Você está lutando para equilibrar a qualidade do treinamento e a velocidade de entrega. Como você pode conseguir ambos de forma eficaz?

The idea is to identify "the core" of your training content. The good news is you already know this. When you tell the participants "If you are taking only one thing home from this training, it should be ...", you are talking about that. Most of the time, the core of the training can not be taught by it self, there needs to be supporting material. And that becomes highest impact training you can do. Then you can move on to the second most important content. This way, you can have a training that can be tailored to two hour or many days.

I've seen firsthand how prioritising essential topics that directly align with the audience's needs leads to more effective and impactful training. By focusing on concise and relevant material, we not only enhance learner engagement but also improve retention and practical application. This method not only respects the learners' time but also ensures that the training delivers tangible benefits

-Adapt to Needs: Tailor content and delivery methods to the specific needs and learning styles of your audience. -Use Assessments: Conduct pre-training assessments to identify knowledge gaps and focus on relevant areas. -Provide Choices: Offer different learning paths or options to accommodate diverse preferences and speeds.

I have noticed making the handbooks available to the participants before the training has a indirect effect of most of the participants come prepared after reading it. You can also make videos for training preparation and introduction sessions. Depending on the nature of the training program you offer, you might be able to have the whole program pre-recorded. And in the live session you can take up high value discussions. LMS offer community features such as forums, and chat. These can be used to help participant engage pre-session and between two sessions.

-Utilize Tools: Employ e-learning platforms, learning management systems (LMS), and other digital tools to streamline delivery. -Automate Processes: Automate repetitive tasks, such as grading or progress tracking, to save time. -Incorporate Multimedia: Use videos, interactive elements, and other multimedia to enhance engagement and understanding.

Step away from the "person-at-the-podium" model -- the idea that we, as trainers, have knowledge to impart. And that learning is merely the participant listening, taking notes, and later actioning on our insights. Instead, as trainers, we can create activities that allow participants to co-generate ideas with each others. Wirh adult learners, allowing them to leverage their on expertise is key to engagement. Create activity-based exercises that place participants in small groups, challenge them to think in new ways, and then allows them to share the new ideas they've generated.

Some Learning Management Systems (LMS) have the capability to embed feedback survey into the learning item when it is completed and make it mandatory to get the learning history updated. By doing it, we ensure all learning activities are evaluated and then we have enough data to work on improvements and understand what works.

More important than “cold” numbers and data, it is meet “face to face” either physically or virtually your main customers and stakeholders. Make it a priority by setting a specific time, example, a quarter to focus on evaluation, so throughout that period you will schedule meetings with them to collect qualitative data. I recommend do it in 3rd quarter, then the results from these meetings can help you on the planning of the following year, which usually is done on the 4th quarter.

An important complement to evaluate regularly and iterate continuously, it is establish a kind of “school or learning board”, a decision and prioritization forum with top leaders for L&D topics. It ensures you know what should prioritized and then provide the right focus and resources to build the best solution.