Training Program Outlines

If I had to restart my PM career today, I’d use this 6-month roadmap. No fluff. No endless certifications. Just the skills and practices that actually compound. 𝟬. 𝗙𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀 & 𝗠𝗶𝗻𝗱𝘀𝗲𝘁 (𝗪𝗲𝗲𝗸𝘀 𝟭–𝟮) Before diving into tools, build the right mental model. Program management isn’t about Gantt charts, it’s about outcomes. • Read: Making Things Happen by Scott Berkun • Article: What is Program Management? (PMI) • Reflect: What value do programs bring to strategy? 𝟭. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻 & 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 (𝗪𝗲𝗲𝗸𝘀 𝟯–𝟱) 90% of the role is clarity and trust. Learn to communicate up, down, and across. • Book: Crucial Conversations • Article: https://lnkd.in/gFPdrGE7 • Guide: Join Toastmasters club or a local leadership group • Practice: Summarize a complex project in 3 bullet points for an exec. 𝟮. 𝗧𝗼𝗼𝗹𝘀 & 𝗗𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗕𝗮𝘀𝗶𝗰𝘀 (𝗪𝗲𝗲𝗸𝘀 𝟲–𝟴) Tools don’t make you a PM, but they help you deliver. • Learn: Azure DevOps (ADO)/ Trello/ Jira/ Asana basics • Learn: MS Project or ADO for scheduling • Exercise: Build a simple program plan with milestones, risks, and dependencies. 𝟯. 𝗥𝗶𝘀𝗸 & 𝗜𝘀𝘀𝘂𝗲 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 (𝗪𝗲𝗲𝗸𝘀 𝟵–𝟭𝟬) Programs succeed because leaders anticipate and respond. • Template: RAID log (Risks, Assumptions, Issues, Dependencies) • Course: https://lnkd.in/gejeZvuT • Practice: Pick any project and write down 5 risks + mitigation steps. 𝟰. 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 & 𝗦𝘆𝘀𝘁𝗲𝗺𝘀 𝗧𝗵𝗶𝗻𝗸𝗶𝗻𝗴 (𝗪𝗲𝗲𝗸𝘀 𝟭𝟭–𝟭𝟮) The eye-openers: seeing how decisions ripple across teams and strategy. • Book: Thinking in Systems by Donella Meadows • Tool: https://lnkd.in/g9kJBmZH • Framework: RACI Matrix for responsibilities • Exercise: Map the stakeholders of a cross-functional initiative. 𝟱. 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 & 𝗣𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 (𝗪𝗲𝗲𝗸𝘀 𝟭𝟯–𝟮𝟰) Show, don’t just tell. Build credibility with visible outcomes. • Create: Case study of a program you ran (even small-scale) • Share: Write a short post on LinkedIn about lessons learned • Explore: Agile, Lean, and Design Thinking — pick what fits the context. The lesson I wish I knew earlier: Program management is less about process, more about people. If you master trust, clarity, and anticipation, the rest will follow. ♻️ If this helped, repost it. Someone building their PM career may need this today. ➕ Follow RAJESH MATHUR for more PM guidance.

“Train-the-trainers” (TTT) is one of the most common methods used to scale up improvement & change capability across organisations, yet we often fail to set it up for success. A recent article, drawing on teacher professional development & transfer-of-training research, argues TTT should always be based on an “offer-and-use” model: OFFER: what the programme provides—facilitator expertise, session design, practice opportunities, feedback, follow-up support & evaluation. USE: what participants do with those opportunities—what they notice, how they make sense of it, how much they engage, what they learn, & whether they apply it in real work. How to design TTT that works & sticks: 1. Design for real-world use: Clarify the practical outcome - what trainers should do differently in their next sessions & what that should improve for the organisation. Plan beyond the classroom with post-course support so people can apply learning. Space learning over time rather than delivering it in one intensive block, because spacing & follow-ups support sustained use. 2. Use strong facilitators: Select facilitators who know the topic & how adults learn, how groups work & how to give useful feedback. Ensure they teach “how to make this stick at work” (apply & sustain practices), not only “how to deliver a session.” 3. Make practice central: Build the programme around realistic rehearsal: deliver, get feedback, & practise again until skills become automatic. Use participants’ real scenarios (especially change situations) to strengthen transfer. Include safe practice for difficult moments (challenge, unexpected questions) & treat mistakes as learning. Build peer learning so participants learn with & from each other, not just the facilitator. 4. Prepare participants to succeed: Assess what participants already know & can do, then tailor the learning. Build confidence to use skills at work (confidence predicts application). Help each person create a simple, specific plan for when & how they will use the approaches in their next training sessions. 5. Ensure workplace transfer support: Enable quick application (opportunities to deliver training soon after the course), plus time & resources to do it well. Provide ongoing support (feedback, coaching, & encouragement) from leaders, peers &/or the wider organisation. 6. Evaluate what matters: Go beyond satisfaction scores - assess whether trainers changed their practice & whether this improved outcomes for learners & the organisation. Use findings to improve the next iteration as a continuous improvement cycle, not a one-off event. https://lnkd.in/eJ-Xrxwm. By Prof. Dr. Susanne Wisshak & colleagues, sourced via John Whitfield MBA

📢 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

Last week, I worked with an organization facing a challenge I see all the time: getting new sales hires to succeed quickly. In sales, if people don’t see wins in their first 90 days, they feel dejected. For this client, the real question was: how fast could their new hires be ready to face clients, close deals, and support client needs? They needed a program that worked not just for new salespeople but also for new sales leaders. That’s where we at Global Leader Group stepped in with our five-step process. 1️⃣ Diagnostic We started by understanding what was really needed. That meant running surveys, focus groups, and conversations to dig into the skills, knowledge, mindsets, and processes essential for success. From this, we built a capability framework to define exactly what we’d be training toward. Before designing anything, we always follow a four-step approach: ✅Define the business outcomes and results we’re aiming for. ✅Identify the key behaviors needed to achieve those results. ✅Map the skills required to build those behaviors. ✅Only then do we start designing the learning program. 2️⃣ Design sprints Next, we designed the program in bite-sized, multi-modal formats that were practical and easy to apply in real-world scenarios, entirely based on our diagnosis. 3️⃣ Pilot We then created and piloted the learning experience to test what works in practice. 4️⃣ Refine and roll out Based on the pilot, we next will refine, polish, and scale the program. This ensures it fits the organization’s needs, solves real problems, and supports their people in the best way possible. 5️⃣ Review and assess Finally, we will need to measure whether the program will actually meet both the learning and performance needs. We built both their sales and sales leader programs, trained their facilitators and learning designers, and will now help them roll out regionally. We introduced new learning methods, like podcasts, short videos, and behavioral nudges, to keep people applying what they’d learned beyond just a two-day session. It was about embedding learning into daily habits so that performance improved in a sustained way. 📌If your organization is also looking to accelerate the success of new hires or build a program that truly sticks, reach out to us. We’d love to explore how we can help your teams ramp up faster and perform better.

Most L&D professionals design courses backwards. We start with content. Then hope it connects to business results. Here's a better way 👇 Program Performance Path (PPP) flips the script. It's a simple 4 column table that does what Kirkpatrick can't... Explicitly connects learning to business outcomes before you build anything. The 4 columns: 1️⃣ Learning Outcomes ↳ What participants will know or do? 2️⃣ Moments-That-Matter ↳ What are specific work scenarios where new skills must be applied successfully? 3️⃣ Performance Outcomes  ↳ What are measurable results achieved in the workplace after applying the learning 4️⃣ Business Rationale ↳ What is business justification for the learning and desired outcomes? Here's the great thing: Read left to right? You get the HOW. ↳ How learning leads to results. Read right to left? You get the WHY. ↳ Why this training matters. The PPP isn't just a design tool. It's a stakeholder management tool. When a sponsor asks "Why are we doing this training?" Show and discuss the table. Read right to left. When your team asks "What should this course include?" Show and discuss the table. Read left to right. No confusion. No misaligned expectations. No scope creep. One table. Two conversations. Complete alignment. Have you tried designing with the end in mind? Answer in the comments or connect and send a DM Bojan Savic ♻️ Repost if you believe training should start with business outcomes, not content. #elearning #learningdesign #LearningAndDevelopment #InstructionalDesign #LearningImpact #transitioningteachers

I’ve been having a lot of fun working on the material for my upcoming Embedded Security training - and I’m happy to say it’s almost 70% done. 😀 The training is divided into 4 parts and 12 topics, to be delivered over four days (3 topics per day). In the first day, we will start with a quick introduction to security fundamentals and threat modeling, and then dive into two big secure coding topics. In the first topic, I plan to cover secure coding from the attacker's perspective. The plan is to answer the question: how do vulnerabilities actually get found and exploited? I'll cover a wide range of techniques and tools: static analysis, sanitizers, fuzzing, Valgrind, reversing, GDB, binwalk, Ghidra, and more. We’ll even write a small shellcode to exploit a buffer overflow (strictly for educational purposes, of course!). In the second topic, I plan to cover secure coding from the defender’s perspective. The plan is to answer the question: how do we avoid vulnerabilities and harden systems against exploitation? Here we look at how Rust helps build safer code, security-focused coding standards, static analysis (again), Fortify, stack protector, RELRO, ASLR, pointer authentication, kernel hardening, and many others! And this is just on the first day! If you’re curious, the full agenda is here: https://lnkd.in/dAHnJh5D And if you can guess what I'm running in each of the five windows in the screenshot, drop a comment! :-) #security #embeddedsecurity #staticanalysis #sanitizers #fuzzing #reversing #rust #hardening