When most people hear the word “apprenticeship”, their minds jump to electricians, plumbers, or carpenters. But what if the apprenticeship model could be applied far beyond the skilled trades—to IT, healthcare, customer service, and even government roles? That’s exactly the vision of Learning Designs, Inc. (LDI), a training and workforce development company led by Mary Carter and Julie Hiatt, who joined host Jeff Walter on a recent episode of the Training Impact Podcast.
This episode is more than a conversation about training—it’s a look at how two seasoned leaders have spent decades shaping how organizations approach skill-building, career pathways, and the future of work. And it’s a story every L&D professional, training manager, and workforce development leader should hear.
Mary Carter, Founder and President of Learning Designs, didn’t set out to become a training entrepreneur. After completing her master’s in education, she started her career with the Boys and Girls Clubs of Michigan and then moved into GM’s Department of Education and Training. But she quickly realized something important: external consultants often had more influence than internal staff when it came to sparking organizational change.
Rather than stay confined within a massive corporation, Mary decided to start her own firm—a bold move that gave her the chance to tackle a variety of projects and make a broader impact. Today, her reputation is built not just on her legendary “red pen,” but on her ability to think big, solve systems-level problems, and design training programs that work in the real world.
Julie Hiatt, Manager of Business Development, came to Learning Designs from an entirely different background. A former paralegal, she started at the front desk nearly 30 years ago and worked her way into leadership by embracing variety. Over the years, Julie has worn almost every hat imaginable: proposal writer, project manager, consultant, client strategist. Her favorite Henry Ford quote—“Whether you think you can or you think you can’t, you’re right”—reflects her growth mindset and commitment to continuous learning.
Together, Mary and Julie embody the kind of long-term partnership that’s rare in today’s workforce. They’ve built Learning Designs (LDI) into a trusted partner for industries ranging from automotive and IT to energy and public workforce boards.
One of the most compelling parts of the podcast episode is the discussion around apprenticeships in non-traditional fields.
Traditionally, apprenticeships were associated with skilled trades—plumbers, electricians, millwrights. But as Mary explained, many professions require structured, on-the-job learning paired with formal coursework. Public workforce boards, for example, now sponsor apprenticeships for career counselors and other professional staff. These programs mirror the structure of trade apprenticeships:
This model—learn while you earn—addresses one of the biggest barriers in education: affordability. Instead of taking on crushing debt or unpaid internships, apprentices can support themselves financially while advancing their skills. As Julie shared, even her own son benefited from a sheet metal apprenticeship program that gave him immediate income, real experience, and a clear career path.
Another theme from the conversation is the enduring importance of communication skills. Mary noted that while training delivery methods have evolved—from in-person classes to eLearning and now AI-enabled simulations—the core needs remain the same.
“Some of the biggest training challenges haven’t changed in decades,” she said. “If you asked me what the top need is in most organizations, I’d still say communication.”
Her point is clear: tools may change, but the fundamentals of effective training remain rooted in understanding the skill being taught and choosing the right methodology. Some concepts can be delivered online, but others—like communication—require practice, feedback, and often face-to-face interaction.
Julie added that emerging AI tools may eventually help simulate challenging conversations, providing a safe space for learners to practice before they encounter real-world situations. But no matter how advanced the technology, L&D’s role is to help people understand why a skill matters and create opportunities to apply it.
So what happens when these apprenticeship models are implemented? Mary shared results from programs in public workforce centers: turnover, historically sky-high in customer service roles, dropped dramatically. At the same time, those centers reported the highest performance rates in their state.
While Mary is careful to note that correlation isn’t the same as causation, the evidence is strong: when employees know their organization is investing in their growth—allocating time, money, and mentorship—they are more engaged and more likely to stay.
Julie pointed out another success factor: leadership. Apprenticeship programs thrive when leaders champion them, creating a culture where development is valued and supported. In fact, demand has been so strong that Learning Designs is now working on master’s-level and executive-level apprenticeships, giving professionals even more opportunities to grow.
The conversation closed with a forward-looking discussion about AI and its potential in training. While most people think of AI as a tool for faster content development, Julie and Mary see the bigger opportunity in culture and change management.
“All learning is change,” Julie observed. “Our role in L&D is to help people be comfortable with that change.”
Mary echoed the sentiment, reminding listeners of the importance of the “WIFM”—What’s in it for me? Adult learners need to see relevance before they will engage with new tools or processes. L&D professionals, therefore, play a pivotal role in framing technology adoption not as disruption, but as opportunity.
To dive deeper into Learning Designs’ approach, we’ve created a companion case study titled “Reimagining Apprenticeships Beyond the Skilled Trades.”
The case study details:
It’s a practical resource for any training manager or L&D leader exploring how to adapt apprenticeship models in their own organizations.
For training professionals, the takeaways are clear:
This episode with Mary Carter and Julie Hiatt is a masterclass in rethinking workforce development. If you’re a training leader looking for inspiration and practical strategies, don’t miss it.
👉 Listen to the full episode of the Training Impact Podcast featuring Learning Designs.
👉 Download the case study: Reimagining Apprenticeships Beyond the Skilled Trades for a deeper dive.
👉 Learn more about Learning Designs, Inc. and their innovative approach at www.learningdesigns.com.
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