TRAINING CONCEPTS FROM INITIAL IDEA TO COMPLETE PLAN

Have you experienced this? A new colleague joins the team full of motivation. But without a proper training concept, she wastes her first few days painstakingly trying to piece together the knowledge she needs. Everyone tries to help where they can, but in the rush of daily business, things get lost along the way. There's no time for structured onboarding, and in the end, everyone’s left frustrated – the new employee, the team, and you as the manager. That moment when you realise that valuable knowledge is slipping through the cracks instead of being shared purposefully – that’s the turning point. It’s the moment you understand that things won’t move forward without well-thought-out training concepts. But where should you start, and what does a plan that truly works actually look like?

ONE THING’S CLEAR: YOU CAN’T MOVE AHEAD WITHOUT A TRAINING CONCEPT

Lena, our new marketing manager, was sitting in front of me on her second day. Her notebook was filling up faster with questions than with answers. The team did their best to explain things in between tasks – a bit here, a bit there. It struck me that knowledge in our company wasn’t being shared systematically but was more like an open secret. That’s when I began wondering what a proper training concept should include, and how to start building one.

WHAT MUST A TRAINING CONCEPT BE ABLE TO DO?

My top priority as a manager was to create clarity for everyone. I longed for a reliable framework that would work even amidst the day-to-day pressures – a plan that offered security and signaled that individual development truly matters. I realised: if you lead people, you must provide solid frameworks. That applies to project plans just as much as it does to knowledge transfer. A well-thought-out training concept isn’t just admin – it’s a sign of appreciation. My first attempt, truth be told, was a well-meaning mess. I pulled together some old PowerPoint slides, dumped them into a digital folder, and called it “Onboarding”. Lena’s polite but honest response came not long after: “Thanks for the info, but I wasn’t sure where to begin.” A painful but valuable realisation followed: without clear goals, the right formats and regular feedback loops, even the best intentions fizzle out.

HOW I BUILT OUR TRAINING CONCEPT STEP BY STEP

Learning from past mistakes, I sat down with the TEAM. Effective training concepts for employees don’t happen overnight – they grow step by step.

• Defining our goals together: Our first question was, “What exactly should a new colleague be able to do after their first week?” We set clear, measurable goals – from setting up a project independently to making first contact with a client.

• Gathering and organising content: Together, we compiled everything essential from daily work routines. Rather than dumping a mountain of knowledge, we structured it into manageable themes and ranked them: what’s essential on day one, in the first week, and within the first month?

• Combining formats: Traditional classroom sessions alone no longer cut it. We now use a mix: short in-person sessions for exchange, digital modules for basics, and a mentoring programme supported by experienced colleagues.

INTERNAL VS EXTERNAL TRAINING CONCEPTS: WHAT WORKED FOR US

It soon became clear that there was no need to reinvent everything from scratch. For highly specialised topics such as introducing new software we deliberately relied on external experts. These trainers brought fresh perspectives and tried‑and‑tested methods that we couldn’t replicate internally. The heart of our company – our culture and unique processes – is something we pass on only internally. This blend of internal identity and external input gives our concept both stability and relevance.

INTEGRATING DIGITAL TOOLS AND ESTABLISHING E LEARNING

The biggest game-changer for us was digitalisation. We opted for a Learning Management System – in our case, GLOBAL TEACH® by Swissteach. It allows us to consolidate all the core modules in one place. Instead of 100-page PDF manuals, we now rely on bite-sized E-LEARNING: short videos, interactive quizzes and checklists. But the most important insight for me was this: digital training works best when it’s supported by human guidance. The technology takes care of the repetitive knowledge transfer, giving us more time for personal interaction.

WHAT REALLY WORKS IN PRACTICE – AND WHAT DOESN’T

Looking back, a few methods have proven especially effective when developing new training concepts:

• Short, modular units: Rather than full-day training sessions, we rely on short, digestible learning blocks. They’re much easier to fit into the working day.

• Make progress visible: In our LMS, GLOBAL TEACH®, everyone can track their progress. Ticking off modules creates a sense of achievement and provides a clear overview.

• Encourage peer learning: We actively encourage new team members to exchange ideas. Knowledge flows more easily when a colleague who has just overcome a challenge explains it in their own words.

CONCLUSION: TRAINING CONCEPTS REFLECT LEADERSHIP

My journey from spontaneous helper to strategic planner has taught me one thing: a well-thought-out concept benefits everyone – the team, myself, and most of all, our new colleagues. From day one, they feel secure, valued, and empowered. I no longer act reactively but actively shape knowledge transfer and help build a culture of shared growth. My most important piece of advice is this: don’t wait for the flawless plan. Start with 80% and develop it further with your team. Creating strong training concepts is one of the most vital leadership tasks of our time.

Got curious? 

If you’d like to see how initial uncertainty can turn into lasting confidence – and how an LMS like GLOBAL TEACH® can support you along the way – we’re here to help. Feel free to get in touch with us at any time; we’ll take the time to understand your challenges.