| | SEPTEMBER - 2023MANAGEHRMAGAZINE.COM8In MyOpinionCompanies thrive when they recognize the crucial role of having highly capable employees in their ranks. By having talented L&D professionals seated and engaged at the decision table, companies can tap into their expertise to empower employees for enhanced personal and work satisfaction, and performance. These professionals contribute significantly to all aspects of enabling individuals to reach their full potential, helping to create a thriving and dynamic work environment. A full partnership with L&D can unlock the full potential of an organization's workforce to achieve remarkable success. One L&D role that may be sitting in your wallet is the Instructional Designer who can help you build culture, advocate brand, and strengthen organizational capabilities. So open your capabilities wallet and take a look at an undiscovered or under-utilized role in your organization.An Instructional Designer (ID) might be found in different slots of a wallet but three ways to fully enable the ID role include: 1. Hiring well and letting them do what they do best 2. Providing standards with an ID's input, and structure to move through their processes3. Getting to know your instructional designers and understand their needsHow do you attract and select high performing Instructional Designers?Keep in mind that most instructional designers have a portfolio of work samples or courses available to review. These courses demonstrate a designer's ability to produce from simple courses using a template, to more sophisticated techniques for retention and outcomes, or advanced immersive learning experiences. Here are a few suggestions which have resulted in strong ID hires.· Iterative job descriptions and planned development for future skills- L&D nomenclature changes and using outdated terms in job descriptions when recruiting becomes unattractive to more experienced ID candidates. This role is becoming more technical with specialized skills such as learning architecture, prompt engineer, etc. The L&D leader is most useful in this area when they understand what IDs really can do to impact the learning process and obtain outcomes that enhance performance. IDs don't just add content to a library or create an inert knowledge bank; they create WHAT'S IN YOUR WALLET FOR GROWING CAPABILITIES?By Susan Keehley, Director, Learning & Development, Acceptance InsuranceSusan Keehley
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