Organizational Training: From ‘Whatever Comes Up’ to ‘What’s Needed’!

New Training Manager? Time to Organize the Chaos!

Congratulations! You’re the new training manager of your organization. That means:

1. You hold the future of learning in the organization in your hands.
2. Your colleagues see you as the magician who will solve all problems with a “training session.”
3. No one exactly knows what you do, but everyone has an opinion on what you SHOULD do.

To avoid running around in panic (or pretending to answer emails just to dodge endless requests for “a quick training”), see how to properly organize the annual training plan.

1 Forget “We’ve Always Done It This Way” – Time for Needs!

Don’t fall into the trap of copy-pasting last year’s programs. Business changes, employee needs change, and training must follow.

What to do:

1. Gather data: Talk to managers, HR, and even the employees themselves.
2. Conduct a training needs analysis – no assumptions!
3. Identify which skills will truly impact organizational performance.

2 Training Strategy: From “Whatever We Find” to “What’s Needed”

Instead of randomly throwing trainings left and right, create a plan that aligns with the company’s strategic goals.

What to do:

1. Align training with the business strategy.
2. Create clear thematic priorities (e.g., Leadership, Digital Skills, Customer Experience).
3. Build a balanced mix: on-the-job training, e-learning, workshops, coaching.

3 Budget: No, It’s Not Just an “Expense” – It’s an Investment

The training budget is often seen as a luxury until skill gaps start costing a lot. Show its value from the start!

What to do:

1. Link each training initiative to specific KPIs (e.g., increased productivity, improved engagement, reduced errors).
2. Explain how the right training saves money from mistakes, low performance, or high employee turnover.
3. Use data & success stories to convince management.

4 Seek “Fresh” Methods – Old Lectures Are Dead

If your organization’s idea of training is still “someone talks – everyone gets bored,” it’s time to change that!

What to do:

1. Use blended learning (combination of online & live training).
2. Introduce microlearning – small, digestible learning bits that fit into daily routines.
3. Emphasize learning by experience (case studies, role-playing, interactive learning).
4. Don’t forget peer learning – employees learn incredibly well from each other!

5 Communication: If You Don’t Promote It, No One Will Come!

Training can be incredibly valuable, but if employees see it as “just another chore,” they’ll avoid it like last Friday’s meeting.

What to do:

1. Use marketing techniques! Generate interest through smart communication.
2. Add storytelling: “See how Company X reduced errors by 30% after this training.”
3. Find ambassadors – people in the organization who will spread the benefits of learning.

6 Measure Results: Show That It Makes a Difference!

If you don’t measure training outcomes, your budget might disappear faster than the cookies in the meeting room.

What to do:

1. Use the Kirkpatrick Model to evaluate training:
2. How did participants react?
3. What did they learn?
4. Did they apply it in their work?
5. Did it have an impact on the organization?
6. Request feedback and make real-time improvements.

Conclusion: Training Isn’t “Check the Box,” It’s a Business Advantage!

Successful training isn’t just “doing some seminars.” It’s a strategic move that helps the organization evolve, stay competitive, and retain its top talent.

So, if you’re the new training manager, remember:

✅ Strategy, not just a list of trainings

✅ Alignment with organizational needs

✅ Innovation in methods

✅ Measuring results

Good luck!

And don’t forget, the best training starts with you!