Just as human beings change over time, so should the training programs designed for their learning purposes! In this post, I’ve tried to explain how a training program transformed over a 4-year period based on the following catalysts:

  1. Evolving and expanding business requirements;
  2. Availability of existing content;
  3. Engagement from, and maturity of, learner community;
  4. Transformations in the enterprise digital landscape; and
  5. Changing nature of training topics, which itself is influenced by the above 4 catalysts

A note on the training program used here as example: Starting 2019, we implemented- and continued to develop- a curriculum of scientific training topics to support the upcoming launch of a vaccine product. The learner audience comprised of medical and scientific roles at global and regional levels; however, the trainings were made available as optional learning to all employees in the organization. Now let’s take a look at how the catalysts changed over the 2019- 2022 time period.

As you can see in the last table, transitioning from training content creation to content curation seemed like the organic, obvious, and most effective and engaging method of training our learner community. It helped us take advantage of already existing content, reduce development effort and budget, and strengthen the training program by empowering learners with agency, self-direction, and responsibility.

Do you have a training content creation to curation success story? Please do let me know- would love to discuss! I feel this is the way to go and am happy to see the training industry itself mature and engage more with curation!