How do you tailor training to different departments?

Assess the needs and gaps: That’s exactly how it’s done….and once you’ve completed your needs assessment/ analysis: -take it back to your office….review it and make sure you have all the required information to develop, research and write your training. - go back to that stakeholder (department manager/director) and review the needs assessment with them and allow them to understand how/what your content will consist of and contribute….if agreed…have them sign the needs assessment. -you always need to let them know the “WHY” of your training…the ROI for their employees… Always partner with that department head/ manager on the needs and establish the “why’s” Lastly, learn as much as you can about your organization’s departments!

The process for developing customized training programs may vary depending on needs or organization requirements, but generally, I include the following steps: Assess Needs: The first step in developing a customized training program is to assess the needs of the organization. This may involve conducting surveys, interviews, or focus groups with key stakeholders to identify the specific areas where training is needed.

I work with the organization to customize the delivery of the training program. This may involve selecting appropriate training methods such as workshops, online courses, or one-on-one coaching, as well as scheduling the training sessions and determining the logistics.

The 'how' and the 'why' are always important parts of training. 1) How is this connected to the department? and 2) why is this important to the department that it warrants my attention and retention? Upstream and downstream information from other departments in the supply chain of the client experience is important but it must be framed in the context of relevance and application.

With the objectives in mind, I develop the content of the training program. This may involve creating a curriculum, selecting appropriate training materials, and designing interactive activities to reinforce key concepts.

Style and pace of learning is a dynamic thing , that is entirely dependent on training / taining participants and type of training. Technical trainings needs to have a hands on part and behavioral session can have group and individual tasks

Training is about a shift ...either thanks to the training program the participants develops skills and competencies and is thus able to execute better / there is a distinct enhancement in his contribution or there is a improvement in the way he conducts self or relates to others. Its imporant that the training feedback captures the 'shift' the employee has demonstrated post the training from the participant and manager. Facilitator / trainer should also share his experience. Trainjng feedback in terms of expectation / delivery is superficial unless backed with outcome and change.

In this scenario apart from good learning design training delivery skill matters most. Here is the point where trainer,s delivery skill matters mot to overcome challenges faced due to diverse nature of audience.