As in any aspect of life, if you want to get somewhere, you have to know where you are going. Otherwise, you get the results you've always gotten and wonder why things never change.

The same is true when designing training programs. In my field of performance consulting, I often talk to prospective clients about their past failed training programs. The comment usually sounds like, "Well, we tried that before and it just didn't work." My response is to find out what preparation was done prior to creation and delivery of the training.

In most cases, where "training" failed, the reason for the training was not properly identified and clearly linked to the business requirements. Or, management threw training at the problem, without truly assessing and understanding the core problem. Training programs that lack a connection with an established business objective are often doomed before they begin!

Key Questions Prior to Training Development

1. What business problem are you trying to solve?

2. Will all levels of the organization be included in the process?

3. What will success look like upon completion of the training program?

4. What obstacles will potentially hinder the implementation of skills learned?

5. What are the consequences for those that do not participate in the training?

6. What are the consequences for those that do not adopt the skills learned?

7. How will you measure success?

If any of these questions are left unanswered prior to development or design of a training program, the door is left open for failure, either in the application of the skills learned, or the justification of the training program in the eyes of management. Answer these questions clearly and everyone will understand what's at stake and recognize successful results!

Shannon Lear Martin is a performance consultant with TrainUtopia, where she helps clients measure and improve organizational performance in support of their business goals and objectives. She can be reached at [email protected].

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