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How to Ensure the Training Department is Seen as a Partner or Resource

Posted by Beth Brashear on 3/5/18 8:00 AM
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In an organization, the training department is often viewed as the “fun” department rather than a partner or resource for development. How is this image or reputation created? Often, it’s because people aren’t familiar with everything the department has to offer, or all the steps, processes, analysis, development, solutions, etc. that go into training. In addition, training is sometimes viewed as a “one size fits all” solution, meaning it can solve all problems. In fact, training is not always the solution to a performance gap (if the gap even exists). If training is provided when the problem lies elsewhere, the department won’t be seen as a credible resource.


Below are six tips to help change the training department’s image from “fun” to that of a partner or resource for development.

1. Create a training department mission statement that defines: what product or service is provided, for whom the product or service is provided, and why the product or service is provided (i.e. when there is a performance gap in knowledge and skill).

2. Align the training department objectives with the organization’s objectives.

3. Ensure all training provides a solution to a performance gap in knowledge and skill and not something else (e.g. lack of standards).

4. Market training solutions to the appropriate target audience.

5. Design courses with content that is relevant to the target audience. Make sure the focus is on “need-to-know” content versus “nice-to-know” content!

6. Evaluate the effectiveness of the training. Listen and act on the feedback received.


Strategically aligning the training department’s mission statement and objectives with the organization’s, as well as providing training only when a clearly defined deficiency in skill and knowledge exists, is paramount. In addition, designing content relevant to the target audience will create a reputation of your training department as not only “fun” but also a credible resource.


How do you ensure your training department is seen as a partner or resource for development?


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Beth has been a course leader with Langevin since 2015. She currently resides in the Washington, DC metropolitan area. Beth began her training career in 2006 and believes, while training needs to be educational, it also needs to be fun! Outside of the classroom, Beth enjoys spending time with her daughter, reading, playing volleyball, photography, and travelling. She hopes to one day visit India during the Festival of Lights, Mexico for the Day of the Dead Celebration, Rio for the Carnival, and China for the Chinese New Year.

Tags: marketing training, managing training

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