Courses are an investment in employee competence and organisational development – but they can also demand substantial resources. In addition to potential course fees and travel expenses, they require time from both the instructor and the participant. This holds even when the course is delivered digitally. A well-designed course structure that combines different forms of learning helps maximise the course’s impact and, in turn, the value of the investment.
A common obstacle to practical training is that participants are at different levels, making the content less relevant for some. A large portion of the course may be spent with the instructor covering basic material that many participants are already familiar with. As a result, both the participants and the instructor end up spending time repeating things that are already known. At the same time, there’s a risk that the instructor sets the level too high for others, leaving some participants unable to keep up.
Solution: Create a digital guide that provides an introduction and foundational understanding of the topic. Watching it is mandatory before the training session, allowing the course to start at a higher, shared level for everyone. Those who already have solid prior knowledge can skim through the guide quickly, while those who are less familiar with the subject can spend a bit more time on it.
It’s very easy to fall into the trap of filling training sessions with everything that “might be good to know.” Here, it’s essential to be critical and evaluate, for each element, what knowledge is essential to include in the course and what can be learned later, during the workday.
Solution: Don’t focus on the details; instead, emphasise the overall value or background of a particular area. Spend time on group discussions and exercises. Conclude (and perhaps start) by showing participants how to find information afterwards (and what information is available).
There’s a high risk that much of what is learned during a training session is forgotten by the very next day, and that after a few months, most of it may be lost - unless the knowledge is repeated or applied in practice.
Solution: Ensure there is digital learning material, packaged in small, manageable chunks that can be easily accessed afterwards. This is useful both for reviewing specific parts and for deepening knowledge independently, allowing participants to learn more than what was covered during the training session.
In summary, we aim to encourage careful consideration of the optimal structure for training sessions to be conducted, including what can be learned before the session, what is learned most effectively during the session, and what support should be available afterwards.
By planning training with the perspective that learning is a continuous process, you save resources while providing employees with both better skills development and support in their daily work.