Leadership development is critical in any profession, including in learning and development (L&D). Leadership in L&D shares many similarities with leadership in other functions but also has unique challenges. Certain skills — like strategic planning, team building and business acumen — become even more critical as you move into an L&D leadership role.

Understanding the Shift in Responsibilities

Transitioning from an individual contributor to a leadership role requires a significant shift in focus and responsibilities. First, you must shift from task- to strategy-focused as your role shifts from executing training programs to aligning them with long-term business objectives. This transition requires thinking beyond day-to-day execution to create sustainable, long-term impact.

Your responsibilities also shift from managing projects to managing people and resources: You’re now tasked with guiding teams, managing vendors and allocating resources effectively, including subject matter experts (SMEs) from other departments.

Developing a Strategic Mindset

Strategic thinking is one of the most critical training manager competencies. Aligning L&D initiatives with organizational goals ensures your efforts address business needs and drive measurable impact. You’ll need to focus on prioritizing efforts that produce the greatest results.

To develop a strategic mindset, start by collaborating with other departments and understanding organizational objectives. When you engage with stakeholders, you’ll gain clarity on their priorities and build alignment. You can also use frameworks like SWOT analysis to structure your approach and track progress.

You’ll also need to develop a deep understanding of the business side of L&D, including the costs and value your team brings. Given L&D’s role as a service department, you’ll need this understanding coupled with influencing and negotiating skills to position yourself as a strategic partner rather than an order-taker.

Team Building and People Management

Transitioning from peer to leader can be challenging. Focus on building trust and fostering a collaborative team environment. You’ll need to coach, mentor and motivate team members to grow their skills and confidence, which means you will likely need to work on developing those skills.

Managing resources in L&D also involves coordinating across vendors, internal teams and SMEs. To do so effectively, you’ll need to understand the nuances of these relationships and how they fit together as well as flex your strategic alignment and process-optimizing skills to coordinate work and build relationships.

Steps to Prepare for the Next Level

1. Assess Your Competencies: Evaluate your strengths and gaps honestly. Create a plan to address areas for growth.
2. Voice Your Intent: Share your leadership aspirations with supervisors and key stakeholders. Practice articulating why you’re ready and seek feedback on how to demonstrate readiness.
3. Promote Yourself: Ensure your work is visible and recognized. Share successes and impact to build your credibility.
4. Seek Mentorship: Learn from leaders in roles you aspire to. Their insights can help you navigate the transition.
5. Volunteer for Leadership Projects: Take on initiatives that showcase your ability to lead and deliver results.
6. Develop Your Skills: Enroll in courses or programs focused on leadership development.
7. Apply: Putting your name in the hat for internal or external positions is an essential step to moving forward.

Overcoming Common Challenges

Along your way to leadership, you’re likely to encounter some common challenges, including imposter syndrome, prioritization and decision making. It’s natural to feel uncertain in a new role. Combat imposter syndrome by reminding yourself of your achievements and focusing on continuous growth. You may also struggle to balance strategic priorities with operational demands — work on delegating and setting clear priorities. Finally, leadership often requires making decisions without complete information — it’s important to recognize when the cost of indecision is greater than a wrong decision and to stay open to changing your mind when needed.

Transitioning into an L&D leadership role is both challenging and rewarding. By understanding the shift in responsibilities and developing key leadership skills, you can confidently step into that next level.