Establish continuous feedback mechanisms to evaluate the effectiveness of training programs regularly. Use metrics such as employee performance improvements, engagement levels during training sessions, and post-training assessments to gauge success. Soliciting feedback from participants can also highlight areas for improvement.

An ideal strategic goal should include the aspect of how employees are going to be trained on them. The evolution needs to be a slow process, rather than a sudden one. A coaching intervention for the leaders and decision-makers can immensely help this process. Whether or not this evolution has happened in an ideal way, prioritisation of the training goals has to be done - the most important, urgent or the easiest can happen first, for example. Additionally, even before such training interventions, a buy in from the employees and/or the difficulties they might face due to the evolution must be taken care of.

I would first collaborate with leadership to understand the updated strategic goals and identify the skills and competencies required to support them. Then, I’d conduct a gap analysis to assess where our current training programs fall short. By keeping the training content agile, I could regularly update it to reflect new priorities and market demands. I’d also incorporate real-time feedback from employees and use data-driven insights to tailor training materials for relevancy. Partnering with subject matter experts can also ensure that programs are aligned with the latest industry trends and technologies.

Check your pocket. Is your training keep pace with the phone you carry with you? Can you send alerts, notices, feedback and testing through secure portable devices and make it easy for everyone to access. Even if it not their personal phone, do you have training Kiosks or Tablets in place? Do you have a Training Area? Are you looking at more than one teaching and learning style, do you cover as many as possible?