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Steps of developing a training program: 1. Conduct a training needs analysis 2. Develop goals for your training program 3. Develop success metrics for your training program 4. Confirm the type of training program 5. Choose the technology you'll use 6. Develop an outline for your training program 7. Design and develop your training program with the help of subject-matter experts 8. Implement the training program 9. Evaluate the program 10. Measure the success of your program

You need the support of this group to make sure your training works A common mistake that can unravel any effort to have great training inside a firm. David Ketchen and I discussed it on his show, Ketch on Strategy and this clip shows what I'm on about. Have you seen examples of this group not supporting training? What was the effect? Who in your network would benefit from hearing this? *** I'm Adam, I help leaders execute their vision with learning strategies and trainers themselves to design, develop and deliver programs that produce results, not yawns. 📌Ring the bell on my profile for daily training tips 📽 Access the on-demand video library to level up your training efforts - available in my featured section 📂Explore the No Boring Training products available in my featured section 📱 Curious how training can impact the KPI's that matter to you? Let's chat...

🔍 Unlocking the Power of Training Matrix in Learning & Development 🌟 Structured Learning: A well-designed training matrix breaks down the learning process into manageable modules, each focusing on specific skills or knowledge areas. This structure allows learners to progressively deepen their understanding, enhancing the overall learning experience. ⏰ Effective Time Management: The training matrix outlines precise timelines for each training session, ensuring that learning is well-coordinated with participants' other responsibilities. It helps distribute the workload evenly and provides ample time for digesting the information. 📊 Tracking Progress: Including assessment stages within your training matrix isn't just about measuring outcomes—it's about ensuring that every participant meets the goals set forth, thereby maximizing the impact of the training program. 🎨 Diverse Teaching Methods: By integrating various teaching methods such as lectures, workshops, group discussions, case studies, and e-learning, the training matrix caters to diverse learning styles, keeping participants engaged and motivated. 🛠️ Resource Planning: A comprehensive training matrix aids in planning all necessary resources—trainers, equipment, materials, and venues. This foresight is crucial for the smooth execution of the training sessions. 🌐 A training matrix isn't just a tool; it's a strategic foundation that enhances the effectiveness, efficiency, and quality of training programs. Whether you're in corporate training or educational settings, a robust training matrix can be the blueprint for success. 💡 Interested in learning more about how to develop a training matrix for your organization? Connect with me for insights and strategies on optimizing your training programs! 📋 XLS template available on demand. Write in the comments or send me a private message to receive it. #TrainingMatrix #StructuredLearning #EffectiveTraining #TimeManagement #ProgressTracking #DiverseTeachingMethods #ResourcePlanning #TrainingStrategy #LearningDevelopment #CorporateTraining #EducationalTools #TrainingSuccess #LearningEfficiency #EngagedLearning #TrainingOptimization

I recently completed a LinkedIn Learning course on the ADDIE model, a popular instructional design framework for creating effective training programs. ADDIE is an acronym that stands for: 𝗔𝗻𝗮𝗹𝘆𝘇𝗲: Assess your audience's needs, readiness, experience, and how they can apply the learning 𝗗𝗲𝘀𝗶𝗴𝗻: Create the training with clear objectives, appropriate delivery methods, and engaging activities 𝗗𝗲𝘃𝗲𝗹𝗼𝗽: Produce materials like handouts, visual aids, and facilitator guides 𝗜𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁: Deliver the training, ensuring participants can demonstrate their knowledge and receive feedback 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲: Assess the program's effectiveness through formative or summative assessments, and identify areas for improvement Some of my key takeaways from the course: 1) Set clear learning objectives using the ABCD model (Audience, Behavior, Conditions, Degree of accuracy) 2) Balance challenging participants with encouraging them in a positive learning environment 3) For classroom training, limit presentation lengths to 10 minutes before incorporating interactions (to maintain engagement and focus) 4) Use icebreakers to connect participants to the content, encourage interaction, and create a comfortable environment  5) For webinars, consider one-way audio, interact every 5 minutes, rehearse beforehand, and keep it concise (up to one hour) The ADDIE model provides a structured approach to designing and delivering effective training programs that meet the needs of your audience. By following this framework, I look forward to creating more engaging and impactful learning experiences. 

Can you guess the 2 key aspects of successful training sessions I discuss in this video? You've been asked to prepare a training session but don't know where to start. Or perhaps you're responsible for training efforts in your small business or late stage start up. These 2 key aspects clearly differentiate between boring training that becomes a yawn factory and sessions that work. So many other details to consider but start with these big two. Did you guess right? What would you have added to the list? *** I'm Adam, I help leaders achieve their vision with learning strategies and trainers themselves to design, develop and deliver programs that produce results, not yawns. 📌Ring the bell on my profile for daily training tips 📂Explore the No Boring Training products like the Session Planning Tool & Interesting Training Starter Pack available in my featured section. 📱 Curious how training can impact the KPI's that matter to you? Let's chat...

#TrainingDesign isn't that difficult... but it's not that easy to do it well (and get it right first time) either! When I started working with other L&D practitioners I realised how what was standard practice for me wasn't standard for everyone. Of course, there's more than one way to do it well, and I have developed my skills through working with others just as they have developed theirs by working with me. It's all about continuous development in an evolving world. But if you design live training, no matter what industry, there are some things that remain constant. And I put 20 tips for doing it well into a very short document. It will take you all of 3 minutes to read, and is perfect for those new to training design or to act as a quick checklist for you if you are more experienced. (And I added another couple of resources too - 21 Questions to ask when taking a design brief AND 10 tips for designing virtual training!) #learninganddevelopment #workshopdesign #learningexperiencedesign #trainingmaterials

Just finished "Build Your Own Professional Training: Quick Start Guide" by David Brownlee! As a trainer, I have learnt a few tips and skills in planning, delivering and assessing a great training, that meets specific goals, engages the participants, make stakeholders happy and achieve great results. Check it out: https://lnkd.in/dp2vH8Jm #corporatetraining.

My training sessions became massively more effective once I sorted this out. You want your training sessions to help learners improve skills and change behaviors. And to support the overall organization. Accept that training sessions will never be perfect. I just rolled out a new workshop. It wasn’t 100% locked in… There were moments where I had to adjust on the fly and opportunities to tighten up the developed content. My Socratic questions aren’t entirely on point yet So quit wasting energy worrying about your missteps and sort out a process to see and grab improvement opportunities. ✅ Have a trusted partner observe while you present ✅ Write notes in the moment to yourself if you get time - or data dump right after ✅ Debreif with your partner immediately after the session ✅ Ask your participants how else you could add value to your session during wrap up ✅ Use surveys that explore for areas to improve ✅ Focus on interating core/big areas first - don’t get derailed by small tick tack items ✅ Keep drilling down until the need to know topics and points flow into the objective and your learning journey is dialed in What would you add? What system to you use to improve the trainings in your organization ?

I am pleased to share that I have completed the course: “How to Design and Deliver Training Programs" #trainingprogramdesign #trainingdelivery.

3 tips for effective corporate training: Understand your teams’ needs: In order to have an effective training program, you need to identify the areas that need improvement. In addition to this, select the teams that actually need training in a certain area or skill. Set milestones and clear targets: No goal is achievable without a plan set in place and an outcome to work for. Your goals and desired outcomes from the training need to be as clear as day, in order to later evaluate the success of the training and its impact on your team Pick the right training strategy for the right team: There are countless learning and development training methods out there, yet they are not all designed for the same purposes, each team might need a specific type of training method, which is why it is crucial to cross match the strategy with the team’s gaps correctly. Alternatively, you can always get a tailored training plan that implements this exact system to save you endless time, and get you the best possible results. What strategies do you implement to understand your teams’ gaps and needs? Let us know below! #corporatetraining #learninganddevelopment #corporatedevelopment