When a training course does not deliver, the cause is usually upstream, in a brief that said only “we need training on X”. These are the five questions we ask in the first conversation. Answering them in advance, even roughly, makes the course better and cheaper.
1. Who will attend?
Which roles, how many people, where they are based, and how experienced they are. A course for new starters and a course for experienced staff are different courses, even with the same title.
2. What can they not do today?
Be specific. “They refer every price question to the clinician.” “Their reports do not say what the numbers mean.” This sentence becomes the basis of the course.
3. What would success look like?
Something you could observe or count a few months later: fewer escalations, shorter meetings, a presentation that achieved its purpose.
4. How much time is available?
Half a day per person and two hours a week for six weeks lead to very different designs. Both can work, but the design has to match the time that will actually be released.
5. Who will run it next time?
If your own staff will run the course in future, it needs a trainer’s guide, editable files and a handover session. Deciding this early changes what gets built.
Send us your answers and we will come back with a proposal.