Recently, I was asked with a colleague to just give a standard SharePoint training to a business unit. Ok, we understand that these people need to learn about SharePoint, but maybe we need to do more than just go there and deliver a standard training. Maybe even some simple things.
- Before you send an invitation, make sure that the proposed participants understand the context, why this training would be useful for them, why now, what’s in it for them.
- Tailor the training to their situation and needs. The first thing they want to know, is how they can use what they see here in their work. This was about SharePoint, so take into account what kinds of sites and site templates they use most of the time. For example, don’t just talk about spiffy Communication sites when all they know & use is complex Project sites.
- It has to be very clear what the status is. Can they start using the new site and their new knowledge immediately? Or do they have to take it slow, because – for example – there are still some bugs in the system, the key content still has to be provided by someone else, the way or working has not been decided? It may be very useful to get people up to speed before everything is finalized, because then they can still give their own feedback and input. But you need to be absolutely transparent about the status.
- In relation to the status, what do you expect or encourage the participants to do after the training? Get started with the new way of working? Start thinking about the way they would shape the new way of working? Start collecting and creating content?
- Plan follow-up. Even just a simple follow-up mail, linking to the slidedeck and other useful resources, a feedback form asking their opinion on the training and their wishlist for gaining further knowledge, and the call to action.
