Building a Strong Training Strategy

If you’re new to training, it can be tough trying to figure out exactly what to do to ensure success. Getting the basics down, however, will give you the confidence you need for all your training needs.

It’s important to do things right from the beginning and will ensure success for years to follow. Building a strong training strategy doesn’t have to be difficult, especially when you know exactly what should be implemented in your training and why. Be sure to keep the following 4 things in mind and you’ll have the foundation you need to build the success you desire.

4 Things to Ask Yourself When Building Your Training Strategy:

As you begin the often intimidating task of building a successful training strategy, be sure to ask yourself the following questions before you begin. They’ll leverage how things are organized and offer insight into what will work the best as you begin to put together your training.

1. Are You Training Internal Employees or External Customers?

Who exactly is your audience? Your training strategy will be much different depending on this one simple question. Are you training internal employees or external customers?

You must know your audience if you’re to make your training a success. This one simple detail will make all the difference in the world as you develop a strong training strategy that gathers the results you’re looking for. Learning about your audience is vital, but will be very different depending on who they are.

Know your audience and their learning environment!

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When training internal employees it’s often easier to gain an understanding of who they are. Most of the time they’re all in one place which allows you to better understand the setting in which they’ll learn.

Training external customers and getting to know this audience, however, can prove to be more difficult. You’ll need to research this external environment much more intensely to gather the information you need.

You must know your audience if your training is to be a success. Training internal employees, is going to be much different than training external customers, and knowing the difference between the two will make it a much easier task to develop the strategies that will ensure success.

 

2. Are You Functioning as a Cost or Profit Center?

Tied directly to who your audience is, this could be the most important question to ask yourself. If you’re training internal employees you’re more than likely going to be functioning as a cost center. In other words, your training will come out of pocket as businesses don’t usually charge people for training.

Training external customers can go in either direction. If you’re not charging for external training, you will function again as a cost center. If however, you charge for the training you provide your training will function as a profit center.

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What happens when you’re responsible for both cost and profit centers? This is where things get a little tricky and while it can be done, will entail a lot of giving and take in the way you design your course. Design, development, and delivery will all have to be looked at differently. Starting by developing both a cost and profit strategy separately and then looking at how the two can be merged together will save you a lot of frustration and make things much easier when putting your final training together.

 

3. Are You Working with Fixed or Dynamic Content?

Different content is going to require different needs. Are you planning on working with fixed or dynamic content? Knowing and understanding this will make all the difference when you put together the training strategy that works for you.

If you’re putting together training that highlights how to make the perfect chocolate chip cookie, it’s not likely that this is going to change very much. If however, you’re training employees on how to use new software you’re looking at some dynamic content that often changes quickly. This is where you must become more adaptable in your training strategy to meet the changes that come with this type of training.

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When working with dynamic content, using an iterative development model will allow you to offer your training while still designing training improvements. As we all know dynamic content can change quickly and being on top of the game here is key. It’s all too often that weeks are spent developing training modules and then find updates are necessary the day before you decide to launch. Make sure you’ve got the ability to meet these changes by using an iterative development model and you’ll be sure to rise above the demands quickly changing technology offers.

 

4. Are You Training from Scratch or Building Off Existing Training?

While starting a training course from scratch may seem like a dream come true, it’s often difficult to start with nothing to compare it to. This is why it is so imperative that you ask yourself these questions. They will set the course for which you build your entire training strategy and make your task much easier.

If you’re building off training that already exists, you’ll want to know what’s already been put to use. Are there certain processes and courses that are already used and have proved to be successful? Will you be working with existing employees? You must understand these aspects and figure out how to best keep them managed.

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If you’re building off existing training find out what works and what doesn’t. How will you cease what doesn’t work and implement something that does? It’s vital to figure this out before you design a training strategy with which you can move forward.

When looking to make your training a success, no matter who you’re training, it’s essential you ask yourself these four questions before you begin. Building a strong training strategy is necessary to ensure the success of your endeavors and can absolutely be done when you put these four fundamental questions in your mind from the get-go. Doing so will help meet your unique training needs and allow you to achieve the results you’re looking for no matter who your audience may be.

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