Designing training is a three stage process. First issues surrounding the kind of training needs to be decided upon. Secondly the form of training needs to be fixed. Lastly the content of the training needs to be set.
Who Will Be Invited?
If the training is open to all, the group might not work as well. Inviting people might create tension and offend some people. There is a need to balance the needs of the organization to have good people trained, and the need to be fair.
Will The Training Be Pass/Fail?
If anybody who attends training is treated as if they are now competent to do certain things unsuitable people might end up with responsibilities. Training can be devalued if those who are trained are not necessarily competent. On the other hand, given that in many organisations untrained people have responsibilities that they aren't necessarily ready for, what difference if people with some training also take positions they aren't ready for?
Will The Training Be All Or Nothing?
Some people might only be able to come to some of the training sessions. On the one hand this is beneficial in that they will then be able to do things that they couldn't do previously do. On the other hand it can undermine the training process for those who are able to attend all of the sessions. Often a balance needs to be found - but when this is made on an individual basis resentment can be fostered.
Will Attendance At The Training Involve A Formal Commitment To The Organisation?
If an organisation spends a lot of money on training an individual, it is reasonable that they ask for a formal, or even legal, commitment to do a certain amount in return. However, commitment might put some people off, seem too serious, or hinder the organisation if they decide that they don't want a certain person to remain involved. Furthermore, commitments are very difficult to enforce, and when enforced there is often a negative result in terms of morale and quality of performance.
Will The Training Be Delivered In One Go Or Over A Few Dates?
There are obvious logistical difficulties presented by any option. In addition, training in a block might be able to create a bigger impact, whilst training over a series of dates might allow better time for practice and processing.
Will The Training Involve Practical Work?
Will trainees have to take part in a simulation or even have a real go at doing the things they have been trained to do for real? This can serve to increase confidence and allow for the provision of feedback, but could also be unsuitable. There is no benefit to having people do things awfully, or do damage in situations they aren't ready for.
Will The Training Be Run At Different Levels?
Often there are a number of different ways of learning in the same basic area. Will training be split for certain topics, or not?
What training objectives fit together in one session?
It is important to group things appropriately. It is also important to remember that not too much should be covered in one session. Running a training session that contains too much can dilute everything to the point of being useless.
What are the learning objectives related to each area of the training?
For every individual skill, value, or knowledge that should be taught as part of the training, think about what exactly ought to be learnt. Be detailed and specific. For the skill of active listening one would need, amongst others, the learning objectives of 'Participants should be able to sit in an appropriate way to listen', and 'Participants should be able to feedback appropriately when listening'.
How can these learning objectives be fulfilled?
For each specific learning objective, think of a way that it can be taught. Remember the different ways in which knowledge, skills, and values are taught.
Write training sessions.
Think about how different training ideas fit together into units. Be aware of the energy levels and pedagogic progression within the session. More simply - do things in the right order intellectually and in terms of what people will be willing to do. Test Ideas On Others, by talking or even running a pilot programme. After running training be sure to go back to your training design and make the necessary changes.