Building a Strong Internal Training Program

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

📢 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗦𝗰𝗮𝗹𝗮𝗯𝗹𝗲 𝗮𝗻𝗱 𝗦𝘂𝘀𝘁𝗮𝗶𝗻𝗮𝗯𝗹𝗲 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 🚀 Creating a scalable and sustainable training program is crucial for growing businesses. I've seen it time and time again in our customers at Lupo.ai and throughout my learning and development career. A well-designed program ensures that your workforce or customers get consistent, high-quality learning experiences without requiring excessive manual effort. Here’s a step-by-step guide to building a training program that grows with your business: 1️⃣ Define Your Training Goals 🎯 What skills or knowledge should learners gain? Who is your target audience (employees, customers, partners)? How will you measure success (engagement, retention, productivity)? 2️⃣ Standardize Content for Consistency 📚 Avoid ad hoc training by creating structured modules. Use templates for lesson plans, presentations, and videos. Establish learning paths that guide users based on their roles or experience levels. 3️⃣ Leverage AI for Scalable Content Creation 🤖 AI-powered tools like Lupo.ai can: ✅ Convert text-based content into engaging videos automatically. ✅ Generate narration, subtitles, and interactive elements. ✅ Help personalize learning by adapting content to user preferences. 4️⃣ Choose the Right Delivery Platform 💻 LMS (Learning Management System): Centralized training hub. On-Demand Video: Accessible anytime, anywhere. AI-Powered Content: Adaptive and automated learning experiences. 5️⃣ Automate Training & Updates 🔄 Schedule automated email reminders for new modules. Use AI to update outdated training content without recreating it from scratch. Incorporate real-time analytics to track progress and improve effectiveness. 6️⃣ Foster Engagement & Retention 🚀 Microlearning: Short, focused lessons for better retention. Gamification: Add quizzes, badges, or rewards. Community & Collaboration: Encourage discussions and peer learning. 7️⃣ Measure, Improve, Repeat 📊 Track completion rates, quiz scores, and feedback. Identify bottlenecks or areas for improvement. Continuously update the program based on insights. By integrating AI-driven automation and structured training frameworks, you can build a scalable and efficient training program that supports your business growth. 💡 Ready to revolutionize training? Let’s chat! 👇 #AI #Training #Scalability #LupoAI #learninganddevelopment #Innovation

🚨 Most L&D programs start with learning objectives. But the most effective ones? They start with business strategy. Here’s the truth ↓ When L&D teams ask: ❌ “What should employees learn?” They often miss the mark. But when they ask: ✅ “Where is the business going—and how can we prepare people to get us there?” Everything changes. Learning becomes a growth engine—not just an expense. Here’s a simple 5-step formula to align L&D with business strategy: 1️⃣ Business Strategy Alignment Understand key business goals, not just training needs. 2️⃣ Capability Mapping Identify what people need to do—not just what they need to know. 3️⃣ Skill Gap Analysis Find the delta between today’s talent and tomorrow’s goals. 4️⃣ Learning & Enablement Plan Design experiences that drive action, not just attendance. 5️⃣ Impact Measurement Measure time-to-competency, internal mobility, retention, and business KPIs—not just completions. 💡 Real example: A tech company expanding to APAC. Instead of launching generic cloud training, their L&D team collaborated across departments to create just-in-time learning paths tied to product readiness and market-specific needs. The result? Faster ramp-up, better performance, and real business impact. 📣 If you're ready to stop checking boxes and start enabling outcomes... 💡 Want the full breakdown of these 5-step formula? ⬇️ Read the full article 🎯 Let’s transform learning into your competitive edge. --- ♻️ Did you enjoy this post? Repost it so your network can learn from it, too. For more content like this, follow Christina Jones, StackFactor Inc.! #LearningAndDevelopment #BusinessStrategy #FutureOfWork #SkillsGap #HRTech #StackFactor #WorkforceTransformation #LMS #LeadershipDevelopment #CapabilityBuilding #Upskilling #TalentStrategy #LandD