Developing a training program can significantly accelerate your organization’s ability to support your customers, to develop your employees or to support your recruitment and on-boarding efforts. However, developing a successful training program is not just about what you can teach. It’s about creating a learning environment where people can be engaged, interact and participate.
Engagement is a good thing to have if you want your training program to be successful. In this article, we’re going to help you understand how you can succeed with your own training efforts.
What do people really care about?
For any training program to be successful, whether it’s in-person or virtual, it’s important to understand what people really care about when they’re exploring your learning experience. Want to know what your audience really cares about? It’s easy. Themselves. No one really cares about you or your organization. They care about themselves, and what this program or learning experience is going to do for them.
What does this mean?
It means that time spent talking about yourself, your organization, your credentials and accomplishments, isn’t going to have the intended impact of building trust with your learners. Which seems counter-intuitive doesn’t it? When it comes to public speaking and teaching, the common approach is to start by establishing credibility and authority. Which usually comes in the form of the speakers giving their resume at the beginning of the course or speaking to the organization’s accomplishments.
So how do you establish credibility and authority? You do it by demonstrating and providing value.
Provide some information right at the beginning of your learning experience. Teach something your learners might not have known before, ask a question or perform an activity to engage them with your training. There will be time to talk about yourself and your organization later.
How can you succeed with your training program?
How can you succeed with the actual training experience you’re looking to deliver? That starts by defining what success means for your training program. You won’t know if you succeed unless you know what you’re trying to accomplish.
This is where goal setting becomes important.
Not just goals for yourself as the program creator, but goals for your learners. Your learners will need to know exactly what they’re getting out of the program.
This requires a little more effort than simply listing your curriculum and the topics you’ll be teaching. That’s the approach that learners expect from university professors and college instructors. When it comes to providing adult education or corporate learning experiences, you’ll want to explain the exact skills they’ll be gaining from your learning experience and what that learned skill can do for them professionally or personally.
This helps them align their own goals for personal or professional development with the goals and outcomes of your training program. With this alignment in place, you’re learners will be heavily invested in the experience because they understand the impact it’ll have on their experience and expertise.
Whether it’s for your customers, to develop your employees or to support your recruitment and on-boarding, there are always exceptions to the rule. What works for building a successful training program for one organization, might not work for another. However, you’ll gain a head start on building a successful program, if you start by understanding what your learners really care about, and conveying how your program is going to impact them as professionals.
What type of training program are you trying to create? Let us know in the comments below.