Canada Association of Tourism Employees

Construct And Scale Your Coaching Content material Technique

It’s like building a house … and then more houses

With a training content strategy, learners can spend more time safely introducing new training modules, implementing learner engagement strategies, and setting benchmark metrics. Don’t guess what to do next. Your time is precious. So where do i start?

1. Your content strategy needs a blueprint

Just as a strong foundation is important when building a home, when building a training program it is critical to start with a strong context. Your learners should be able to understand the goals and learning objectives at a glance at the start of a new training rollout.

Think back to your own onboarding experience – the intimidating length of the checklist and the endless jargon you had to memorize and vomit.

You definitely checked out.

In a successful training program, learners not only know what they are learning, but also why they need to internalize that information. Your learners will invest more in their learning when they can link training benefits directly to their personal success metrics – whether it closes more deals to expedite their promotion or to get into the Founder’s Club.

2. Create the essentials: what can you get away with?

Now that you have a solid foundation, building your “essential” rooms (kitchen, bathroom, bedroom) is the next step. These complement your foundation; Your learners know the basics of the job, and now you need to provide them with the things they need. First, ask yourself what the learner’s next steps would be to be effective and what would need to be done on a regular basis.

These are the “prerequisites for learners” or the things that make them successful in their role. In the context of the house plan, the assignment of the “essential” rooms means that you guide your learners through the basic workflow of their everyday life. For sales teams, this is the time to hand over the sales playbook to your reps and teach them the ideal customer profile or how to run a full demo. These are the tools and training your employees need to be successful in their roles.

3. Bring your bells and whistles

With the foundations and essential spaces in place, you can focus on the “decor” and furnishings. This is the space for career development and personal growth opportunities. After your new hires get used to the routines and functions of their roles, you want them to feel successful and confident in their roles.

Learners need to understand the basic skills and techniques before moving on to anything that requires advanced knowledge or context. This “scaffolding” process layers the training in a digestible way and ensures that the learner is able to understand and retain knowledge without information overload. This is the time to teach them skills that will enable them to succeed in their roles – and for sales teams, it means starting the Founder’s Club.

4. Select your first training topic

When you’ve finished drafting your content, it’s much easier to choose your next training topic.

Identify the learning goals and then work backwards to set the benchmark for success. You can then give your learners a “just right” topic and show the effects in the moment, when applied correctly. The key is to start small by rolling out one topic at a time, analyzing the results, listening to student feedback, and changing the training as often and quickly as needed.

5. Creating content on a large scale

Training and enablement are not a solo journey, it takes a village to implement the right content, training and strategies for a new module. It’s important to think about developing a content strategy that enables cross-functional collaboration. Otherwise, you will encounter challenges including:

  1. Maximum bandwidth
    During the training implementation, you are the only person who knows how to solve questions from your employees, managers, and cross-functional teams.
  2. Information silos this can lead to a serious bottleneck. To capture the most accurate knowledge available, SMEs should be able to create their own training content.
  3. Growth inefficiencies This happens when your content or your training module is no longer relevant to your team. Whether it’s a new product feature that hasn’t been documented or an outdated certification course, you need to clean up your training content to keep it up to date or to keep your user engagement rate decreasing.

The key to creating content that scales with your hypergrowth teams is to democratize content creation by distributing the work to subject matter experts and providing them with templates and guides. With a preset content structure, your editors get a starting point so that they don’t create the content format or training design from scratch and concentrate on the essentials: the content itself. This practice also enables:

  • Easy content creation
  • Improves content management and organization
  • Enable editors to design training courses quickly
  • Standardization of language and terminology
  • Ability to easily assign content creation to other teams

When you democratize content creation, you often encounter “content chaos,” including duplicate efforts or an inability to maintain content sanitation. To combat this, you’ll need to use your LMS to put up guard rails, including:

  • Restricted permissions for creating and editing content
  • Standardized templates and instructions
  • Robust reporting to track training feedback


WorkRamp is the all-in-one LMS that offers employees, partners and customers amazing learning experiences.

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