How do I create an outline for a new training initiative that focuses on product knowledge, selling skills and branding? This is a technical training program intended for delivery by district or regional managers.
Ans: Designing and implementing an effective training program requires a systematic, phased approach to ensure that the needs of your client and other stakeholder groups are achieved. A commonly used template for developing training is the ADDIE model. Your training initiative would be particularly well served by this model because you have to address three different learning areas and will have SMEs (subject matter experts) delivering the training, rather than seasoned trainers. Both of these points can make the training rich and effective, but will require a comprehensive approach to design to achieve that.
The ADDIE model involves five steps:
Analyze: First, clarify the objectives of the training and align them with the business strategy. Also, agree on the scope of the training program (e.g., the number of people and geographical reach), as this will inform the delivery methods you choose. Key pitfall to avoid: In some cases, training is the wrong medicine for a symptom that is caused by poor role design, inadequate communication or ineffective recruiting practices. This can be avoided by first performing an organizational needs analysis.
Design: As you design, think about how the participants will transfer the learned skill into practice on the job. Consider that effective training involves roughly 70 percent on-the-job experience, 20 percent coaching and mentoring and 10 percent formal training. You will also want to be sure your plan fits your budget, and determine how you will measure success.
Develop: Create the training guides for participants and facilitators, and build the infrastructure for delivering them (e.g., technology tools). Also, consider developing an assessment to identify participants and a communication plan to address the concerns of program stakeholders.
Implement, or roll it out.
Evaluate: Collect feedback and analyze the effectiveness of your training initiative. Applying Kirkpatrick's model of training evaluation, you can do this with various levels of complexity from simply finding out whether participants liked the training to assessing the return on investment.
The ADDIE approach will ensure you have designed effective training. But for your specific needs, I want to highlight a few additional points. Because your training has a technical component, it is critical for you to identify and engage technical workers, such as sales and marketing leaders. Strategic technical leaders can help you prioritize technical training needs, while technical experts provide key input into the design and development of training material. Since the training will be delivered by district or regional managers, it is essential that you incorporate a "train the trainer" program to help your SMEs become effective trainers. You can design the most comprehensive training program, but if your trainers can't deliver it in a way that achieves the learning objectives, it will ultimately fail.
