If you’re anything like most businesspeople, you’ve probably spent a lot of time pondering how to structure your training programs so that they are the most effective and engaging for your users. After all, no one wants to spend their time learning how to use an over-simplified program that won’t actually help them achieve their goals or build their skills. The good news is that designing an effective training program doesn’t have to be difficult. In fact, most companies can take the right steps in this area without hiring a third party consultant. If you follow these 5 steps, you will end up with a well-structured lms for partner training https://samelane.com/lms-for-partner-training/ that gets results:

Define your program goals

Before you can figure out how to structure your training program, you’ll need to know what you want to achieve. If you’ve been just hoping that your LMS will magically create new users and customers, I’m sorry to tell you that’s not the case. Your goal as an organization must be to grow the skill set of your existing employees so that they feel more confident and capable of handling the tasks and projects they’re assigned. When you sit down to figure out your training program goals, you’ll also want to keep in mind the bottom line. What is the ROI on your program? What will the program cost your company in terms of budget, time, and resources?

Assign clear roles to participant groups

Before you begin designing your training program, you’ll want to think about who will be in the “role” for each activity that happens in the program. The most basic structure for any training program is to have a trainer, learners, and a facilitator. For example, when an admin creates a training program, they will be the “trainer” and the “learner” in the program. A designer creating new training materials will be the “trainer” and the “learner” in the program. And a business analyst using the program will be the “trainer” and the “learner” in the program.

Build a framework for new users

Once you’ve figured out the roles in your program, you’ll want to think about how to structure the first 30-60 minutes of training for each “learner” in the program. While there’s no right answer to this question, there are a few guidelines you can follow. You’ll want to create an introductory activity that explains the context of the skill you’re teaching. For example, if your company provides marketing services and training on how to create content, you’ll want to explain the purpose of content marketing. This will help new users understand the skill context and make it more relevant to their needs. You can also provide context for the skill by reviewing common challenges your users will encounter while using your product. This can be done either as a written exercise or through an integrated simulation.

Tailor content for individual learners

After your users complete their introductory activity, you can begin to tailor content for the skill. For example, if your LMS offers training on how to create content for social media, you can begin to create new training materials for each learner. There are two important things to remember when you are tailoring content for each learner in your program. First, you’ll want to review your program goals to make sure that the skill you’re teaching is relevant to the main goals of your organization. You’ll also want to make sure that your content is helpful and useful for each learner. This will ensure that the person is actually learning, not just passively consuming content.

Provide ongoing support and feedback to participants

After new users have completed their training, you’ll want to think about how to provide ongoing support and feedback to each participant in the program. Based on your program goals, you may choose to have one-on-one help sessions available to each participant. Alternatively, you may choose to create a more formal mentorship program where a senior user in the program mentors a junior user in the program. In either case, you’ll want to think about how to provide ongoing support and feedback to each participant in the program. You can do this by either having a single person address the needs of the entire program or by creating a program forum where participants can log in and discuss their needs.

Wrapping Up: Is your training program effective?

Training is a crucial part of any modern organization, but it’s important to keep in mind that training programs are only as good as the structure behind them. By following the 5 steps above, you will be well on your way to creating an effective training program. If you want to ensure that your training program is effective, you’ll want to keep these tips in mind. – Define your program goals. Make sure that your program goals are meaningful, relevant, and achievable. – Assign clear roles to participant groups. Make sure that each “learner” in your program has clear responsibilities and a defined role. – Build a framework for new users. Begin with the first 30 minutes of training for each “learner” and create a contextual intro that explains the skill and the context in which the skill is used. – Tailor content for individual learners. Make sure that each learner gets relevant, helpful content. – Provide ongoing support and feedback to participants. Offer ongoing support and feedback to each participant in your program. – Is your training program effective? Finally, use a few simple metrics to see if your training program is actually