I want to add some quick pointers in the same direction.
1. Not looking before you leap
Creating an effective training program always starts with analysis. Take a step back and look at the situation as it currently stands. This gives you a foundation to build upon. L&D is always under the spotlight, particularly in terms of a return on investment. This is especially true if you were recently hired in your role. Resist the temptation to jump right in. Skipping the analysis stage is a bad idea. Be confident that this preparation will reap rewards in the future.
You should:
• Speak to all teams leads about current training.
• Get to know the challenges/barriers to effective training.
• Collect information on previous successes and failures.
• Ask for support and participation from colleagues.
• Decide your goals and objectives.
• Share findings to get buy-in.
Tip: Analyze..but avoid paralysis by analysis. Prepare well and accept that this is an iterative process.
2. Unclear goals or objectives
First things first, goals and objectives are not the same things! A learning goal is what the learner will be able to do once the course has been completed. A learning objective is a specific element that the learner will have mastered by completing the course.
Goals are broad. Objectives are specific.
You should be able to match overall needs to objectives. Needs dictate the goals, goals dictate the objectives and objectives dictate the assessment.
A goal is made up of a series of objectives. Let’s look at one example:
• Goal: Raise the standard of product knowledge
• Objective: All staff should know the 6 uses of the new feature
• Assessment: Create an exam with questions a customer may have in relation to this new feature
Using this basic model allows you to frame your thought process. Map it out on a whiteboard and use it to build your training programs.
3. Not considering practicalities
Once your goals and objectives are in place you need to temper it with a practical view. There is no point in creating a plan that isn’t feasible. Think about the time frame, budget, and resources at your disposal, and then decide what is achievable. Don’t let perfect get in the way of great.
Be pragmatic:
• How many courses can you create?
• Can you produce video-based courses?
• How many Instructor-led sessions can you run?
Thank you for allowing my contribution.