Many training professionals spend much of their time tending to paperwork and performing support functions such as scheduling, registering and confirming attendance at events, preparing training rooms for instruction, and marketing training internally.

Increasingly, training coordinators also play key consultative roles by assessing training needs, getting management support, hiring external trainers and consultants, creating a budget for training, and much more.

Training coordination responsibilities vary widely from organization to organization but often include:

  1. Identify training solutions to organizational problems.
  2. Set objectives for training events.
  3. Help the line managers/supervisors identify training needs.
  4. Develop resources.
  5. Buy packaged training programs.
  6. Maintain corporate library and/or resource center.
  7. Schedule training.
  8. Evaluate the success of training efforts.
  9. Coordinate off‑site facility arrangements.
  10. Run trainee registration/confirmation systems.
  11. Monitor tuition reimbursement programs.
  12. Identify training costs.
  13. Prepare training rooms for instruction.
  14. Order training supplies.
  15. Maintain audio‑visual equipment.
  16. Hire external consultants.
  17. Coach subject matter experts to deliver training.
  18. Market training internally.

 

What would you add/delete to best describe the training coordinator’s role in your organization?

Given the varied and expansive roles played by training coordinators, there seem to be two keys to their success: taking a performance consulting approach to their role and knowing what good training looks like.

Taking a Performance Consulting Approach to Coordinating Training

Taking a consultative approach to the training coordinator role implies developing a proactive partnership with clients and using an eight-step consulting process in the background as a template for getting the coordinating job done. It is this approach that will move training coordinators out of the role of ‘order taker’ and into the role of ‘business partner’. Please review our article https://thetrainingclinic.com/articles/transition-to-performance-consulting for more about this vital process.

The more training coordinators take a consultative approach to their role and plug into the business, the more they will be seen as key partners to improve performance. Relationship building is key here. Coordinators need to partner with management, educate them about how adults learn and remember, and work together to solve performance issues in order to generate revenue as quickly as possible. In doing so they will continue to get “invited to the table” because of their expertise and the value they bring.

Know What Good Training Looks Like!

Training coordinators are often responsible for identifying and coordinating key learning experiences to improve the performance of individual learners and client groups. To be successful, they need to be able to identify training solutions that honor adult learners and to coach others to deliver effective training. So, what does effective training facilitation look like? First, it is well crafted following sound instructional design practices. Our recent article on instructional design shares a number of key insights into this process: https://thetrainingclinic.com/articles/instructional-design.

 

When it comes to the process of conducting training effectively, training coordinators recognize that training and facilitating are two different activities. They require some of the same skills and some different skills. For more in-depth analysis of these skill sets and how they honor adult learners, please review our article: https://thetrainingclinic.com/articles/what-is-a-facilitator.

Critical to the success of both training and facilitating is the ability to process learning using an experiential learning approach. Often called discovery learning, this is a way of facilitating learning which creates an environment where learners realize, for themselves, what they need to know and/or do differently. Some learners will get more out of an activity than others. An experiential learning model helps all learners begin from where they are and grow from a shared experience. Because experiential learning actively involves the learner, it is possible to use the same activity with a diverse audience. Effective training coordinators recognize experiential learning and value how it creates an adult learning experience for all. Our article on this adult learning process can be found at: https://thetrainingclinic.com/articles/adult-learning-process.

 

Whether you are in a traditional training coordinator role, one that is not defined yet or trying to change what you’re doing to be in line with the organization’s business goals, we are here to help with our many resources. We’re all on this journey together!


Maria Chilcote & Melissa Smith

The Training Clinic

info@thetrainingclinic.com

800-937-4698