1. Learning environment

The environment in which the programme will be delivered can play a major role in how effective it is for delegates. Participating in training held in the workplace, for example, can create issues with concentration so holding sessions externally can increase focus.

2. Direct reports

Programmes designed for delegates with a number of direct reports who are in a more prominent position to return to work and share this knowledge with other colleagues, further expand the reach of the programme and impact on business measures.

3. Business alignment

When designing L&D programmes, consideration of how the programme aligns with the organisation’s specific business objectives and how this will be measured needs to be made by planners.

4. Appropriate solution

Time needs to be taken to ensure the programme addresses the business problems and opportunities (business measures) to ensure an effective solution.

5. Setting focuses

When delegates are invited to attend, there should be a clear outline of what the expected outcomes from the programme will be. This highlights how delegates will be expected to implement the skills and development they have learned.

6. Intended audience

Inviting lots of delegates to attend the programme may feel like the best way to achieve success, however, carefully forming a programme which adds value to the chosen audience is a far more efficient use of time.

7. Perceived value

It is important to communicate the value of the programme and clearly outline the factors of success with the participants in advance of the programme. As a result, participants will react positively during the programme, resulting in success in the overall implementation.

8. Manager Support

It is important to communicate the value of the programme and clearly outline the factors of success with the participants in advance of the programme. As a result, participants will react positively during the programme, resulting in success in the overall implementation.