Train the TrainerHow to develop scenario-based curriculum

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Tiffany Songvilay

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Introduction

Instructional DesignProject Management

Methodology

Develop training in parallel to the product. For best results, do not launch until training is complete.

• Analyze – align with existing org goals

• Design – get sign off before development

• Develop – validate custom apps and integration

• Implement – practice, deliver, repeat

• Evaluate – build a self-sustaining community

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Discover business processes

ConsultingMarketing

Analyze

You are gathering data the project team can use. Become an advisor to IT and an advocate for the users.

• Read the project documentation

• Interview BAs – any other changes happening?

• How are they learning new processes now?

• Learn the tech they are currently using

• Create a focus group of early tech adopters

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Investigate your audience

Social NetworkingBusiness Development

Analyze

Only teach when the students are motivated and incented to learn.

• Talk to HR – workforce planning assessments

• Target job titles and friends – not departments

• Think about SharePoint and AD security groups

• Focus on cross-functional business processes

• What’s their motivation to change?

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Define training objectives

Maximize RetentionMinimize Complexity

Design

Pick one: New process on an old tool or an old process on a new tool.

• Easy – they only have to remember three things

• Relevant – they will use it within 48 hours

• Process improvement not product placement

• What does their success look like?

• Save them money or make them money

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Sample Training Plan

SyllabusSchedule

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Design

Include all the information you’ll need to promote the sessions and request people and budget.

1. Background and scope

2. List of modules or topics

3. Roles and responsibilities

4. Suggested date range for delivery

5. Resources needed

Sign off on a scope of work

Tech WritingCourseware

Don’t agree to deliverables until you know how much time you have to develop content.

• Tip Sheet (1 day each)

• Hands-on (1 day for each 1-hr class)

• Multimedia (8 days for each 1-hr class)

• Manual (4 weeks minimum)

• Total number of training hours x 10

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Design

Create compelling content

ScenariosEnd-to-end process

Develop

Don’t just teach SharePoint. Use SharePoint as one tool in the overall process.

• Start with the use cases and OOTB help files

• Reinforce what success looks like (3 things)

• Script the presenter – use humor

• Host a dry run with the focus group

• Use good titles – not software levels

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Sample Scenarios

MarketingChange

Demo-only sessions create demand for hands-on learning. Show them how you want them to use the product.

• Improving team communications: How to eliminate your weekly status meeting

• Working from home: How to prove that you’re more productive out of the office

• Search that works: Finding the people and information you need right now

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Develop

Class Times

EmailInvites

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Implement

Re-use information from audience investigation.

• 15-minute break every 90 minutes

• 90-minute lunch – for the instructor!

• How many classes will it take to get everyone trained?

• ‘By invitation only’ creates demand

Metrics

CommunityCommunication

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Evaluate

Make sure you can prove that you provided enough value to justify class attendance.

1. Costs $37/hour per employee just for them to attend

2. You’ll receive more feedback if you use paper evals or real-time polls

3. Develop new content based on this feedback

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