l&d

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 4.2% — this entity appeared in 13 of 313 analyzed posts/comments in the seven days ending that day (28 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. 2026-10-12 16:18 UTCComment

   Doctorates aren't well-suited to going out and getting a jobs as an ID. As a hiring manager I'll take someone with experience before a doctorate all day every day. I have a Masters and am in a manager position over 2 IDs and 2 L&D Specialist roles (LMS administration, facilitation, and orientation coordination). I have been in L&D for 23 years. Since becoming a hiring manager, most of the people I have hired have ended up being former teachers, BUT, I do generally require they have some other experience in-between and they need to have experience with Rise and other similar products. The ones who haven't have started in a coordinator position before moving up.

2. 2026-10-08 15:54 UTCComment

   Yeah the doomers underestimate the increase in demand. A lot of teams at my company want training but get told by L&D thet we don't have the resources.

3. 2026-10-08 10:27 UTCComment

   You will have a distinct advantage over most e-learning developers as you have a very good foundation in graphics design and UX (frankly, a lot of content created by instructional designers have no regard for layouts, typography, UI design, etc). Even as AI and AI authoring tools get more prevalent in the workflow, there will always be garbage in - garbage out content (e.g. slides fed to Synthesia, manuals fed to NotebookLM). Your disadvantage is not having experience in seeing which particular approaches work for specific types of situations. For instance, having good UI/UX fundamentals won't help if you're using e-learning to train motor skills like, say, riding a bike. It sounds dumb but there are MANY L&D "professionals" who will ask people to go through bullet points and slides of content to learn "presentation skills" or "performance coaching 101". Going to school to learn all the adult learning and instructional design fundamentals is definitely important. But I also suggest spending some time to read books while you're looking around for classes / courses. I would recommend: "Attention Span" by Gloria Mark; "Make it Stick" by Brown, Roediger and McDaniel; "Leaving ADDIE for SAM" by Michael Allen, and books about multimedia learning by Richard E. Mayer.

4. 2026-10-07 22:54 UTCComment

   They should be separate. Human Resource Management focuses on making sure the right assets are in place and follow company policies. L&D should be focused on developing skills, knowledge, and attitudes. It’s too easy for them to be refocused (reduced to) compliance and enforcement, not skills development.

5. 2026-10-07 21:42 UTCComment

   In very large orgs I’ve worked L&D is totally separate but that VP reports up the ladder to the VP of People/Culture or Global Talent i.e., an HR group. Small companies L&D was completely separate but then always had funding problems because the budget was an afterthought, not as important as other divisions. Neither way is layoff proof in this economy but I prefer being under HR to ensure you have the budget for the tools and staff needed. While in grad school I googled which super large orgs have CLOs because I thought oh yeah then the enterprise actually truly cares about L&D functions and the ID role so that must be the best place to work! Well, the only ones I actually remember having chief learning officers were Nike and PWc. There were others but none interesting enough to want to be there.