How to get the most out of training: a Q&A guide for managers

Executive overview

Training often fails because of mismatched design — lecture-style delivery for software, mixed-skill audiences, and recordings that don't translate from classroom to online. The solution is matching format to context: self-directed or simulation-based learning for technology, segmented audiences, and purpose-built online content rather than repurposed recordings.

Training design is the problem before presenter credibility ever is.

Overcoming resistance when training older or more experienced staff

• Reframe age as a mindset issue, not a structural barrier — episode 59 covers leading people older than you
• Engage resistant participants before the session: ask what they want from the training
• Build relationships outside the training room; Dale Carnegie's principles apply directly
• Avoid synchronized group walkthroughs for software — too diverse in skill, too slow for modern learners
• Use a worksheet or tutorial format where participants self-pace and ask questions as needed
• Pair subject-matter experts with novices in the room as coaching pairs rather than forcing one pace

Tools for software and technology training

• Lynda.com (now LinkedIn Learning): best for widely-used commercial software
• Adobe Captivate: creates interactive simulations for proprietary or niche software — clicks trigger real feedback, wrong actions prompt guidance
• ScreenFlow (Mac) / Camtasia (PC): screen-recording tools for demo videos
• Simulations and demos outperform live classroom walkthroughs for technology topics

Building skills beyond conferences

• Conferences are for relationships and new ideas, not skill development
• Skill development requires practice in a safe environment with feedback — a class, coach, or mentor
• Dale Carnegie courses are a structured option available globally
• Find people in your industry who have already done what you want to do; take them to coffee, read their blog, learn their sources

Books for leading global organizational change

• Good to Great – Jim Collins: foundational strategy and the hedgehog concept
• Execution – Bossidy & Charan: leading globally, giving feedback, management fundamentals
• The Fifth Discipline – Peter Senge: systems thinking and organizational change; demanding but transformative

Presenting social media at conferences: strategy before setup

• Don't walk an audience through account setup — you'll lose the half who already have accounts
• Focus on the case for why to use a platform, not the how-to
• Put the how-to in a post-conference screencast or resource page
• Use in-room polling tools (e.g., Poll Everywhere) to bring technology into the room collectively rather than individually
• Reserve live in-room tweets or social participation for audiences you know are already comfortable

Choosing training worth paying for yourself

• Invest in training from someone you already know and trust through their podcast, blog, or prior work
• Look for: a clear process, synchronous deadlines, and some form of peer interaction
• Paying your own money dramatically increases follow-through versus employer-funded or free options
• MOOCs (massive open online courses) have high drop-off rates precisely because they are free and asynchronous

Making training work for mixed-skill audiences

• Segment populations where possible — novice and expert groups learn differently
• Give subject-matter experts a formal mentoring role within the session
• Problem-based learning challenges all skill levels simultaneously without singling anyone out
• Case studies and group problem-solving outperform lecture for mixed rooms

Archiving training effectively

• Never record a live class and call it an archive — what works in a room rarely works on screen
• Dialogue and interaction, the best parts of in-person training, are dull to watch on video
• Lecture-style content translates better to video, but keep modules to 2–3 minutes, not 2–3 hours
• Harvard's Justice (Michael Sandel) compresses a 3-hour class to under 50 minutes — a benchmark for the editing effort required
• Tools for online learning production: Articulate, Adobe Captivate
• Fallback with no budget: audio recording only; people can listen on a commute
• Consider outsourcing: buy existing, well-developed content (e.g., Go Team Resources by Susan Gerke) rather than building from scratch