The Art of Training Development

November 16, 2016



Does it seem like the training your company provides is an exercise in futility? Are you just going through the motions so that you can check-off a list of training to-dos?


The approach to training has changed dramatically over the past decade. Very short "training snippets" are all the talk. Breaking a training program into several very short modules is a good idea for a mobile audience, but may not always be possible.


In order to provide the best possible training retention, content development experts and professional trainers rely on using a variety of training mediums. The fastest growing is eLearning, or online course delivery. This is an effective method because it can be an interactive experience, allows for easy delivery of short training snippets - and can do it for a more mobile workforce.  It's also always available, no scheduling and rescheduling sessions!  Training is bookmarked, so even if interrupted the student can return and start right where they left off.  If the Learning Management System (LMS) you use is a good one, you'll also have automated recordkeeping and report generation, gamification and progress incentives to enhance your program.


While there are many tools available for anyone to try their hand at online course development, there is a steep learning curve. It can prove to be a very time consuming experiment that does not result in better retention. 


People are wearing more hats and are burdened with a larger workload than ever before, and as regulations continue to mount the challenge becomes ever greater. 


If you are braving this challenge, be sure to consider the following basic approach:

  1. Seek the help of subject matter experts.

  2. Know any shortcomings of the training program(s) you are replacing.

  3. Involve others to ensure the curriculum as well as the prerequisite order of training is mapped out prior to beginning.

  4. Consider the blended training approach to increase retention.

  5. Decide if your training can and should be delivered in short segments.

  6. Storyboard your online content and review it with stakeholders.

  7. Decide upon the method for retention validation (quiz, hands-on demonstration, etc.).

  8. If using a quiz, ensure that the questions focus on the desired and necessary key points of the training.

  9. Review, review, review.

  10. Pilot the training and modify as needed.

Whew! That's a load of work!   


Interested in how we can help develop and/or host your training on our feature-rich LMS?  Contact us today! 


Remember - "It all starts with training!"


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