“Training will help solve this problem.” Before you say this, make sure more powerful changes have been made first. Here are 7 factors to consider. Learn more.
Your client thinks a course will solve their problem, but you’re not so sure. Help the client see the real cause by asking not only “why?” but also “what for?” Learn more.
“Our job is to give the client what they want.” Nope. Our job is to save the client from themselves. We need to learn who they are and what challenges they’re facing, and then help them do the analysis that they probably skipped. Learn more.
“I’ll create whatever you want, even if it will never work!” That’s what the typical training request form promises clients. Set the right expectations by burning that form and replacing it with these ideas. Learn more.
Does that learning objective really want what’s best for you? Conventional objectives aren’t always our friends. These three questions will help you set boundaries with our frenemy. Learn more.
“This thing is new, so of course everyone needs to be trained on it.” Your client is heading toward an information dump. Steer them to a better solution with these tips. Learn more.
How can we make mandatory training actually useful? With some disobedience, questions, and a sneaky workaround to “everyone must be exposed to all the information.” Learn more.
“How can I design training for new software?” Maybe training isn’t even necessary. Let’s look at some alternatives. Learn more.
Your client wants “one course for everyone.” You know this means “one generic info dump that everyone will forget.” How can you steer the project in the right direction? Learn more.
“I vow to become a hero to my learners and clients. I’ll save the world from boring training!” How can we achieve this resolution? Here are five steps you can take now. Learn more.