FAQ: How do we develop training when we aren’t experts in the subject?

Instructional designers have a window into many worlds: we tell people how to sell surgical products, feed infants in a NICU, and comply with corporate-wide budgeting processes. Next month, we may provide guidance on preventing sexual harassment, developing new leaders, and retaining customers. How can we develop meaningful and applicable training without being authorities in these areas?

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How to Radically Increase Engagement in Your Training Programs

Every developer, HR manager, or other individual responsible for training struggles with a lack of employee engagement in training. “It’s hard enough to get employees to complete required compliance training programs, so forget about getting them to complete anything optional,” is the sentiment we hear often from frustrated HR professionals. Why is it so hard to get employees to engage in training?

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New Hire Orientation: From Dead Bore to We Want More!

Training systems are often designed to shovel every possible bit of knowledge into a new employee’s head with the expectation that they’ll be able to apply that knowledge on the job. Does a new employee need to know everything on Day or Week 1? No. They don’t even need a fraction of that. And the knowledge they do need has to support their performance in the moment.

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What You Forgot to Ask Your Last Training Development Vendor

When you hired a training development vendor, you thought you asked all the right questions: What delivery methods do they offer? What is their experience? Can they meet our needs on time and on budget? What do my colleagues say about them?

The vendor delivered content and experiences beyond your expectations, and the participants loved it. Employees and managers alike responded with glowing feedback.

A few months later, you approached the C-suite with a request for more funds for another round of this well-received training.

And the answer came back: a resounding “no.”

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