Designing Better Training Programs

If you have been charged with designing a development program, you might as well design a program that will address the real issues. It won’t take much more time…but the business result will be far more satisfactory.


  • Identify the actual critical business issue. Do not just blithely accept what you hear from line leaders. They may not clearly understand what is going on that is causing the difficulty. Dig deeper with probing questions to uncover root cause and articulate (and confirm) the business problem you need to solve with the training plan.
  • Understand what needs to change in terms of employee performance.
  • Involve both employees and their managers. Without the buy-in of employees, they will not be engaged in the learning. And without the commitment of their managers, there is little incentive for employees to apply new skills on the job.

Successful instructional designers clearly understand what needs to change, why and who to involve. And they don’t stop there. They test the design and refine it as needed along the way.

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