Step 4. Outline Training Content

Most training is divided into three portions: an introduction, a learning component, and a wrap-up/evaluation component.

Introduction. The introduction establishes a positive learning environment. Opening activities should stimulate interest and enthusiasm, reduce anxiety amongst participants, and build community. It’s important to build some content into introductory activities, and make sure these activities are meaningful. However,, the development of group rapport can’t be rushed, so make sure to allow time for participants to become comfortable with one another.

Learning component. This is the body of the program. During this part of the program, participants engage in activities designed to accomplish training objectives. Concepts and ideas are taught and explored, attitudes are examined, resources are shared, and teaching strategies and skills are demonstrated, practiced, and discussed. To be most effective, activities should actively involve participants in acquiring knowledge or practicing skills.

Step 5 offers detailed information about designing learning activities.

Wrap-up and evaluation segment. This segment should help bridge the gap between training and implementation and promote a positive feeling of closure. It is your opportunity to “pull it all together”: highlight essential learning, summarize central concepts and themes, and describe next steps. Participants should have an opportunity to ask questions, discuss concerns, and provide feedback to the trainers. Finally, it is helpful to review the group’s expectations and identify resources to help satisfy those that have not been met. (Multi-day training events might need a brief introduction component and wrap-up component each day.)

Once you have established your priorities and begun to organize the training, create a rough training outline. Consider the following “rules of thumb”:
Block out the time into large chunks. Fill in “known” elements such as meals and breaks followed by specific activities.
Finally, assign an amount of time to each activity.
Start with simple concepts and proceed to ones that are more complex.
Proceed from topics that are less “threatening” to ones that may be more sensitive in nature.
Schedule activities which require the greatest concentration during times when people will be focused and energetic such as first thing in the morning and interactive sessions during low energy times such as right after lunch.

Give yourself and the participants a break. Build into your training design at least one 10-15 minute break in the morning and afternoon and time for lunch.
Build in time for reflection, discussion, and for questions and answers.
During a multi-day event, allow time at the beginning of each day to introduce the day’s events, bridge one day to the next, discuss comments or questions, and make general announcements.
Schedule a few minutes at the end of each day for feedback, announcements, and to provide closure to the days activities.
Review your plan with a critical eye. You may need to reduce the number of objectives you plan to address if you really want learning to take place.

Be flexible! Although your design is a detailed road map, you may encounter detours along the way. The best training design not only accomplishes the objectives of the training, but also meets the emergent needs of participants.

Always return to your stated objectives and outcomes to guide program content and remind you of your purpose. It’s easy to go off track.

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