ATD Blog

Learn How to Manage Learning Programs

Tuesday, March 24, 2015

If you lead your organization’s TD or L&D function, you need to know how to develop strategic plans that are aligned with business objectives and strategies.

Throughout my career in talent development (TD), I’ve seen training budgets wax and wane as business conditions change. Yet one thing hasn’t changed (in good times or bad): The need for TD and learning and development (L&D) professionals to offer services that align with business objectives and enhance the organization’s performance. Indeed, any TD or L&D function that does otherwise helps create situations that make training budgets appear expendable.

  • How do TD and L&D professionals identify business objectives and what services are most important to the organization? How do they link their strategies to business needs?

  • How do they learn to use resources most efficiently, and how do they measure effectiveness?

These questions and many more are explored in ATD’s Managing Learning Programs certificate program.


If you are the head of your organization’s TD or L&D function or hope to be some day, this program will help you develop strategic plans that are aligned with business objectives and strategies. Additionally, you’ll learn all aspects of managing a learning function—including essential processes, resources, and evaluation measures—and relationships with key stakeholders, such as executives, HR, and so on.

Because of the strategic view taken in the program, participants are expected to have some basic knowledge of L&D. For example, the program looks at ADDIE’s impact on the role of the learning program manager, so participants should be familiar with ADDIE. The supplemental reading provided will help familiarize you with, or refresh your knowledge of, some of the basics.

If you are excited about optimizing the impact that learning has on your organization, you’ll want to attend Managing Learning Programs.

About the Author

As principal of Barbara Goretsky Consultancy, Barbara provides consultative services to corporate clients in the areas of talent and leadership development, executive coaching, learning programs in HR-related topics, and team development and effectiveness. At her previous position with Northrop Grumman, she was responsible for supporting the corporate leadership development strategy, with particular emphasis on designing, developing, and running Northrop Grumman’s core leadership development programs. Additionally, she designed the CEO’s annual leadership conference, 360-degree feedback processes, coaching and mentoring initiatives, and various competency models.  Barbara holds a BA and an MA from the Pennsylvania State University in journalism and speech communications, and a second master’s degree in human resources from American University. She is also a graduate of UVA’s Executive Education Program on Management Development, TRW’s HR Executive Programs at Cornell University and the University of Michigan, and Northrop Grumman’s HR Leadership Program at UCLA, and is certified as a Senior Professional in Human Resources and an Associate Certified Coach. 

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