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The success of an organization depends on the people they employ.  A key factor in attracting, retaining, and developing the best people is the kind of training sessions an organization provides.  Providing access to clear, concise, cutting-edge learning seems like the obvious answer, but how do you put that into action? The following are training tips that Courtland uses as part of our training development process.


Leaving the paper and pencil behind in the halls of education doesn’t mean learning ends.  Adults continually learn through experience–both formal and informal.  Programs for adult learners should take into consideration how workplace-based training differs from the structured teaching of childhood.

How do adults learn?

  • Adults must experience topic relevance and satisfaction of enrollment.  Before knowledge can be transferred, the learner must agree that the objectives of the training are valuable enough to invest their time and mind share.
  • Adults must have their needs met in order to learn.  This includes basic physical needs, affirmation of experience they bring, and to feel valued as a person.
  • Individuals have unique learning styles such as visual, auditory, or kinesthetic.  The development of training programs must keep these learning styles in mind to address the way new information is best assimilated.

Know Your TARGET

In today’s world, information is readily accessible and constantly changing, challenging the pace and expectations under which we work.  This new workplace dynamic also affects training.  Knowing what, when and how much to offer are important factors in developing training programs.

What training expectations should you shoot for?

  • Develop clear objectives to ensure you meet the training goals.  Solidify what the outcome should be for the entire spectrum from a complete curriculum to a single learning event.
  • Establish appropriate timing.  It’s important to provide just-in-time training.  Address the needs at hand, not the needs of last quarter, or the coming year.
  • Budget is always a factor.  Determine what resources are available and consider the impact when creating a plan.


Courtland employs instructional designers and web developers who have over 20 years of industry experience in training. Our consultants use a tested and documented process to build successful learning programs.

The Courtland training process includes:

  • Performing a needs assessment to define the target.
  • Researching to gather content from subject matter experts.
  • Designing the program and conceptualize the components that will make it up.
  • Developing the parts you define in the design phase.
  • Piloting the training with subject matter experts and select individuals from your target audience.
  • Delivering the training.
  • Evaluating the success of what you offer.
  • Supporting what you’ve created by systematically reviewing the content and updating it.

Know Your TOOLS

Courtland delivers successful learning programs using a variety of methods appropriate for the customer’s training objectives and target audience.

Some of the training offerings Courtland designs and delivers include:

  • Live classroom training
  • Web-based self-study classes
  • Virtual classroom e-learning
  • Video and video conferencing
  • Web conferencing
  • Simulations
  • Training evaluations

Know How to SELL and EVALUATE

Training programs require promotion for attendance and evaluation to measure the effectiveness of the training.

How can you sell your training to your target audience?

  • Establish a mission statement and tie it directly to the value your learning organization provides.
  • Match features, benefits and incentives for your training.  Spell out what the training has to offer, explain how your learners will benefit from your training, and provide incentives for accomplishing the training such as formal certificates.
  • Communicate training offerings to the right people at the right time for maximum effectiveness to be achieved.

What training measurement do you require?

  • Independently evaluate the program on a periodic basis for consistency to link the training program with organizational needs and goals.
  • Determine the quality of the training program by following the Kirkpatrick Model Guidance for training evaluation measurement levels: reaction, learning, behavior and results.
  • Review, audit and report results on training to ensure it follows the documented procedures as recorded in the training plan.

Let’s work together – Contact Courtland today regarding your training needs at

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