Sometimes the need for the training is clear, but the specific skills to be taught are not.

Having clear, measurable learning objectives helped make the training meaningful for the learners, and easier for the facilitator to lead the learning.

Active learning is an applied principle for learners to learn by doing.

We set the tone for the training by having a pretest. Interactive exercises throughout the learning . Then finished with case studies

The facilitator's deck was a black and white presentation with many words on each slide.

I used an attractive color scheme that did not distract from the learning. The words were edited down to just the key phrases and ideas with accompanying images that reenforced the key points.

Is the performance problem lack of skills or knowledge, or another issue altogether? Does the training material align with the gaps? Performing a gap analysis can discover these issues, then the training can properly address and correct the problem.

Sometimes it can be tricky to understand the people who are using the training and the how and why they need to use it.

Setting up solid, professional relationships and clearly communicating expectations and timelines can help "unstuck" a project.

I have discovered that sharing early drafts of a training can accelerate the development process. Having these early check-in points ensures that time and effort is not wasted.

There are many ways to leverage templates to accelerate the training development process. 

Facilitators decks are nice templates to set up for successful in-person trainings. ELearning tools also can be leverage templates for rapid development. Other instructional design tasks can also benefit from having standard forms to speed up design processes and get training right the first time.

There are some great tools for working collaboratively. We all know about using shared documents with Google Docs or Microsoft 360.

A great collaborative course development software is Articulate Rise 360. It creates training that appears and functions the same as it does on a Learning Management System. 

Another great feature is the review. Comments can be shared and addressed in real time.

If a process is new or not performed often, having work instructions readily available can be helpful.

Many trainings I create will link to a job aid that is on hand when the work is being performed. This helps the person doing the work feel more comfortable and takes away excuses for doing the work improperly.

What if it is a communications problem? The audience is not clear where the source materials are. 

A wiki or SharePoint site may be a tool to clearly communicate processes and details that you can not expect people to remember in a training.

I utilized this in a fiber optics training. The international audience needed to learn 50 pages of base learning material. We created an eLearning that linked to the important sections of the training. This guided the learners through material they could refer to after the training.

Sometimes a performance problem is rooted in other causes. Unclear work instructions, conflicting policies, or lack of motivation are a few examples.

One organization I worked with had all these issues that led to a performance gap. Clarifying work instructions, telling why the process is important, and refining the policy led to work being done correctly.