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What's the best way to build a training toolkit for your needs and goals?

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Training is a vital skill for personal and professional development, but how do you create a training toolkit that suits your needs and goals? A training toolkit is a collection of resources, methods, and tools that help you plan, design, deliver, and evaluate training activities. In this article, you'll learn how to build a training toolkit that works for you, whether you're a trainer, a learner, or both.

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Rujuta Rammohan

Passionately Building Next-Gen Organizations, Mental Health Ambassador
Dean Humphrey

Game Based Learning & Development Solutions Specialist / Helping Organisations gamify the world of learning
Eric Shapira

Clinical Gerontologist at Aging Mentor Servces

1 Assess your needs and goals

The first step to building a training toolkit is to assess your needs and goals. What do you want to learn or teach? Why do you need training? Who are your target audience or learners? What are their preferences, motivations, and challenges? How will you measure the success of your training? Answering these questions will help you define the scope, purpose, and objectives of your training.

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Rujuta Rammohan

Passionately Building Next-Gen Organizations, Mental Health Ambassador
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Crafting Your Ultimate TRAIN Toolkit Target Needs: Identify skill gaps with surveys and reviews. Realistic Goals: Define clear, measurable training objectives. Assemble Content: Mix videos, articles, and workshops. Integrate Tech: Leverage LMS and digital tools. Network with Experts: Bring in industry pros for insights. Build a dynamic TRAIN toolkit to drive growth and success! #TRAINToolkit #EmployeeDevelopment #ContinuousLearning

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Eric Shapira

Clinical Gerontologist at Aging Mentor Servces
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One thing I have learned is to assess what you know and also what you don't know and how to learn it. Learning in itself is a self-made tool. Putting in all the variables frequently teach us what is important. Assessing those wants, needs, desires and mixing them with your abilities to present them in an understandable way, is a way to teach what you have learned, use and now know in a way what may be beneficial to others who follow in your footsteps. Make goals. Be accountable to your vision and follow those goals in order to learn what you need to improve upon and what you want to teach in the context of the subject matter. Goals need to be: sustainable, maintainable, attainable, relevant, and time-bound. SMART. Trends affect change.*

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Dean Humphrey

Game Based Learning & Development Solutions Specialist / Helping Organisations gamify the world of learning
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For me the first step is to clearly articulate the "why" behind the need for training. Is it to upskill employees on new technologies or processes? To drive behavioral or cultural change? To onboard and integrate new hires? The core purpose will shape the entire strategy. For example, if the goal is to foster a more innovative mindset across the organization, we would need training that goes beyond just imparting knowledge to triggering shifts in attitudes, beliefs, and work practices. A comprehensive needs assessment would be critical here.

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Percy Ramos Yrrarazábal

Capacita??o Vendedores | Forma??o de Líderes | Transforma??o Cultural | Sócio Fundador na SR Desenvolvimento Humano
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Na minha experiência importante conhecer as necessidades dos usuários, e vincular os objetivos educacionais, verificar a tecnologia necessária , se os usuarios tem acesso a ela. N?o fa?a nada sem saber isso.

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2 Choose your methods and tools

The next step is to choose the methods and tools that best fit your needs and goals. There are many types of training methods, such as lectures, demonstrations, simulations, case studies, games, and quizzes. Each method has its advantages and disadvantages, depending on the topic, the audience, and the learning outcomes. Similarly, there are many tools that can support your training, such as books, videos, podcasts, slides, worksheets, surveys, and apps. You'll need to consider the availability, accessibility, and affordability of these tools, as well as how they enhance or complement your methods.

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Dean Humphrey

Game Based Learning & Development Solutions Specialist / Helping Organisations gamify the world of learning
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The key is to align your instructional methods with specific learning objectives. For knowledge transfer, you could leverage gamified and game based learning and self-paced content. For skills development, use hands-on methods like demonstrations, simulations, role-plays, and case studies that allow practice. And for driving attitude or behavior change, create immersive experiences through gamification, branching scenarios, and ethical decision-making activities with feedback loops.

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3 Organize your resources

The third step is to organize your resources in a way that makes them easy to find, use, and update. You can use different formats and platforms to store and share your resources, such as folders, files, cloud services, websites, or learning management systems. You'll also need to label, categorize, and index your resources, so that you can quickly locate and retrieve them when you need them. Additionally, you'll need to review and update your resources regularly, to ensure they are relevant, accurate, and current.

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4 Apply your toolkit

The fourth step is to apply your toolkit in your training activities. This means using your methods and tools to plan, design, deliver, and evaluate your training. You'll need to align your toolkit with your needs and goals, and adapt it to different contexts and situations. You'll also need to test and refine your toolkit, to see what works and what doesn't. Furthermore, you'll need to seek feedback and input from your audience or learners, to improve your toolkit and your training.

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5 Learn from others

The fifth step is to learn from others who have built or used training toolkits. You can find inspiration, ideas, and tips from other trainers, learners, experts, or peers. You can also join communities, networks, or groups that share your interests or goals. You can access online or offline sources of information, such as blogs, podcasts, webinars, books, or courses. You can also participate in events, workshops, or conferences that showcase or discuss training toolkits.

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6 Keep learning and growing

The final step is to keep learning and growing as a trainer or a learner. Building a training toolkit is not a one-time project, but a continuous process of exploration and improvement. You'll need to update your toolkit as your needs and goals change, as well as as the training methods and tools evolve. You'll also need to challenge yourself to try new things, experiment with different approaches, and learn from your successes and failures. By doing so, you'll create a training toolkit that works for you and helps you achieve your desired outcomes.

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Dean Humphrey

Game Based Learning & Development Solutions Specialist / Helping Organisations gamify the world of learning
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Build mechanisms to solicit candid feedback from learners, facilitators, and stakeholders on what's working well and what needs improvement. Use surveys, focus groups, social learning analytics, and observation to identify gaps and opportunities. Be open to constructive criticism and pivot quickly. Don't be afraid to experiment with new training methods, technologies, or creative approaches, even if they seem unconventional. For example, leveraging immersive technologies like VR/AR, or gamifying compliance training. Pilot test with smaller groups, evaluate outcomes, and scale successes.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What's the best way to build a training toolkit for your needs and goals?

1

2

3

4

5

6

7

1 Assess your needs and goals

2 Choose your methods and tools

3 Organize your resources

4 Apply your toolkit

5 Learn from others

6 Keep learning and growing

7 Here’s what else to consider

Training

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What's the best way to build a training toolkit for your needs and goals?

1

2

3

4

5

6

7

1 Assess your needs and goals

2 Choose your methods and tools

3 Organize your resources

4 Apply your toolkit

5 Learn from others

6 Keep learning and growing

7 Here’s what else to consider

Training

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