How do you design training that works for any format?

To design training that works for any format, understanding goals and the audience is paramount. Clarify learning objectives, outcomes, and evaluation methods. Consider the needs, expectations, and preferences of learners, adapting content and delivery accordingly. Structure the training to align with the audience's level, background, and learning styles.

Goals and objectives. They are different things. If your training does not have objectives with quantifiable or at least observable outcomes, don't bother. Thinking of hiring a trainer? Ask them to write one or two solid training objectives for some training activity you already have in place (no free consulting on future stuff, OK?) If you don't know how to recognize one, contact me.

Choose the right format and tools for training can be a controversial topic as different perspectives and preferences exist. Some argue that live training is the most effective because it allows for real-time interaction, immediate feedback, and personalized guidance. It creates a dynamic learning environment where participants can ask questions, engage in discussions, and practice skills. On the other hand, recorded training is seen as more flexible and accessible, enabling learners to access the content at their convenience. It allows for self-paced learning, review, and repetition, accommodating different schedules and learning styles.

When it comes to retention, what's lacking in all training is reinforcement. The attitude is, "tell 'em once, maybe with a cute kitty meme, and they'll remember." Whether it is playing tennis, speaking French, or supporting your LGBTQIA colleagues (a disappointing training I was recently in) learners need opportunities to practice and apply what they have learned immediately, and more than once. But of course that takes time, and time is money, and money is commitment. How serious is the desire for this training? Will you/your organization make the commitment?

Creating training that works well in different ways means being flexible. Start by deciding what you want people to learn and understanding who will be learning. Break the training into smaller parts and use things like pictures and interactive activities. Make sure the training works on computers and phones and can be changed to fit different ways of learning. Keep people interested by doing fun things like quizzes and talking together. Let people learn when they can, and ask them how to make things better. Teach the people leading the training to be ready for changes. Make sure everyone can understand and be a part of the training. Always be ready to make things better based on what people need.

Another key thing to consider is resources and support after training is completed. Some training objectives may need additional resources or support to see the change in behavior that you are looking for. These can come in the form of knowledge articles, templates, manager guides, coaching scorecards, etc. While the creation of some of these materials sometimes falls to other teams within an organization, ensuring all elements are ready after the training will help bring about the desired change in behavior.