILTs. My 3rd year we hired another person, she’s awesome “learning PM”. She brings 20 years of experience and has her hands in everything.. as she should. Our department is now 6 people, all oversaw by the Director of L&D. I thought everything was going good until 3 weeks ago when she said we needed to make a document that justifies our position. It’s been no secret that the company, now 7000 employees, hasn’t been doing good. 3 months of losses and I’m thinking that we might get laid off. I’ve been applying to jobs ever since with no luck. Am I barking up the wrong tree? It seems degrees are required, which I have none. Any support out there would be greatly appreciated.. I’m a Swiss Army knife but I’m thinking my time is coming.