Anyone who has followed All Things Workplace knows my motto: “Prognosis Without Diagnosis Is Malpractice.”
That holds true for training design & delivery, too.
One of our readers, recently charged with putting together a training program, sent an email asking how to make sure her training program really hit the mark.
Here were some suggestions:
- Start by asking the sponsor/manager why the training is important and what participants are supposed to do differently as a result. Then, call or email the upcoming participants with these questions:
- What kinds of training have you already had related to this topic?
- What, specifically, do you need to learn to make this worthwhile?
- How much experience have you had in this (topical) area?
- What kinds of changes are happening in the workplace that affects your ability to do what you will learn?
- What follow-up support do you think you might need to make this work over the long-run? There are a number of other questions that come to mind but these were intended to get her started. (Please toss in yours in the Comments section; it will help her and others who are getting started with training responsibilities).
Emphasis: I don’t trust asking those questions only to the sponsor of the training. It’s not because they are deceptive, but unknowingly self-deceptive. The sponsor often has a singular viewpoint; talk to as many of the participants as possible.