Do you have a skills gap? (2)
Ask for feedback from colleagues or peers
They can be a real treasure trove of advice and honest feedback for you. Also use the feedback provided by your SWOT analysis and other sources of analysis
Identify clear training goals
By now, you should have a strong sense of what your training goals are, having considered each of the above steps. It is important that your goals are designed and worded to conform with the SMART criteria, in that they are:
- Specific (clearly defined and not ambiguous)
- Measureable (you can clearly measure that the task has been completed)
- Achievable (in the context of everything else that must be done)
- Relevant (support your goals)
- Time bound (have a deadline for when the task will be completed by).
Writing your training plan
A simple plan that you can review and amend easily is best. It should have a number of components:
- What training do you need to deliver to address a present or future performance gap?
- What are your overall learning objectives €“ what is the overall aim of the training and how will it add value to you, your staff, your customers and your business?
- What format will it take?
- To whom will it be delivered?
- When does it need to start and by when should it be completed?
- Are there any costs involved?
- Are there any measures of success you need to include?
- What is the current status €“ are you on track or behind schedule?
- Produce your plan in a simple and visually attractive format and keep it with your business plan. Review your training plan regularly to help ensure its relevance and usefulness.