Writing a training brief
Getting the training brief right is perhaps the most important part of hiring a training consultant. If you can clearly set out in advance what it is you wish to gain from a training project, then the chance of success is much greater.
The training brief is a statement of intent that communicates to potential training consultants the scope of the project you require, the objectives you have in mind, and the manner in which you intend to measure success. It is also important to outline in brief the current situation in your organisation, what the present skill levels are within different departments or among members of staff, so that it is easier to determine the success or otherwise of a project after completion. A training brief may also include a 'person outline' - an overview of the skills and competencies the client requires in the people who will be actually undergoing the training. It typically includes a set schedule with strict deadlines for the completion of each stage of the project, and should also contain information about your organisation, including its size, areas of operation and past history.
A training brief can be compiled by someone inside or outside your organisation. It may be necessary to carry out a training needs analysis project in advance of putting together a full brief. A training consultant can help you with this, however this does not mean that the same consultant would then carry out the actual training. Many consultants actually specialise in analysing an organisation’s strengths, weaknesses and objectives, and then hand over to other specialists to carry out the actual training work.
There may be aims or objectives that are not completely clear when the client is compiling the initial project brief. This is not a problem, as long as the areas that are going to require further work or analysis are clearly outlined at this initial stage. Deciding to add on extra elements on an ad hoc basis to a training programme that has already been agreed upon or is in progress can prove problematic; it is best to put in as much information as possible up front. This can allow a training consultant to use their expertise to assist you in coming up with a complete programme that is plausible and effective.
Some training briefs will include a set price that your organisation agrees to pay, however other people prefer to negotiate this at a later stage. Some companies may decide to send out a brief and then allow competing consultants to submit tenders. It is up to the individual organisation to decide which system works best in each case, although it is worth remembering that the cheapest offer is not necessarily the best.
Putting together a detailed training brief can save the client time and money. It allows potential training suppliers to know in advance what the client’s particular training requirements are. If the consultant feels equipped to provide this training they can then arrange a meeting to discuss how you might work together. A well thought out brief avoids the need to go back and forth with potential trainers trying to work out exactly what is and is not possible.
It can be a good idea to include the brief in the final agreement that is signed off between your organisation and your new training consultant, so that everyone can clearly see the objectives, costs and timeline that are involved. By agreeing and signing off on mutual goalposts, you avoid all misunderstandings and potential for moving the goalposts – and help ensure that the job is done right first time.
