In this episode of the Training Impact Podcast, host Jeff Walter sits down with two seasoned leaders from Learning Designs, Inc. (LDI): Mary Carter, Founder and President, and Julie Hiatt, Manager of Business Development. Together, they explore how decades of experience in instructional design, workforce development, and corporate training can be applied to today’s biggest challenges—skills gaps, turnover, and preparing organizations for the future of work.

Mary shares her journey from working in GM’s Department of Education and Training to launching Learning Designs. Her motivation was clear: she saw that outside consultants often had more influence than internal staff, and she wanted to make a broader impact by helping organizations from the outside in. That entrepreneurial leap gave birth to LDI, which has now partnered with industries ranging from automotive and energy to IT and workforce boards.

Julie adds her perspective from nearly 30 years with the company. Starting at the front desk, she grew into leadership by embracing variety—managing projects, consulting with clients, writing proposals, and leading implementations. Her career path highlights one of the benefits of working in a smaller, nimble organization: the ability to wear many hats and contribute across functions. For Julie, what has kept her engaged is the chance to learn continuously while solving real client challenges.

A major theme of the conversation is apprenticeships—both traditional and emerging. Mary and Julie explain how apprenticeship models, once largely associated with skilled trades, are now being applied to professional roles such as career counselors, IT specialists, and public workforce staff. By mapping competencies, creating structured curricula, and combining online coursework with supervised on-the-job training, LDI helps organizations create “learn and earn” pathways. This approach not only equips workers with skills but also lowers turnover, since employees feel invested in and valued by their employers.

The apprenticeship discussion also raises important points about equity and access. Traditional licensure paths often require unpaid internships, making them inaccessible to many. By contrast, apprenticeships allow participants to earn wages while learning, a model that resonates with today’s workforce and helps close the skill gap. Julie shares her personal connection to the topic: her own son advanced through a sheet metal apprenticeship, demonstrating firsthand how effective these programs can be.

The episode then shifts to communication and soft skills. Mary emphasizes that while technology, tools, and delivery methods evolve, core challenges like communication remain stubbornly persistent. Good instructional design requires matching methods to learning objectives: theory may be taught online, but practicing interpersonal skills often requires face-to-face interaction, coaching, and feedback. Julie builds on this by pointing to the potential of AI and avatar-based simulations to create safe spaces for practicing difficult conversations. They agree that the role of learning and development (L&D) is not just teaching new technologies, but guiding organizations through cultural change—helping employees understand the “why,” not just the “how.”

Jeff, Mary, and Julie also explore the enduring tension between knowledge acquisition and skill development. L&D has long excelled at sharing knowledge, but helping learners translate it into real-world performance remains a greater challenge. Apprenticeships, coaching, and emerging technologies offer promising solutions.

The conversation closes on a personal note, reflecting the human side of learning. Mary jokes about Julie’s endurance races, while Julie shares her experience running mountain marathons in Leadville, Colorado. Their stories underscore a broader truth: lifelong learning isn’t confined to the workplace—it’s a mindset that applies to every challenge, professional or personal.

In summary: This episode is a masterclass in how thoughtful instructional design, modern apprenticeships, and a renewed focus on soft skills can help organizations thrive. Mary Carter and Julie Hiatt show that while training methods evolve, the fundamentals of engagement, practice, and relevance remain the same. For companies wrestling with turnover, workforce development, or cultural change, Learning Designs offers a proven partner ready to build solutions that last.

👉 Learn more about Learning Designs at www.learningdesigns.com