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Job outlook for training development directors in the United States
Are training development director jobs in demand?
Training development director job and salary trends over time
Training development director jobs over time
Training development director job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 2,350 | 0.00% |
| 2020 | 2,539 | 0.00% |
| 2019 | 2,526 | 0.00% |
| 2018 | 2,341 | 0.00% |
| 2017 | 2,263 | 0.00% |
Average training development director salary over time
Training development director salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $78,066 | $37.53 | +2.0% |
| 2024 | $76,520 | $36.79 | +1.8% |
| 2023 | $75,163 | $36.14 | +2.9% |
| 2022 | $73,077 | $35.13 | +2.3% |
| 2021 | $71,444 | $34.35 | +3.1% |
Training development director jobs by state
Most common states for training development directors
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | South Dakota | 869,666 | 331 | 38% |
| 2 | West Virginia | 1,815,857 | 496 | 27% |
| 3 | New Hampshire | 1,342,795 | 344 | 26% |
| 4 | Alabama | 4,874,747 | 1,230 | 25% |
| 5 | Maine | 1,335,907 | 331 | 25% |
| 6 | South Carolina | 5,024,369 | 1,165 | 23% |
| 7 | Louisiana | 4,684,333 | 1,017 | 22% |
| 8 | Oklahoma | 3,930,864 | 849 | 22% |
| 9 | District of Columbia | 693,972 | 153 | 22% |
| 10 | Montana | 1,050,493 | 222 | 21% |
| 11 | Alaska | 739,795 | 150 | 20% |
| 12 | North Dakota | 755,393 | 150 | 20% |
| 13 | Arkansas | 3,004,279 | 579 | 19% |
| 14 | Georgia | 10,429,379 | 1,840 | 18% |
| 15 | Kansas | 2,913,123 | 525 | 18% |
| 16 | Nebraska | 1,920,076 | 342 | 18% |
| 17 | Iowa | 3,145,711 | 535 | 17% |
| 18 | Wisconsin | 5,795,483 | 943 | 16% |
| 19 | New Mexico | 2,088,070 | 344 | 16% |
| 20 | Arizona | 7,016,270 | 1,085 | 15% |
Most common cities for training development directors
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Sierra Vista | 1 | 2% | $73,343 |
| 2 | Urbandale | 1 | 2% | $64,641 |
| 3 | Pomona | 1 | 1% | $99,003 |
| 4 | Stamford | 1 | 1% | $97,793 |
| 5 | Detroit | 1 | 0% | $68,330 |
| 6 | Rochester | 1 | 0% | $79,099 |
Training Development Director job outlook: Expert opinions
Our panel of training development director experts
University of Northern Colorado
Holy Family University
Texas Woman's University
Metropolitan State University
Ohio University
Appalachian State University
Millikin University
Oklahoma State University
The University of Texas at El Paso
University of Northern Colorado
Northern Kentucky University
Valdosta State University
Carolina Christian College
Western Oregon University
Tarleton State University
AACSB International
m3 Development
Thomas Endres
ProfessorUniversity of Northern Colorado
College of Humanities & Social Sciences
What Training Development Director skills would you recommend for someone trying to advance their career?
Thomas Endres: A gap year should not be an extended vacation. Yes, taking a break after graduation to recharge can be valuable, but remember to keep your head in the game. The best thing to do is a network. Set up informational (not the job) interviews with people who have the kind of job to which you aspire. Pick their brains and ask for their advice. Attend professional meet-and-greets. There are a number of free or low-cost virtual conferences going on where you can mingle with professionals. Showing up is half the battle. The next best thing is to continue your education. At the end of a gap year, you could enter the workforce with a certificate or two or be well on your way to a master's degree. That gives you an edge up on the competition.
What general advice would you give to a Training Development Director?
Thomas Endres: When looking at job opportunities, look at more than just the dollar figures. Never underestimate the value of benefits. A good health plan, money put into a retirement account, and a positive environment in which to work will ultimately serve you more than just the bottom line.
Finally, be kind to yourself. 2020 and COVID-19 saddled us all with unanticipated hurdles and stress. Engage in self-care. Breathe. Meditate. Heal.
A job consultant once gave me the best advice that I always pass on to my students. He was talking about the importance of self-awareness and making sure you were walking down your intended path. Better to take a lower-level job, heading the right direction, than a higher-paying gig on a path you don't belong. He said, "There is nothing more devastating than spending your life climbing the ladder of success, only to find it's leaning against the wrong wall." That stuck with me.
My advice to the graduate? Find a job that fits your feet. Ask yourself, what kind of footwear do you see yourself in, and does your career path model that? For example, I only wear cowboy boots. Higher education was a good route for me because a sport coat with boots and jeans is considered dressed up! I wouldn't fit into the metro-corporate scene because I don't own, nor would I wear wing tips. What do you want to wear? Penny loafers? Mary Janes? Boat shoes? Heels? Tennis shoes? Crocs? There is a market and an environment out there for whichever you choose.
Dr. Geraldine Fitzpatrick-Doria
Assistant ProfessorHoly Family University
School of Education
What are the biggest trends we'll see in the Training Development Director job market given the pandemic?
Dr. Geraldine Fitzpatrick-Doria: The pandemic has surely created the conditions for some specific trends in the K-12 educational arena. In my opinion, meeting the social and emotional needs of educators is paramount for both collective and individual success. I have been focusing on the topic of self-care for educators for the last eight years.
Currently I am at the final stages of completing a self-care book for educators that will hopefully be out this Spring. Now more than ever, educators need tools and strategies to be able to address the myriad of stressors that come at them daily. Additionally the ability to demonstrate flexibility will serve all.
Addressing skills and competencies, educators have been quickly immersed into a sea of technology. Some have been able to ride the wave and many are drowning. Schools and organizations have been addressing this challenge and they must continue to be very specific in both the content and the process of their professional development and teacher training.
Coupled with diving into the research and literature around self-care I have been following the number of teachers across the state of PA and across the country. Teachers are leaving the profession at an alarming rate with many teachers leaving during their first five years in the field. A parallel path is showing the college students are not choosing teaching as a profession and this is reported through the decreasing number of teaching certificates issued each year. As we look at retention, we must also look at recruitment. The majority of our current teaching profession across the country and across the state of PA are white women. We must connect with our high school students to begin to get students interested in the possibility of teaching as a profession and we must address diversity during this most important work.
I am the faculty advisor for Holy Family University's Aspiring Educators Club. When I spoke with my students last year all but one told me that when they announced in high school that they were interested in becoming a teacher everyone told them not to do it (parents, teachers, counselors, classmates). One student said that her uncle promised to buy her a car if she picked a different profession. A shift must occur. We must find a way to tap into the hearts of the next generation of educators.
What Training Development Director skills would you recommend for someone trying to advance their career?
Dr. Geraldine Fitzpatrick-Doria: If a graduate needs to take a gap year, I would recommend that they spend this time learning about themselves and learning about what is going on out in the field. As I coach aspiring educators I share with them that the teacher and the organization must be a match. It's almost like a marriage with intentional alignment of core values, principles, vision, educational philosophy and community. During a gap year I would encourage aspiring educators to spend some time focusing on themselves and thinking about where they would like to work and what they would like to do within an organization. Are they interested in public, private or charter school structures? Are they interested in urban or suburban? Are they interested in virtual or brick and mortar? Are they interested in progressive or traditional? During this time the pre-service educators can think about what would work best for them and begin to explore schools, districts, and organizations to see which one would match who they are as a personal and a professional educator.
I would encourage them to network and talk to as many educators and leaders as possible. Golden nuggets of wisdom can be found in every interaction and every conversation. Volunteering is also an excellent strategy. They can immerse themselves directly into schools and feel and breath the climate and culture. They can also review curriculum and teaching and engagement strategies. There's nothing better than being in the thick of it and observing everything. Through these experiences they can see what resonates with them and what they want to ensure they do not choose.
Finally as an advocate for self-care, I am passionate about sharing self-care strategies and plans with all pre-service educators that I meet and teach. Let's prepare our future educators so that they don't leave within the first five years of their teaching career.
What general advice would you give to a Training Development Director?
Dr. Geraldine Fitzpatrick-Doria: Having been a teacher for 19 years and an administrator for 15 years prior to entering into higher education I have pages of advice LOL! I would share everything I discussed in question #2. I would also encourage them to never stop learning. Being a life-long learner is absolutely essential for continued success. I would strongly recommend diving deeply into cultural competency and to learn as much as they can both about themselves and the communities they hope to serve. Learning about our bias and our points of viewing the world and learning as much as we can about others creates the conditions to build amazing classroom experiences for our students.
Peggy Malone
Associate Professor, Program CoordinatorTexas Woman's University
College of Professional Education, Department of Teacher Education
Will there be an enduring impact of the coronavirus pandemic on Training Development Directors?
Peggy Malone: The experiences from the Coronavirus pandemic over the past several months will shape the approach teachers and school leaders pursue in planning, teaching, and leading student learning. The heightened importance of focused processes and being flexible throughout schools will also impact the work of today's educators. It is inevitable that technology will also play a greater role and impact education graduates entering the workforce in 2021. I believe one of the greatest impacts on graduates will be the ability to be resourceful and responsive in a changing school environment. The ability to recognize the emotional, social, and learning needs of students while responding quickly with clarity and care drives the work in schools. New graduates must be able to contribute immediately to this concentrated focus.
What type of skills will young Training Development Directors need?
Peggy Malone: The expanded role of technology in schools is a skill set that young graduates should be knowledgeable in and growing to best support their daily work. Additionally, education graduates should be focused on strengthening an ability to design and manage technology driven experiences connected to the core student learning needs. Collaboration across disciplines can assist young graduates with this challenge. Additionally, it will be essential for young graduates to actively practice putting the student or client first in planning these technology driven experiences. This may require graduates to invest additional thought, creativity, and reflection to respond accordingly, but the results will be worth their efforts.
Will there be an enduring impact of the coronavirus pandemic on Training Development Directors?
Dr. Crystal Fashant: Yes, I believe there is likely to be an enduring impact on graduates, but the depth and breadth remains to be seen. Of course, hiring practices have been upended in our current environment, probably not unlike some of what we saw in 2009. Virtual work environments have moved from the fringe to the norm in the span of a few months, although we need to remember that not everyone, even with a degree, will have the opportunity to work from home.
How have graduates been impacted? Quite unfortunately, networking opportunities have suffered. For example, finding opportunities to meet future colleagues and make career connections in a low-stakes environment, like conferences or local chapter events, has been made much more difficult in the pandemic. My advice would be to look for unique ways to connect with those who are working in your desired sector of work. Be an engaged citizen. Attend your local city council meetings in a virtual format. Apply for a fellowship. Watch for opportunities to earn CEUs or training certificates that can be added to a resume.
Try to understand your local public agency job forecasts. For example, here in Minnesota we can see a shortfall of public sector workers on the horizon. Even if you can't land that perfect job immediately, look for ways to increase your knowledge and skills in the sector(s) that appear to have the most demand in your area, so you are ready when those "perfect jobs" begin hiring again.
Will there be an enduring impact of the coronavirus pandemic on Training Development Directors?
Marcquis Parham: Absolutely, this generation of graduates has experienced an event that has no comparison to one from the past. Generation Z was inclined to use technology for communication, but never has the world articulated that as mandatory until recent times. Changing industry trends as well as the impact on socialization of the workplace will allow this new generation to have a new perspective on work, leisure, and life in general.
What type of skills will young Training Development Directors need?
Marcquis Parham: Resiliency, Adaptability, and Innovation are key in today's workforce. Past generations have shown that the average graduate needs to be ready to change careers on average 3-5 times prior to retirement, and current trends can only continue to expand this phenomenon. The current workforce are inclined to the upcoming generations for ideas and solutions. Creativity and innovation are coveted in today's workplace.
What experience really stands out on Training Development Director resumes?
Marcquis Parham: Transferable Leadership Skills: We believe that transferrable leadership skills such as the ability to demonstrate innovation, adaptability, intercultural competency, and interpersonal communication help our students excel in society. At Ohio we believe in higher education and the development of leaders and change agents. This is common to all of our student body, in every major department and university college.
Dr. Patrick O'Shea Ph.D.
Associate Professor, Instructional Technology, Ed Media Program DirectorAppalachian State University
Department of Leadership and Educational Studies
Will there be an enduring impact of the coronavirus pandemic on Training Development Directors?
Dr. Patrick O'Shea Ph.D.: I can almost guarantee that there will be an enduring impact on our graduates. The nature of education will be changed dramatically based on the experience of the pandemic, and our graduates will be aware of these changes in a practical sense. We have talked about widespread distance education in a conceptual way in our courses, but it is different to see this in practice in their day-to-day lives. That practical experience will change their perceptions of what is possible and probable.
Additionally, if the institutions successfully move beyond the "survival" stage of pandemic response, then the educational system could look entirely different based on this experience (for example, more teacher planning days while students work remotely or less acceptance of passive resistance to integration of technologies based on "doing things the way I've always done them" kind of thinking).
Carrie Pierson
Senior Director, ADA CoordinatorMillikin University
Center for Academic and Professional Performance (CAPP)
What type of skills will young Training Development Directors need?
Carrie Pierson: Graduates will need to have skills in virtual interviewing. Graduates will need to pay more attention to their body language and show enthusiasm over Zoom or other online platforms. Many employers have found virtual interviewing more convenient and cost-effective.
Graduates will also need to have a designated space available to work from home. The need to be flexible with a hybrid work environment is possible, going into the office one or two days a week and then working the other days remotely.
What experience really stands out on Training Development Director resumes?
Carrie Pierson: Any experience that matches or closely relates to the "buzz words" in the job descriptions. The key is for applicants to show how they have transferrable skills and can apply those to the job they are applying for.
Additionally, work experience that stands out are experiences that show diverse experiences and diverse skills, learned from the job. Applicants should use a variety of verbs when describing their different job responsibilities.
Lastly, one key point that has already been mentioned is that applicants will need to show that they are flexible. Especially after 2020 - employers are going to be looking for applicants that excel in being flexible and adaptable.
What Training Development Director skills would you recommend for someone trying to advance their career?
Lynn Boorady Ph.D.: Gap year students could travel - become comfortable in different cultures, add to their life experiences, learn from other points of view. This is very important in user-centered design and the internet, allowing you to reach a global consumer base. Students could also increase their computer skills - keep learning applicable software for their interest area. Adobe Creative Suite is a good start, but fashion and interiors also rely on 3D capabilities. Take a freelance position - many of my students received job offers after working freelance for a company. Keep networking - get on LinkedIn, attend the many free or low-cost webinars available from professional companies, meet people already in the field, stay in touch with college friends who are in the industry.
Alyse C. Hachey Ph.D.
Co-Chair of the Department of Teacher Education Division Director of BELSS [Bilingual Education, Early Childhood Education, Literacy & Sociocultural Studies] Associate Professor- Lead Early Childhood Education Co-Director- College of Education MakerspaceThe University of Texas at El Paso
College of Education
What type of skills will young Training Development Directors need?
Alyse C. Hachey Ph.D.: The #1 skill/knowledge set that elementary education graduates are going to need in the next couple of years is high levels of responsive classroom management. Given the year spent virtual/semi-virtual, I realize that most people will think that being technologically savvy will be important. And I don't discount that. However, more critical is going to be well-prepared teachers who can help young children re-acclimate to doing school in school. The changing nature of social interaction (and, in many cases, lack of socialization) that young children are facing during the pandemic is likely to have a profound impact on children's social/emotional development for years to come. Teachers engaged in child guidance, based on a deep understanding of relationship building and the know-how to create positive social environments, are going to be key for fostering children's success post-COVID 19.
Tamara Yakaboski Ph.D.
Professor & Program Coordinator, Higher Education & Student Affairs LeadershipUniversity of Northern Colorado
Department of Leadership, Policy & Development
What are the biggest trends we'll see in the Training Development Director job market given the pandemic?
Tamara Yakaboski Ph.D.: I hope we will see some redesigning of traditional jobs and paradigms to support learning and working as well as increase equitable access and diversity of opportunities. The pandemic has further brought to light racial and income inequities in our educational systems and communities. Thus, education graduates will need to have a foundational understanding of these inequities and how to create positive change for their communities through their jobs.
I would expect that employers will be attracted even more to employees with high emotional intelligence to help maneuver the changing job market and global economy shifts. High emotional intelligence requires inner/individual work of self-awareness, empathy development, and communication skills, whereas other skills are trainable on the job.
What technology do you think will become more important and prevalent for Training Development Directors in the next 3-5 years?
Danné Davis: While I embrace technology, I am likely underutilizing its capabilities. Technology, on the horizon, will likely be supported by or interfaced with 5G, perhaps 6G advances. Enhanced Mobile Broadband, Ultra-Reliable Low Latency Communication, and Massive IoT will likely increase augmented and virtual reality access. As much as I enjoy hardcopy "books," the text will likely shift video and online streaming platforms under 30min. Because much of tech is visual and audio, educators will need to "rev-up" their ability to use AND produce media in these forms. They'll also need to support learners in their tech application.
What type of skills will young Training Development Directors need?
Dr. Ginger Blackwell: Teaching is a "people" profession, so most importantly, teachers must care about their students and work well with others. Teaching is also very complex, and the best teachers possess a variety of skills, including the following:
-Effective communication skills
-Flexibility
-Creativity
-Collaboration
-Time management skills
-Problem-solving skills
-The ability to motivate/inspire others
How do you envision technology impacting Training Development Directors in the next 5 years?
Dr. Ginger Blackwell: Technology has always been important in education. The effective use of technology promotes student engagement and allows students to demonstrate their learning in ways they simply could not do without it (such as create a movie, podcast, etc.). The current pandemic, however, has made the technology even more crucial to the educational process. It has changed the way teachers and students interact and allowed students to continue with their education, whereas in the past, this would not have been an option. The pandemic has also emphasized inequities and revealed the importance of ensuring that all students have reliable internet access. In the future, I believe technology will continue to be utilized to offer different learning options to students and parents.
What technology do you think will become more important and prevalent for Training Development Directors in the next 3-5 years?
Dr. Denise Laverne Hill: The technology, I think, will become more important and prevalent in our field in the future will be the continued and improved use of innovative resources such as devices with video conferencing and interactivity capabilities, along with programs designed to integrate artificial intelligence for gathering information between individuals locally and globally. In the field of education, we are no longer limited to what we can do within the four walls of our classroom. We can now explore beyond the classroom, beyond our cities and states, and beyond our own country to collaborate with others on matters that will enhance our profession and provide experiences to our students they would not have otherwise. These are exciting times! Technology will continue to make innovative advancements that will help educators integrate even more creativity, critical thinking, communication, and collaboration into our curriculum that will help us produce dynamic, enthusiastic, productive, and knowledgeable learners of the 21st century.
Are there any particularly good places in the United States for Training Development Directors to find work opportunities?
T. Tyrone Tyson: Despite the fact, Biblical studies may seem to be a very narrow field in terms of a global economy. The interpersonal, cultural, and soft skills embedded in Biblical studies' discipline can be valuable in several career paths. For example, besides the apparent teaching and pastoring route, many global companies use diversity officers who require the same innate skill set at the core of Biblical studies. The United Nations, for example, currently is seeing candidates to fill the position of Chief of Diversity and Engagement. Among the many responsibilities is one that lies at the base of the place and the Biblical Studies discipline, "Demonstrated ability to share knowledge and experience, identify and disseminate good practices, and work effectively in a team setting and across organizational, cultural and national boundaries." These positions are typical in metropolitan areas such as New York, Atlanta, Dallas, and Los Angeles.
What general advice would you give to a Training Development Director?
Gregory Zobel Ph.D.: Pay attention to your relationships with people and networking. Learning how to build solid, professional working relationships will not only make your work-life flow more smoothly; those relationships may potentially benefit you in the future. Whether you learn about great professional development opportunities, new job openings, emerging technologies, or ways to increase your market value or efficiency, people are the best resource we have for growth. Additionally, being a kind, professional person who gets their work done makes you an invaluable team member, no matter where your work. Frankly, being the right person who is alert to their co-workers and colleagues can help you avoid workplace drama.
What technology do you think will become more important and prevalent for Training Development Directors in the next 3-5 years?
Gregory Zobel Ph.D.: Augmented Reality and Virtual Reality are already substantial, but the next couple of years will make these more affordable and more ubiquitous. Given the industry's massive investment in AR and VR, it's more than likely that educational technology will expand in these directions.
Dr. Sharon Ross
Assistant Professor, Coordinator, MEd, Superintendent ProgramTarleton State University
Department of Educational Leadership & Technology
What type of skills will young Training Development Directors need?
Dr. Sharon Ross: Future leaders in educational organizations will need to understand the meaning of coaching educators to "get better faster" as prescribed by Paul Bambrick-Santoyo (2016), execute the principles of coaching teachers, and pursue perfection as a means of intentional classroom improvement. These young graduates must enter the workforce with a working understanding of how to lead the charge of diving and digging deep into school and student data reading, analyzing, and searching for problems of practice, and then implementing high-impact instructional strategies to achieve the goals set forth.
Their skillset has to include the abilities to reason, solve problems, think at a higher level, collaborate and build teams as well as relationships, persuade, communicate effectively with a diverse group of internal and external stakeholders, motivate all stakeholders and encourage/promote parental and community involvement, hire the best and be a tech-savvy, data-driven leader, promoting success for all students, listen to others, follow the directions of a direct supervisor, and understand the policies and procedures of day-to-day operations.
How do you envision technology impacting Training Development Directors in the next 5 years?
Dr. Sharon Ross: Technology will always impact the field of education, as we have seen during the surge of COVID19. For this reason, over the next five years, educational leaders will need to be able to use technology to increase the equity among students, educators, and families being served; promote and provide necessary tools and resources for full digital citizenship; engage educators in building systemic plans and improving the daily use of technology in evaluation processes of such programs; increase knowledge and skills regarding the overall culture and growth mindset of utilizing technology to support its innovative use which grows and improves academic achievement as well as the educators personal and professional growth. More districts will create learning centers designed to teach technology, engineering, and computer science skills. Virtual student learning will increase and be made possible, no matter where they reside, and educational leaders and administrators will be efficient system designers as well as continuing their duty in operating as effective instructional leaders of learning.
What type of skills will young Training Development Directors need?
Caryn Beck-Dudley: The workforce has changed drastically in the last year, and these shifts pose new challenges and opportunities for young graduates. The difficulties these students and business schools faced in 2020 have shown us the importance of agility and adaptability in the future of work. Young graduates will need to hone their skills in managing a crisis and responding quickly to a changing situation. New graduates will also need to develop their "soft skills," in terms of building relationships virtually and navigating online platforms for work and team collaboration. With disruption as the new normal, these skills will set new graduates apart from their peers and help them serve their future teams, employers, and employees effectively. AACSB-accredited business schools prepare future workers to lead and excel in these uncertain situations, as well as provide high-quality, discipline-specific knowledge in fields such as accounting, marketing, and finance, among others.
Are there any particularly good places in the United States for Training Development Directors to find work opportunities?
Caryn Beck-Dudley: Business education prepares learners for success in whatever passions they pursue. This year's graduates, and future graduates, are entering a challenging workforce. We know that some industries will thrive during a pandemic while others will falter, but it's important to recognize that market disruption also brings new entrepreneurial opportunities. Business schools can help guide learners and employees looking for a career change or those starting a business to see these challenges as opportunities by using critical thinking, analytics, and problem-solving to increase their chance of success.
How do you envision technology impacting Training Development Directors in the next 5 years?
Caryn Beck-Dudley: Technology has drastically changed in the last year, thanks to COVID-19, and its evolution shows no sign of slowing down. As more programs, degrees, and jobs transition to an online environment, all of us can expect technology to impact almost everything we do in the business world. Many business schools were already offering online programs and are continuing to refine these programs, which are likely to become more prominent in the future. For AACSB-accredited schools, online programs require the same level of quality and standards as in-person programs. We are confident that AACSB-accredited programs, in all formats, successfully prepare graduates with technological agility to lead within any industry.
What experience really stands out on Training Development Director resumes?
Michael Baker: For graduates entering the job market, we look at any prior employment (part-time or full-time); what internships they have had, both paid and unpaid; their volunteer activities; accomplishments (i.e., GPA, Cum Laude, Gold Award, Eagle Scout, ROTC, leadership roles, etc.); and extracurricular activities candidates have had (clubs, intramural sports, NCAA student-athletes, study abroad experiences, sororities and fraternities, etc.). It is a better gauge for interest in working in the non-profit sector when candidates have had an internship with a non-profit organization and an internship outside the non-profit sector. Having experience as an intern at both a for-profit business and non-profit business (yes, non-profits are a business) is a great indicator that the candidate has had different experiences in both sectors helping to shape interests, views, ideas, skills, and the impact they want to make on the world.
I cannot highlight enough that ethics is the number one quality candidates must have; resumes should be clear, briefly descriptive, and accurate.
What technology do you think will become more important and prevalent for Training Development Directors in the next 3-5 years?
Michael Baker: The non-profit sector, like every sector, has been impacted greatly by technology. I believe innovation and disruption from technology is a key tool for making non-profits more efficient and effective. AI is already being used by the big non-profits and will become more common throughout our sector in mid-sized and small non-profit organizations when it is more cost-effective. The current, future and recent graduates are mostly Generation Z. This is the generation that was born into and has grown up with the internet and technology. The most important technology is and will continue to be online and mobile. Non-profits need to continue developing and investing in technology, tools, and support systems to meet the needs of their mission. Technology has brought us the internet, social media, the cloud, cashless forms of payments, automating work, evaluation tools creating dashboards that automatically monitor performance, electronic health records, and will continue to evolve. I believe machine-based learning and artificial intelligence are technology now and for the future. Technology that supports transparency, engagement, impact, and data analytics will be what is important in the next 3 to 5 years for non-profit organizations.