Want to develop a training program and don’t know from where to start?
Often, the first step is the most difficult part when you want to develop an outstanding training program. Answering the following questions will assist you in creating your program:
- What do you want them to learn?
- Who is your audience?
- What is the best way to present the content?
- What is the best way to deliver the training?
Write down the answers to those simple questions, and you are ready to go!
What are the learning (training) objectives?
There is no point conducting a training program without clearly knowing what the participants should learn. The best way to identify training objectives is by asking yourself, or your trainees: ‘what do you want to learn/ what do they need to be able to do?’
Do not identify more than two (2) or three (3) learning objectives, and then write them down. Remember to start your learning objectives with actionable verbs or terminal behaviors, use the below sample of learning-related action verbs to assist you in choosing the words:
|If Knowledge||If Skills||If Attitude|
Once you write the objectives, be specific about what you want them to learn. A good example of learning objectives would be: ‘To apply the principles of adult learning principles when designing a training program’.
Who are your participants?
Knowing your audience is as critical as defining the objectives. You need to know the following about your audience:
Learning Styles: You already know that you will have four (4) different learning styles in your training, and hence you need to use different tools and delivery methods to accommodate all learning styles. (Google: Kolb Learning Styles if you need more information)
Trainees Behavior: is the training chosen by the trainees or is it imposed on them? If it’s imposed you need to be prepared to handle and manage resistance; if not, then you need to be prepared to handle and manage personal agendas. (Training Essentials: Designing Training, Alison Hardingham).
Trainees Background: this is very important: how much do they know about the topic. The more they know the better-off you are. As your trainees are adults; build on their knowledge and experience and use it as the launching pad. If trainees are fresh graduates or without work experience, use their personal life experiences as the launching pad.
How do I present the information?
The first thing I would advise against is to put training content in PowerPoint slides as a handout. To know why, read the Top 10 Reasons why you should not on PowerPoint Will Kill You! Use learning friendly tools such as manuals, diagrams, tables, and learning aids.
|Technical problem solving||Group discussionsBrainstorming||ExperimentsDesign things||Solving problemsTrying things|
What is the best way to deliver/facilitate the content?
How to deliver your training program will depend on the primary components of the topic, let’s take a look:
|If Knowledge (K) Based||Skills (S) Based||Attitude (A) Based
|If your training is primarily knowledge based use e-learning, videos, webinars, self-directed or class-room learning.||If your training is primarily skill based use on-the-job training, demonstrations, games and activities.||If your training is primarily attitude based use videos, role-plays and physical activities.|
It is more likely that your training will have all three (3) components (KSA), in which case you are better off using one or two delivery methods for each type to deliver your training, basically you need to use them all.