Canada Association of Tourism Employees

Create A Coaching Curriculum In three Stress-Free Steps

What are the steps to create a training curriculum for your team?

You can choose to either create your own in-house custom training curriculum or to outsource training using online training materials through an e-learning platform. No matter what you choose to do, it’s important to focus on these three simple steps to find the best training plan for your business.

eBook publication

eLearning 101: How to Create the Perfect Curriculum for Your Business

Company training courses can be a significant cost factor. Should your company consider offshoring to a bespoke training program that uses eLearning?

Step 1: Identify your training needs

It is imperative that you first identify all of the objectives of your training program before creating or selecting a training curriculum. You need to define what each member of your target audience needs to know and why they need it before investing time or money in curriculum content development.

When creating an in-house training program, first think about all the skills and knowledge that are considered “good performers” in your company. Brainstorm as many as you can and then categorize them into general topics like “teamwork”, “communication” or “initiative”. Don’t forget to include soft skills like “work ethics” or “attitude” as well. Add everything you think is important so that your employees know or can at any point in their careers.

For example, after interviewing all supervisors and managers, an HR team may discover that their organization is having problems with teamwork and communication. This can be due to a number of issues, including inexperienced employees who don’t know how to work collaboratively or employees who feel like they’re not part of the team because they don’t speak up enough in meetings. You could make a list that looks like this:


How to work collaboratively and productively in a team.


Effective listening, non-verbal communication skills, giving constructive feedback, or diplomatically disagreeing with others.


The importance of taking initiative at work and using it if necessary (e.g. volunteering for projects outside of one’s own job description).

Customize your needs list

Each business unit has a different list based on the needs of the employees and the areas in which they need training. The aim is to assess current training needs and make a list of what needs to be considered in the curriculum.

If you are outsourcing your training curriculum, make sure you are still going through this process to identify those needs. Many companies turn to e-learning agencies as the first step in their training. Some offer platforms with user-friendly interfaces that are easy to use, and they offer courses on a variety of topics.

With courses developed by industry experts, you can train all of your staff without the expense of hiring a trainer or wasting time searching for the right course online.

It is important for any business leader to realize that there are more benefits to training than just improving the skills of your employees. Training not only makes your company more productive, but can also be used as a vehicle for retaining employees or for recruiting new employees.

Training employees is the first step in achieving any business goal. By first identifying training needs, you can tell your C-suite how the training curriculum addresses those needs and makes people more efficient and effective in their work.

Step 2: create a timeline for your training curriculum

After you’ve identified the training needs for your company, the next step is to create a schedule for delivering the curriculum. The schedule depends on whether the training is to coincide with an event or an organizational change. For example, the introduction of a new product line or organizational reorganization can determine when the curriculum is introduced, as ideally employees should be trained before major changes go into effect. There are a few other factors to consider when creating a schedule for your training plan:

  • Consider topics that may take more time to study, such as: B. Brand new technologies or changes in current practices or procedures.
  • Determine when management wants you to complete your project or if there is a deadline for completing the training curriculum.
  • Take into account how much knowledge people currently have about each topic before moving on to other topics. For example, if they have not been trained in current practices and procedures, it may not be wise to simply study this topic without first teaching them how processes were previously carried out before changes were made.

In-house vs. outsourcing

Developing your own in-house training gives you complete control over the schedule. After considering these factors above, come up with a meaningful schedule and put it on attendees’ calendars so they know it’s coming.

If you outsource your training curriculum, you may not have as many options to deliver the training. If it is a live training curriculum that is offered in real time, there may be only a few dates to choose from. Further online training courses are offered on demand and can be accessed at any time via a learning management system.

Whether you’re building your own in-house training or outsourcing it from an eLearning training platform, check the factors listed above to make sure the timing is right.

Step 3: Create or choose your training curriculum

You have completed steps one and two so you now have a clear idea of ​​your training needs and a timeline for introducing your training curriculum. If you are creating an in-house training curriculum, now is the time to plan what you want to teach specific people in your organization on these topics.

It takes time and money to build something from scratch, so there are a few ways to simplify the process a bit:

  • Find a company with a well-known and successful education in your field. Find their training materials online, then make a copy of them by replacing your information. Your information is based on the training needs you identified beforehand and what specific training your employees need to learn.
  • Develop a teaching strategy that includes how the material will be delivered, who will deliver the material, how often it will be delivered, and how it will be delivered.
  • Present the topics of your training program in an outline format, then write an article or bullet point to add content to each section of your outline. The outline can also be used to submit your ideas to the C-suite executive team for approval on the project.
  • Choose a consistent topic by thinking about how people are most effective at learning. You can try different ideas in different formats such as: B. in traditional textbooks, online courses, courses with lecturers, group discussion workshops, short presentations or videos

If you are planning to outsource your training curriculum, this step is pretty straightforward – all you need to do is work with the right agency and make sure the curriculum design matches the training requirements and timeframe that you established earlier in the other steps. Working with a leading eLearning agency takes less time. It also provides scope for a large amount of additional creativity and best practices that can be incorporated into your curriculum structure.

Convince leaders to invest in your curriculum

We went through the three steps of creating a training curriculum, whether you create it in-house or outsource it through an e-learning agency. The last thing you have to do now is convince yourself
C-Suite that the investment is worthwhile. Managers are often busy and may not have the time to go through the basics of a training curriculum. It is your job to convince them that it is worthwhile and a priority.

Since you followed our three simple steps, you now know your employees’ training needs, you have developed a training plan based on key factors, and you have developed or selected an appropriate training curriculum. You can use this information to discuss the benefits of your training curriculum with the C-suite.

How to do it:

  • Discuss the audience for your training curriculum and your program will address those needs. Since you have previously determined the training needs, you can review the list you made with the C-suite.
  • Review the training period you set against important dates and important company initiatives. The C-suite will be impressed that you considered these things and selected a convenient time to start the training curriculum.
  • Show the training materials to the C-Suite. If you choose to outsource your training curriculum to an online e-earnings program, you can show your choices, review content and costs.

If you’re creating a custom in-house training curriculum, go through the outline and content, and provide an estimate of the cost to create. Going through this three step process allows you to thoroughly consider and think about the training needs, the schedule for the training, and the actual curriculum you will be using.

You are now well placed to convince the C-suite of why this is a valuable investment for the company. These three simple steps will help employees do their jobs better and help the company achieve its business goals.


Download the eBook eLearning 101: How to Build the Perfect Curriculum for Your Business to discover action points that you can follow to launch a bespoke L&D strategy for your team. It is required reading for companies weighing the pros and cons of outsourcing and wanting to learn more about curriculum design from industry experts.

eBook publication: eWyse


eWyse is an award-winning agency that uses a unique methodology called the 3C Approach to create perfect eLearning courses that engage, entertain and educate learners while helping companies achieve their goals. Let’s discuss your ideas!

Post a Comment

You don't have permission to register