I Took ATD’s Training & Facilitation Certificate Course. Here’s What I Learned.

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Last month, I had the chance to step into the learner’s seat and complete ATD Education’s Training and Facilitation Certificate . While my role as a content specialist doesn’t involve training directly, I wanted to better understand what our industry professionals experience in their roles and what they are learning in ATD courses—with the hope of bringing that insight back to my own work. The Training and Facilitation Certificate is one of ATD’s most popular certificates, so it seemed like a fitting first course for me.

Last month, I had the chance to step into the learner’s seat and complete ATD Education’s Training and Facilitation Certificate. While my role as a content specialist doesn’t involve training directly, I wanted to better understand what our industry professionals experience in their roles and what they are learning in ATD courses—with the hope of bringing that insight back to my own work. The Training and Facilitation Certificate is one of ATD’s most popular certificates, so it seemed like a fitting first course for me.

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What I discovered was far more valuable (and fun!) than I expected. Or, you can watch me share my experience in this video.

What I discovered was far more valuable (and fun!) than I expected. Or, you can watch me share my experience in this video.

1. Anyone Can Benefit From This Course

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I knew going into this course that I might be a step behind the rest of the class due to my lack of facilitation experience. However, as someone who does not train others on a regular basis, I quickly realized how universal these skills are.

I knew going into this course that I might be a step behind the rest of the class due to my lack of facilitation experience. However, as someone who does not train others on a regular basis, I quickly realized how universal these skills are.

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I won’t go into too much detail on the actual content covered (you’ll have to check it out yourself!), but one part of the course involved different methods to prepare learning objectives. Two of the frameworks we learned were the ABCD and SMART methods. These are two different ways to determine what you want learners to get out of a program and great guidelines for communicating a program’s value to stakeholders. In my job, I can use these models to communicate the value of a new video series I want to develop, or when I edit a podcast episode, consider how the episode’s structure meets listeners’ “learning objectives.”

I won’t go into too much detail on the actual content covered (you’ll have to check it out yourself!), but one part of the course involved different methods to prepare learning objectives. Two of the frameworks we learned were the ABCD and SMART methods. These are two different ways to determine what you want learners to get out of a program and great guidelines for communicating a program’s value to stakeholders. In my job, I can use these models to communicate the value of a new video series I want to develop, or when I edit a podcast episode, consider how the episode’s structure meets listeners’ “learning objectives.”

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We also explored tools for managing audience behaviors, fostering engagement, addressing confusion, and structuring learning for impact. Even though I’m not in a classroom, I’ve already found ways to apply what I learned. For example, when moderating webinars, I now think about my ability to increase audience engagement.

We also explored tools for managing audience behaviors, fostering engagement, addressing confusion, and structuring learning for impact. Even though I’m not in a classroom, I’ve already found ways to apply what I learned. For example, when moderating webinars, I now think about my ability to increase audience engagement.

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It turns out, facilitation skills have a place in nearly every role.

It turns out, facilitation skills have a place in nearly every role.

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2. Training Doesn’t Have to Be Boring

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This takeaway might have you rolling your eyes and saying “duh!” Although seemingly obvious, a lot of us still sit through “training” that’s little more than a dated video followed by a multiple-choice quiz. It’s still what most people think of when they picture an upcoming training course they must attend. Thankfully, this program was nothing like that.

This takeaway might have you rolling your eyes and saying “duh!” Although seemingly obvious, a lot of us still sit through “training” that’s little more than a dated video followed by a multiple-choice quiz. It’s still what most people think of when they picture an upcoming training course they must attend. Thankfully, this program was nothing like that.

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The Training and Facilitation Certificate was grounded in collaboration and hands-on practice. We engaged in small-group discussions, created flowcharts, and completed facilitation exercises. One of my favorite activities was called “Jigsaw.” Here's how it works:

The Training and Facilitation Certificate was grounded in collaboration and hands-on practice. We engaged in small-group discussions, created flowcharts, and completed facilitation exercises. One of my favorite activities was called “Jigsaw.” Here's how it works:

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   You break everyone up into different groups. Each group learns a different facilitation technique.

   You break everyone up into different groups. Each group learns a different facilitation technique.

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   After each group has learned its technique, you re-mix the groups, so everyone has at least one person from each original group in their new group.

   After each group has learned its technique, you re-mix the groups, so everyone has at least one person from each original group in their new group.

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   Once mixed, each participant takes a turn sharing the facilitation technique that they had learned. This is an opportunity for us to teach and learn from each other. By the end, we all have five new techniques and plenty of practice applying them.

   Once mixed, each participant takes a turn sharing the facilitation technique that they had learned. This is an opportunity for us to teach and learn from each other. By the end, we all have five new techniques and plenty of practice applying them.

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This is one example of several activities we did. The practicums were active, creative, and genuinely fun—proof that learning experiences can (and should) be dynamic, allowing participants of all levels of expertise to have an enjoyable program and the opportunity to gain new insights.

This is one example of several activities we did. The practicums were active, creative, and genuinely fun—proof that learning experiences can (and should) be dynamic, allowing participants of all levels of expertise to have an enjoyable program and the opportunity to gain new insights.

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3. In-Person Learning Is Better Than Virtual

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Since I attended the in-person version of the course, I can confidently say: it makes a difference.

Since I attended the in-person version of the course, I can confidently say: it makes a difference.

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While virtual courses still have their benefits, I found the opportunities provided by the in-person structure invaluable. The level of interaction was higher than it would have been online; people were more comfortable freely sharing out loud, and there was a sense of camaraderie that could only be felt in the room.

While virtual courses still have their benefits, I found the opportunities provided by the in-person structure invaluable. The level of interaction was higher than it would have been online; people were more comfortable freely sharing out loud, and there was a sense of camaraderie that could only be felt in the room.

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Over three days, I built real connections with participants from across the country. We swapped stories about our work, shared photos of our families, and even explored the city together after class. Those informal conversations enriched the experience just as much as formal learning.

Over three days, I built real connections with participants from across the country. We swapped stories about our work, shared photos of our families, and even explored the city together after class. Those informal conversations enriched the experience just as much as formal learning.

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This wasn’t just for the extroverts—everyone found ways to connect. That sense of community is something you can’t fully replicate in a virtual setting. Even if you are someone who likes to observe and listen, rather than answer every prompt, you get a better experience in person. It makes a difference when you can grab a cup of coffee with a new friend on a 10-minute break, instead of muting your mic and shutting off your camera.

This wasn’t just for the extroverts—everyone found ways to connect. That sense of community is something you can’t fully replicate in a virtual setting. Even if you are someone who likes to observe and listen, rather than answer every prompt, you get a better experience in person. It makes a difference when you can grab a cup of coffee with a new friend on a 10-minute break, instead of muting your mic and shutting off your camera.

4. No Two Trainers Are Alike

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Before taking the course, I assumed most trainers had similar roles and approaches to facilitation. I couldn’t have been more wrong.

Before taking the course, I assumed most trainers had similar roles and approaches to facilitation. I couldn’t have been more wrong.

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Our cohort included people from technical fields, corporate L&D, consulting, and soft-skill coaching. Some people trained teams on heavy machinery; others worked one-on-one with emerging leaders. This mix of perspectives created rich discussions and real-time problem-solving.

Our cohort included people from technical fields, corporate L&D, consulting, and soft-skill coaching. Some people trained teams on heavy machinery; others worked one-on-one with emerging leaders. This mix of perspectives created rich discussions and real-time problem-solving.

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When one participant struggled to gain credibility at work, several others offered advice based on their own experiences. It also showed me where the gaps are for different trainers and reinvigorated me to develop content that benefits as many people in the industry as possible.

When one participant struggled to gain credibility at work, several others offered advice based on their own experiences. It also showed me where the gaps are for different trainers and reinvigorated me to develop content that benefits as many people in the industry as possible.

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The one thing everyone did have in common was just how eager they were to learn. I was reminded just how expansive and collaborative the L&D community truly is.

The one thing everyone did have in common was just how eager they were to learn. I was reminded just how expansive and collaborative the L&D community truly is.

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5. Great Facilitation Makes All the Difference

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I don’t think I would have enjoyed this course as much if it weren’t for our facilitator, Jen. Jen’s enthusiasm for the material, interest in each participant, and incredible facilitation skills made all the difference. It wasn’t just that she was good at her job—she truly embodied the lessons we were learning. Jen modeled engagement, empathy, and expert delivery throughout the course.

I don’t think I would have enjoyed this course as much if it weren’t for our facilitator, Jen. Jen’s enthusiasm for the material, interest in each participant, and incredible facilitation skills made all the difference. It wasn’t just that she was good at her job—she truly embodied the lessons we were learning. Jen modeled engagement, empathy, and expert delivery throughout the course.

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Jen didn’t just teach the material; she demonstrated it. When the lesson was “redirecting questions back to the audience,” Jen subtly did that herself. Or when we talked about establishing a positive environment, Jen had already created one within the first five minutes of the course. In addition, she welcomed feedback on her facilitation and pointed out when she felt she had fallen short on a specific technique. She provided her facilitation skills as examples and allowed us learners to dissect them.

Jen didn’t just teach the material; she demonstrated it. When the lesson was “redirecting questions back to the audience,” Jen subtly did that herself. Or when we talked about establishing a positive environment, Jen had already created one within the first five minutes of the course. In addition, she welcomed feedback on her facilitation and pointed out when she felt she had fallen short on a specific technique. She provided her facilitation skills as examples and allowed us learners to dissect them.

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That’s not just a good facilitator; that’s an amazing one. Watching her in action was a Masterclass in itself. And from what I’ve heard, that’s true of facilitators across ATD Education.

That’s not just a good facilitator; that’s an amazing one. Watching her in action was a Masterclass in itself. And from what I’ve heard, that’s true of facilitators across ATD Education.

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Final Thoughts

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Taking the ATD Training and Facilitation Certificate reminded me that learning never stops, no matter your role. Whether you’re an experienced trainer or someone simply curious about how people learn, this program offers tools and insights you can use right away.

Taking the ATD Training and Facilitation Certificate reminded me that learning never stops, no matter your role. Whether you’re an experienced trainer or someone simply curious about how people learn, this program offers tools and insights you can use right away.

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If you’re thinking about signing up for an education course, I would highly recommend this one. It’s great for trainers and facilitators with all levels of experience, and you are sure to leave hungry for more.

If you’re thinking about signing up for an education course, I would highly recommend this one. It’s great for trainers and facilitators with all levels of experience, and you are sure to leave hungry for more.

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As for me? I’m already eyeing the next course—maybe Instructional Design is up next.

As for me? I’m already eyeing the next course—maybe Instructional Design is up next.