How to Save Time with Great Trainings

time management training.pngAre you an expert at something? Or do you know even a little bit more about a topic or process than your fellow colleagues? Then you have probably been asked to put together a “training” before. Make sure this training is not a colossal waste of everyone’s time by keeping the following things in mind.

Training is a Tough Job

First off, remember that people who teach or train have usually gone to school to study this. They have spent years studying in both a classroom and on the job about learning principles, adult learning theory, motivation, assessment, classroom management, etc. If you’re feeling a little overwhelmed, it’s totally normal.

You know training isn’t your strong point, but you also know that everyone looking at this meeting invite is rolling their eyes thinking “oh great, THIS will be such a waste of time.” You don’t have to go get a teaching certificate to prove them wrong. Just design your training with these three things in mind:

1. What exactly do you want them to DO?  (Not KNOW)

Many times you’ll be asked to “teach everyone about XYZ” in your training, but that’s not what your boss is really asking for. What he/she really wants is for you to teach everyone about XYZ and then train them on what to do with that information. How to apply it, how to process it, how to use it to inform their decision making. Simply “knowing” something in the workplace isn’t all that helpful. Knowing how to apply that information is.


2. Have them practice what you want them to DO

Once you’ve identified and communicated what it is you want everyone to be able to do, you’ll save everyone a lot of time later by having them practice that process at the training. If you merely tell people how to do something, everyone will come back to you later with questions after they try to do it on their own (if they even remember what you said.) If you build a simulation or practice into your training, then everyone can learn by doing, which will not only ensure they are completing the process correctly, but also make them more likely to retain the information.


3. Decide how much of the process is important

Once someone learns how to do something, they may find their own way to do it. That’s OK! If after a training, someone is able to get the same result in the same amount of time by doing a different process, don’t be too quick to call it out as “wrong.” There are usually multiple ways to get to the same result so if their process doesn’t leave out crucial steps, then who cares if it’s a little different than the way you do it. Successful trainers give enough structure to make sure all steps are completed accurately, but give enough freedom for learners to work they way that’s easiest for them.

Get More Help


Want me to look over or help you with your training? Good news! I offer in-person coaching (in the Phoenix area) and over the phone coaching. Everything from tweaking an existing training, to coaching your delivery, or completely writing it for you. Email me at or check out my “public speaking services” for more info.


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