The ‘Secret Weapon’ Hiding in Plain Sight: Why Your Next L&D Hire Should Be a Teacher

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Corporate Training needs a revamp

Let's face it: much of corporate training is lacking.

It's the "mandatory fun" of the business world. We've all endured the tedious 90-minute e-learning module that is merely a 50-page PDF presented as slides, ending with a quiz we could pass without taking the course. Similarly, we've attended webinars where a brilliant Subject Matter Expert (SME) reads their slides verbatim for an hour, resulting in a silent wave of email-checking and 'camera-off' multitasking.Companies invest billions in learning and development (L&D), yet many programs fail to alter behavior, improve performance, or provide any real ROI. They become exercises in compliance rather than competence.

Simultaneously, a vast pool of skilled teachers is leaving their profession, seeking new challenges and opportunities.This isn't mere coincidence; it's a market response to L&D's key issue. Hiring a former teacher for your Learning and Design specialist position is not just smart; it's potentially the greatest talent opportunity available today. Why? Because you gain a master of learning science who has spent years designing, facilitating, assessing, and refining learning experiences in extremely challenging environments.

1. They’re Masters of Instructional Design, Not Just Content Delivery

“What should the learner be able to do by the end?”

The biggest flaw in corporate L&D is equating content with learning. It often starts with an SME, like a top engineer, handing a 200-slide PowerPoint packed with technical jargon to the L&D team, saying, "Turn this into e-learning." The L&D team, acting as mere "order-takers," converts the deck, adds a quiz, and releases it.

This is content delivery, not instructional design.

In contrast, teachers are trained experts in a method that corporate L&D often glosses over: Backward Design. Teachers begin with a crucial question: "What should the learner be able to do by the end?" Not "what should they know?" but "what should they do?" This learning objective must be active and measurable.

Corporate L&D (The Wrong Way): "Learners will understand the new compliance policy."

Teacher's Approach (The Right Way): "Learners will be able to apply the S.T.A.R. method in a simulated feedback conversation."

After setting the goal, teachers proceed to assess: "How will I know they can do it?" This isn't a multiple-choice quiz; it’s a role-play, case study, simulation, or project requiring the learner to demonstrate the skill.Only after finalizing the objective and assessment do teachers plan the learning. Every video, activity, job aid, and reading is tailored to ensure the learner can meet that assessment and objective.This design-first method is revolutionary in corporate settings. A teacher-turned-designer asks, "What business problem are we solving?" and "What behavior must change?" They design for performance.

2. Differentiation is Their Default Setting

In business, we talk about "personalized learning paths." In education, it's called differentiation, a fundamental aspect of a teacher's daily work.Corporate trainers often find themselves with a room of salespeople at similar levels, while teachers face 30 diverse students, including gifted learners, those with learning disabilities, English language learners, and various levels of motivation.

Their goal is to ensure everyone achieves mastery. A "one-size-fits-all" lesson will guarantee failure.To succeed, teachers excel at scaffolding and differentiation.

Scaffolding: They break complex ideas (like your new sales methodology) into manageable steps, providing support and then gradually removing it as learners gain confidence.

Multi-Modal Content: They understand that people learn through reading, watching, listening, and most effectively through doing. A teacher-designed program includes a blended-learning ecosystem: short videos, group discussions, case studies, and quick-start guides.They create multiple learning paths to the same goal, accommodating learners' needs.

3. They Are Elite Facilitators Who Can Actually Manage a Room

Think Zoom fatigue is tough? Imagine keeping 25 teenagers engaged for 50 minutes before a holiday break.Many corporate trainings are led by SMEs who are experts in their field but poor presenters, talking at their audience.Teachers, however, are professional facilitators. Their role is to cultivate a culture of psychological safety, manage the classroom, and promote active engagement. They instinctively know a fundamental rule of learning: the one speaking is the one learning.That's why teachers never lecture for 90 minutes straight. They incorporate:

Active Learning: Polls, "think-pair-share" activities, Socratic questioning, and breakout discussions that engage learners with the material rather than just presenting it.

Constant Checks for Understanding (CFUs): Teachers constantly assess understanding during learning, not just at the end.

Classroom Management: This is their superpower. They skillfully handle dominant participants and draw out quieter students, ensuring discussions stay on track.

4. They’re Already Data-Driven and Iterative by Nature

How do you know if your training was effective? This crucial question often results in a post-course "smile sheet" asking about enjoyment and presenter engagement—almost useless data that fails to indicate if actual learning or behavior change occurred.

Teachers are adept at real assessment, mastering formative assessment to check understanding throughout the learning process, not just at the end. They gather ongoing, low-stakes data through exit tickets, quick polls, and observations.

This mindset can transform a company. A teacher-turned-designer won’t just launch a course and walk away; they will analyze data from the Learning Management System (LMS) and adjust based on insights.

If 70% of employees get a question wrong in the compliance module, a traditional L&D person might blame the employees. In contrast, a teacher will reassess the design, saying, "This indicates my explanation was unclear," and will revise the course to enhance clarity.

Hiring a teacher means you’re not just getting a career-changer; you're bringing on a specialist with deep pedagogical skills, empathy, and an ingrained understanding of how human beings truly learn.