Course: Building Change Management Competencies
Creating Effective Training Course Outlines
When structuring a comprehensive training programme, gathering the right information upfront ensures your course delivers meaningful performance improvements. Here's what you need to consider when developing your course outline.
Essential Information for Course Development
Topic and Learning Area
Begin by identifying your specific topic for improving performance. This could include areas like Effective Feedback, Emotional Intelligence, Presentation Skills, or any content area where your Organisation needs capability development. Be specific about what performance gaps you're addressing.
Target Audience and Level
Clearly define who will participate in your training. Consider whether you're targeting:
- Frontline staff members
- Emerging leaders
- Senior executives
- HR managers
- Mixed groups with varying experience levels
Understanding your audience helps tailor content complexity and ensures relevance to their daily work challenges.
Duration and Format Options
Select a format that balances learning objectives with practical constraints:
- 90 minute micro session for focused skill development
- Half day combining theory with roleplay practicals
- Full day face to face intensive workshop
- 3 x 2 hour virtual sessions spread across weeks
- Six week blended programme with multiple touchpoints
Consider how different formats support knowledge retention and skill application. Train the trainer programmes often work best with extended timeframes allowing practice between sessions.
Delivery Methods
Choose delivery types that match your organisational capabilities:
- Face to face classroom sessions
- Virtual live classroom environments
- Hybrid models where employers provide work based practice opportunities
Each method has distinct advantages. Face to face training builds stronger connections, while virtual delivery offers flexibility and cost savings.
Primary Learning Outcomes
Define two to four specific behavioural changes you want to achieve. These outcomes should be:
- Observable in the workplace
- Measurable through agreed metrics
- Directly linked to performance improvements
- Achievable within your timeframe
Practical Constraints to Consider
Budget and Resources
Establish clear parameters around costs per participant. Small groups under six people might not be viable if local customisation is required. Consider whether your budget covers materials, venue hire, and facilitator costs.
Location and Logistics
Determine where training will occur, whether in Sydney, Melbourne, Brisbane, or other locations. Check what platforms your IT department supports for virtual delivery. Virtual training methods require reliable technology infrastructure.
Measurement and Assessment
Plan how you'll assess whether employees have learnt new skills and can apply them at work:
- Pre and post course surveys measuring confidence and knowledge
- Manager observations following training completion
- Role play scoring during practical exercises
- Workplace metrics tracked over time
- Follow up assessments after participants return to their roles
Implementation Considerations
Participant Numbers
Consider optimal group sizes for your chosen format. Interactive workshops function best with 8 to 12 participants, while lecture style sessions can accommodate larger numbers. Team building exercises need sufficient numbers for meaningful group dynamics.
Organisational Support
Ensure leadership endorsement and manager involvement. Supervisors play crucial roles in reinforcing new behaviours post training. Their observations provide valuable data about skill application and performance changes.
Customisation Requirements
Determine whether generic content suffices or if you need industry specific examples and scenarios. Customised content increases relevance but requires additional development time and resources.
Creating Your Course Outline
With this information gathered, structure your outline to include:
- Clear learning objectives aligned to Business needs
- Logical content sequencing building complexity gradually
- Interactive elements maintaining engagement
- Practice opportunities reinforcing key concepts
- Assessment points measuring progress
- Application planning helping transfer learning to work
Remember that effective training addresses real performance gaps with practical, applicable solutions. Your outline should balance theoretical understanding with hands on skill development, ensuring participants leave equipped to improve their workplace performance.
Final Considerations
Review your outline against organisational priorities. Does it address critical performance needs? Will participants see immediate relevance? Can managers support skill application post training? These questions help refine your approach and maximise training impact.
By thoroughly addressing these elements in your planning phase, you create course outlines that deliver genuine performance improvements rather than just knowledge transfer. The investment in proper planning pays dividends through enhanced employee capability and organisational effectiveness.