You’re in the process of building your training program for your company, organisation, or institution.
There’s a good chance you know what you want to teach your learners. But do you know what you want to accomplish through your training? These are two very different questions.
Creating an effective training course isn’t all about pleasing the learners. While it is important to provide them with the best material and learning experience possible, if your return on investment (or ROI) is unsatisfactory, you’re going to end up having to rethink your approach later, because training costs can be high, and you don’t want to spend more than you need to.
If you begin with the end in mind, and think carefully about what results you hope to achieve with your students, you will have an easier time developing training that gets the job done.
The Effectiveness Of Your Training Will Suffer If You Do Not Have Clear Objectives
Many organisations, if they were honestly with themselves, would realize either do not have training programs, or they are simply inadequate.
Imagine taking the material you already have and copying it over to your (LMS). Will your student’s learning results drastically change just because you’ve turned instructional or paper-bases training into electronic training? Unlikely. You will probably see your new learners get the same results your old learners always have.
It’s important for your learners to understand why they’re learning what they’re learning. If you can answer “why”, and connect them with the right information, 90% of your job as an instructional designer or course author is done. When people understand why, it speeds up the process of learning significantly.
For instance, if you’re developing training for employees, their job functions should be made abundantly clear. You should connect them with resources that can help them do well in their job roles. You should offer incentives for completing modules and additional learning they choose to take on.
Your training will be far more effective if you know what you’re looking to accomplish.
Determining Your Training Objectives Allows You To Align Them To Your Organisational Objectives
What is the goal of your organisation? To achieve certain revenue goals? To provide your students with higher learning?
If your training and organisational objectives aren’t aligned, you’re not going to achieve desired results. You may see some success, but it will be haphazard and inconsistent.
Let’s say you want your employees to create a widget in a step by step fashion. Only, your training is either outdated or not detailed enough. Do you think that could have an impact on your production, and ultimately your company’s bottom line?
In a corporate environment, your employees have a job to do, and they need to be equipped with the
tools necessary to get their work done in a satisfactory manner. Helping them understand what targets to hit can help you hit them more of the time.
When you know what your training objectives are, it makes it easy to develop effective training material that you can easily iterate and improve upon. You can eliminate inefficiencies based on the feedback you receive, and quickly increase competency levels within your organisation.
In summary, it isn’t just about what to teach, but also what you intend to accomplish with your training. The training material should be secondary to big-picture objectives, which should help drive the results you’re looking for.