Is there something your team needs to learn — or get better at — to do their job well?
Think about a gap you've noticed: something your team struggles with, does inconsistently, or has never properly been shown how to do.
Question 2 of 6
What do you want them to be able to do that they can't do now — or can't do well enough?
Try to finish this sentence: "After this training, my team will be able to..." Pick the option that best fits, then tell us the specifics.
Question 3 of 6
If you sat them down and walked them through it right now, could they do it?
If yes — they probably already know how, and something else is getting in the way. If no — they genuinely haven't been shown how, or haven't had enough practice.
Worth a conversation before you go further. If your team already knows how to do this, training probably isn't the answer. The problem might be a process issue, unclear expectations, or a tooling gap. It's still worth completing this — but flag it with whoever is asking for the training.
Question 4 of 6
Are there specific conditions they'll need to perform this under?
Think about the real situation — who they'll be with, what tools they'll have, what pressure they'll be under.
Question 5 of 6
Is there a standard they need to hit?
Think about whether there's a measurable bar — a time, a score, a rate, a number of attempts. If it's more of a "I'll know it when I see it" situation, that's fine too.
Question 6 of 6
What would "this worked" actually look like for you?
Think about what you'd notice back on the job. Passing a test is usually not the real goal — it's what changes in how your team actually works.
It might not be a training problem — yet
Before designing training around a problem you haven't fully diagnosed, it's worth getting some help to figure out what's actually going on. Training built around the wrong problem rarely works — and wastes everyone's time.
Get in touch and we can work through it together.
Done
Here's what your training needs to deliver
Share this with whoever is building or delivering the training — it gives them everything they need to get started.
Learning objective
How you'll know it worked
Things to sort out before building the training
Define who will deliver this training and by when.
Confirm who needs to complete it and how you'll track that.
Agree what happens if someone doesn't meet the standard — do they get another attempt, more support, or something else?
Make sure the examples and scenarios used in the training reflect your team's real work, not generic situations.