Learner First Model Part 10
Scaling your online training with your business can be tricky. Check out our 6 vital steps to ensure success when scaling your training.
This blog is from a 12 part series about our learner-first training model. If you’d like to read more about the learner-first model, you can check out the other articles in the series, or download a free copy of our ebook.
The learner-first training approach places the learner at the center of your training strategy.
When learner pathways are structured, tools are chosen and learning is designed with the learner in mind, trainers will see more engaged learners, better training outcomes, and happier, healthier, smarter workplaces.
Now that you’ve proven your training is effective, you’re ready for the dissemination stage.
The dissemination stage is about delivering your training to your learners and eventually scaling that training over time.
For this article, we will focus on how you scale your training once it’s up and running.
Scaling is a stage that comes after training delivery is well and truly underway. This ensures that training is only scaled when it’s ready to. When you know that the training itself is effective, that no learners are slipping through the cracks in your training process, and that your data is clear and accurate. In other words, training only scales when it’s watertight.
There are 6 steps to scale your training, which we will look at in-depth.
The first step in scaling training is to automate as much of your process as possible. Refer to your learner pathways and look at every step that your learners take to complete training.
Keep one question in your mind: Can I automate this step?
The first step in your learner pathway may be when a learner is enrolled into the first course in their training process.
By mapping your automation to your learner pathway, you can guarantee that you’ve covered every aspect of your training process when it comes to automation.
Data hygiene is vital to consider before scaling your training. If you’re currently missing any data when it comes to tracking and analyzing your training, then your gaps in data will be magnified by tenfold when you scale.
Spend some time going through your data and identifying any gaps.
Only when your data is watertight will you be able to truly scale training.
Refer back to your learner pathways and ask yourself what tools you could be adding to your training process to help scale. For example, you may require learners to book an in-person session with a trainer at some point in your program. Can you leverage a meeting scheduling tool, such as Calendly, to help scale your booking process?
Scale isn’t just about increasing the volume of your learner base – it’s also about bringing back old learners to complete more training. Consider how you could re-engage learners who have completed training or how you could re-engage them in the future.
For example, you may be running a training program to improve emotional intelligence within your organization. Why not capture your learners’ emails and re-engage them with an email drip campaign that allows them to self-enroll in short courses to deepen their knowledge and ensure retention of knowledge?
To scale further, you’ll need to increase the number of learners in your program. If you’re training internally, then consider what groups of learners you could add to your program from within the business.
Are there other geographic regions, departments, or functions within the business that would benefit from your training program? You can use the results of your program so far, to justify expanding your learner base.
Finally, consider expanding your training outside your business. By selling your training, you could be adding an extra revenue line to your business and capitalizing on the time you’ve spent building and delivering your training program. It could also be a great resource to instruct customers on your product or service.
Note: If you are at a larger organization, management may want to protect the IP of your training program and keep it for internal delivery only.
To scale training further, offer your learners opportunity to share that they’ve completed your training program. Badges and certifications that can be shared on social media or via internal emails and chat will act as a word of mouth marketing channel for your program, spreading awareness of your training and attracting more learners.
You’ve created an awesome training program based around your learners. Your content has been delivered, and you’ve begun to automate it and introduce it to new learner bases.
Almost! We’ve come full circle, and are back at the evaluation phase.
Want to find out more?
Contact our team for a chat to discuss how we could help with learning in your organization.