Training planning is the thoughtful analysis of the purpose and desired outcomes of your training presentations. Ask yourself where do you the learners to be at the end of the training then create a training journey to get them there. What is the depth of the training? Are you providing an overview or do you want learners to develop a new skill based on a transfer of new knowledge or are you trying to assist with deep organizational change? The answers to these questions will determine the amount of time you spend on training content vs. skill development vs. knowledge transfer vs. concept institutionalization.
Percentage cycles based on time:
- If the goal of the class is to create an awareness of a new training topic, spend 80% of class time on content and 20% on processing and practice.
- If you want the learners to develop a new skill, the class time should be divided 50% on content presentation and 50% on processing and practice.
- If the goal of the training is transfer of knowledge, the class time should divided 30% on content and 70% on processing and practice.
- If the goal of the training is company institutionalization or integration of concepts of skills throughout the organization, class time should be divided 20% content and 80% on processing and practice.
CITE: Kagan, L. (2007). Dynamic Trainer! San Clemente. CA. Kagan Publishing Company