assignment 3 devising a mini training plan

PSK4U Introductory Kinesiology Unit 4: Physiology Activity 5: Training Principles and Methods

"I've always believed that if you put in the work, the results will come. I don't do things half-heartedly. Because I know if I do, then I can expect half-hearted results." Michael Jordan

Assignment 1: Quote and Reflection

Reflect on the quote above from the six time NBA championship winner and five time NBA Most Valuable Player. Draw connections to your experiences or times you’ve witnessed hard work paying off in a favourable result. Use any of the following sentence stems to begin your reflection:

• I agree with Jordan because...
• Jordan’s point about hard work is...
• Adding to what Jordan said,...

Find your own quote about the same theme of hard work/commitment/determination and results.

Save your quote to your Portfolio.

These days, personal health and fitness have taken centre stage in the fight against obesity and rising healthcare costs as a result of physical inactivity. Advertisements about fitness clubs and advice about training programs flood the social media landscape and have become part of daily conversation for many. However, when establishing your own training plan, it is important to keep in mind exactly what the end goal is for you personally.

From improving overall personal health to "owning the podium", the fundamental truth is that it takes a well-planned approach, using the core principles of fitness, along with dedication and commitment to produce positive lifelong changes in a person’s overall health and fitness.

Keeping F.I.T.T. - The principle of training

In designing any type of fitness training program, there is a widely used “recipe” or approach taken. It is called the F.I.T.T. principle. Think of the F.I.T.T. principle as a set of rules that must be adhered to in order to benefit from any form of fitness training program.

Long Description

The Quote is The Key! - The 5 Fundamental Training Principles

Coaches and trainers alike rely on well-established sports training principles to design programs for clients and make educated coaching decisions. These principles are generally agreed upon guidelines that are grounded in the sport sciences and hold true in practice and competition. There are 5 fundamental training principles that when used in conjunction with the F.I.T.T. principle of design creates a thorough, individually tailored approach to any training related to physical activity.

Specificity: "What you do is what you get..."

This principle applied to sports fitness training means that demands of the activity must be the focus of training. To become better at an activity/sport you must train the fitness components required for that activity and/or sport. For example, to prepare for endurance activities that require a strong cardiorespiratory system such as running longer distances, swimming, cross country skiing or hiking, training must focus on developing aerobic capacity to meet the demands of the activity along with developing muscular endurance.

In contrast, preparing for activities such as basketball, beach volleyball or springboard diving, which require explosive power and agility, training must focus on muscular strength and anaerobic performance. In contrast, golfers would require little distance work, but also train for power and flexibility.

Progressive Overload: "To get stronger, you’ve got to keep pushing"

This principle refers to continually increasing the demands on the musculoskeletal and cardiorespiratory system in order to continually make gains in muscle size, strength and endurance.

In simplest terms - In order to run, ski, swim or hike longer you must continually increase the time spent doing the activity to increase your ability to sustain your effort for a longer period of time. If your goal is to get bigger and stronger when strength training, you must continually lift heavier weight and make your muscles work harder than they are used to. If you don't, your muscles will not become any stronger or bigger than they currently are.

Reversibility: "Use it, or lose it!"

The Reversibility Principle states that an individual will lose the effects of training after they stop working out or stop participating in the activity; however, the effect of “detraining” can be reversed when training/ participation is resumed.

While rest periods are necessary for physical recovery, extended periods of rest will actually cause a reduction in physical fitness. The physiological effects of fitness training diminish over time and the body will revert to its previous level of fitness or lack of fitness prior to training.

Detraining starts to occur within a relatively short time period after training ceases. Approximately 10% of muscular strength and 30-40% of muscular endurance is lost after only 8 weeks of inactivity and gains in cardiorespiratory performance begin to decrease from 4 days to within 2-3 weeks of inactivity.

Diminishing Returns: "In the beginning it was minutes faster, now it’s only seconds..."

When you begin a new fitness training program, your fitness level will improve rapidly if you stay with the program; however, as you become more fit, the improvements will not be as acute. In other words, the returns you get from your hard work are “diminished”. That is, as you become more fit, the amount of improvement is less as you approach your genetic limits.

In addition to this principle is the fact that as your fitness levels increase, more work or training is needed to make the same gains. When you first start training, improvements in fitness are large and happen quickly; however, the closer you get to your maximum fitness level, the harder you must work to achieve smaller increases in your fitness levels.

Individual Differences: "What works for some, may not work for all..."

The principle of individual differences simply means that, because we all are unique individuals, we will all have a slightly different response to an exercise program. So, "one size does not fit all" when it comes to exercise and a well-designed training program should be based on our individual differences and how our body uniquely responds to training.

Some of these differences have to do with body size and shape, genetics, past experience, chronic conditions, injuries and even gender. For example, older athletes generally need more recovery time than younger athletes.

With this in mind, if you are looking for very specific results or training to make a provincial sports team, you may or may not want to follow an "off the shelf" exercise program, DVD or class and may find it helpful to work with a coach or personal trainer to develop a customized exercise program.

If you would like to create your own exercise program to meet your individual goals, you will need to include all of these exercise science principles.

• Sports Training Adviser  The Specificity Principle for Sports Training
• San Diego Figure Skating Communications:  The Reversibility Principle
• Roy Stevenson:  Comeback Trail: Detraining, Retraining and Maintenance of Fitness for Ultra Endurance Runners
• verywell is yet another good site to visit

Did You Know?

Did you know you might be guilty of something?

Before moving on answer this quick question. Do you stretch before you exercise? Did you know that it is a common myth to "always stretch before you workout"?

Do the right type of stretches before your workout. There are two main forms:

• static stretching (holding stretches while your body is at rest)
• dynamic stretching (stretching while your body is in motion)

Prior to a workout, it is ideal to perform dynamic stretches, such as straight-leg swings and arm circles. While it’s true that you might feel more "stretched" after static stretching, these exercises actually lower the elasticity of the muscles, making it a poor way to prepare for a big bout of activity. Dynamic stretching, on the other hand, prepares your muscles to work and increases their core temperature, making them the perfect moves to get you ready.

• Health:  5 Stretching Myths That Have Got to Go

Assignment 2: Functional Fitness Finder

In this assignment you will research and collect evidence about one functional fitness method. The evidence you collect must include:

• The components of this method of training
• The benefits and drawbacks of this method
• An example of this training being used (eg: provide a link to a video, an article that discusses how to use this method, or a training plan that has incorporated the method)
• Sports and/or physical activities where this method might be used as an effective basis of training and why
• An interesting tidbit or fact about this method

You may select from one of the following functional fitness methods:

• Resistance training
• Circuit training
• Cross training
• Interval training
• Fartlek training
• Flexibility training
• Core training
• Speed/agility/quickness training
• Balance training
• Cardiorespiratory training
• Plyometrics training
• Periodization

Make sure you document and cite all the sources you are using in your research.

Use this chart to record your finding .

Save your chart to your Portfolio.

Assignment 3: Devising A "Mini" Training Plan

As we have seen through our investigation, there are many different training methods. The method(s) we choose depend on our individual goals, whether it is improving our fitness, a skill, our performance in a sport or improving performance and effectiveness in the workplace. By using the training principles and methods as a foundation we can design or select an individual training program that will help us achieve our specific goals.

Select a physical activity, a sport, or a fitness goal, and decide which training principles and methods would provide the most effective basis for a training program for participants in that sport or activity or for an individual wanting to achieve a personal fitness goal.

Using the F.I.T.T. principles, devise a 4 week mini training plan for a participant in your chosen sport, activity or fitness goal making sure you address all 4 health-related fitness components. In the creation of your plan be sure to choose one or more of the Functional Fitness Methods and the 5 fundamental training principles. Include an explanation of how you have used the 5 principles and your rationale for the Functional Fitness Method(s) you have chosen to include. This assignment will be a good start to the understanding of your final summative assessment for this unit in Activity 9.

Use these examples of F.I.T.T. principle charts to help you devise your mini plan:

• F.I.T.T Principles Guidelines
• F.I.T.T. Principle for Muscular Strength and Endurance

Introduction

Learning goals and success criteria.

View Curriculum Expectations

Curriculum Expectations

Learning skills.

Learning and Development Planning Guide [With Templates]

• Lauren Farrell
• May 18, 2022

As the pace of business increases and unpredictable market forces continue to influence strategy and decision-making, it seems like it’s never been harder to create a plan and stick with it. 

Many organizations are still creating 3-5 year strategies, but they need to be more agile and flexible than ever. Successful businesses (and successful functions within them) are those that can quickly adapt.

Learning and development has steadily carved out a new pathway within the organization in recent years. Executives are sitting up and taking notice of the function’s strategic relevance and potential impact on business success. External forces such as skills obsolescence, global pandemics, and labor shortages have no doubt contributed to the acceleration of this new strategic role for L&D.  

Now that L&D has reached this point, strategic planning is more crucial than ever. Effective learning and development planning is critical to ensuring that employee training can deliver on its promises and directly contribute to business performance. 

So, what should training planning look like for L&D teams in this new, agile business landscape? 

What is included in a training plan?

An L&D plan needs to go beyond a list of courses that you plan to develop throughout the year. It also needs to cover every aspect of the function, from strategy and resource planning to business alignment.

Without this granularity, L&D departments will struggle to move beyond order-taking from the business for ineffective learning interventions and towards a strategically aligned performance influencer. 

Comprehensive L&D Strategy

All learning and development planning should begin with a detailed, comprehensive learning strategy for the organization. A well-developed strategy encompasses everything from your learning and development goals to how and when you plan to execute them within a given timeframe. 

While it can take some time and a fairly extensive level of collaboration with business partners, your L&D objectives should align with the needs and goals of the organization. Once you have clearly defined objectives in place, it becomes much easier to devise training plans that add value and make the best use of your resources.

As part of your training strategy development, you might consider processes such as a detailed learning needs assessment within the organization.

Learning and Development Resource Planning

It’s good to be ambitious with your L&D strategy. But very few teams have an unlimited amount of resources available. So, another key element of successful L&D planning is prioritization.

First, you need to understand what resources are available to you and your team. How many FTE hours will you have throughout the year? What size budget are you working with? 

Next, analyze your resource availability against the demand any planned initiatives will place on these resources. Prioritize initiatives, learning development time, and budget allocation against the impact you expect initiatives to have. 

Cognota has Capacity Planning and Resource Allocation features specifically designed for L&D teams, so you can balance the demand for training against the capacity and availability of your team at any given time. Try a free trial or book a demo to see for yourself.  

What makes a good training plan?

Aside from building out your planned training initiatives, successful learning and development plans also have some core focus areas and characteristics. These items are the difference between creating a well-structured plan and being able to effectively execute it.

Effective Frameworks and Learning Operations

Learning and development strategies are complex and comprise a lot of moving parts. Bringing your objectives to fruition requires the structure, workflows, and processes needed to implement tactics and initiatives effectively.

From the way you work with business partners to how you schedule and track your learning projects, the operations behind your L&D team are the engine room of your strategy implementation. This includes processes and operational considerations such as:

• The structure and skills base of your L&D team
• Training intake and needs assessment
• Project prioritization and planning
• Collaboration with team members, stakeholders, and SMEs
• Project tracking and task management
• Course toryboarding, design, and development
• Content management and updates
• Budget allocation and tracking
• Resource management and capacity planning

Regardless of the size and structure of your L&D department, operational efficiency increases the capacity of your team and the impact they can have on the organization. 

Learning Technology Ecosystem

Mature L&D operations need the right technology behind them to ensure these processes run quickly and smoothly. Many areas of learning operations are also interconnected. But without the right technology in place, processes, documentation, and collaboration remain siloed and disjointed. 

Many L&D teams continue to rely on email, spreadsheets, shared files, and generic tools to manage and run their operations. This leaves team members struggling to collaborate efficiently. Important tasks and documentation slip through the cracks, work is often duplicated, and hours are wasted moving from one tool to another throughout the learning lifecycle. 

For plans to be executed well, learning and development needs a mature and streamlined learning tech stack. Starting with a learning operations platform and including authoring tools and learning delivery technology, the learning tech stack needs to integrate, both from one L&D tool to another and with wider business technology. 

Not only does this provide data and insights needed for informed planning and decision making, but it also elevates the productivity and efficiency of the entire learning lifecycle.  

Business Alignment

As a support function within the organization, learning and development needs to wear multiple hats. While L&D should take the lead from the business in terms of training needs (preferably in a data-driven environment), they must also act as advisors to business partners.

Taking on both these roles is the difference between operating as a department that takes orders blindly from the rest of the business and becoming a strategic influencer and partner that contributes directly and deliberately to business success.

Many L&D teams have successfully positioned themselves as strategic influencers in the organization, and there are many ways to achieve this. For example, some establish learning advisory committees to engage business partners and executives so that learning interventions add value and align with business objectives. 

Regardless of how you achieve it, business alignment is critical to a successful L&D plan. Without it, L&D are left to take last-minute training requests form the business. Or, other departments take training into their own hands without guidance from the team that knows best when it comes to learning interventions.

Buy-In From Stakeholders and Executives

Getting buy-in for training from department managers is one thing. They see the day-to-day need for learning intervention and are naturally more in touch with the performance goals and career aspirations of individual employees. 

However, when it comes to budget approval, increasing headcount, or implementing large scale training programs, you need buy-in from higher up the chain. Championship from executive and senior stakeholders is also critical to smoothing the path with any corners of the organization who may be resistant to training or partnership with L&D. 

From getting your learning plans approved to support for implementation, 

Measuring L&D Success

When you get buy-in from senior management within your organization, it’s imperative that you can prove the results of learning investments. The ability to prove the impact of L&D, especially when that impact can be tied directly to the bottom line of the business, ensures that your department receives the resources it needs. 

When it comes to future learning and development planning, the ability to measure L&D success also enables you to:

• Validate past decisions
• Eliminate training initiatives that lack impact
• Focus resources on effective learning solutions and investments
• Understand where extra resources or capabilities are needed within the department

How to Create a Successful Training Plan

Whether you’re overhauling an existing strategy or starting from scratch, it can be difficult to know where to begin with training and development planning. Best practice is to start as broad as possible and narrow down the focus of your strategy as you go. 

Start with the overall objectives and needs of the organization and steadily work down towards the needs and preferences of individual teams or employees. If you’re starting with a training needs analysis (try this template ), these two areas of focus can work in tandem, so you create an L&D strategy that combines corporate objectives with grassroots input from employees and their managers.

Assess Business Training Needs

At this stage of the training planning process, the first priority is to ensure the L&D strategy is aligned with overall corporate objectives. If your organization does a good job of communicating corporate objectives to individual business units, you’ll have a much easier time understanding how to create and prioritize resources and initiatives for your internal department strategy. 

Other learning leaders may find themselves needing to hunt down information and collaboration with business partners to understand their goals and priorities for the months ahead. This is where ongoing partnerships such as a learning advisory committee come in useful.  

While corporate objectives are an essential part of planning for learning and development, things can change and change quickly. So, while your strategy should align with organization-wide objectives, be prepared to remain agile and flexible.

Determine Learner Needs and Preferences

The C-suite and department leaders may have one idea of the learning initiatives needed. Employees and their line managers may have another idea entirely. While impacting the performance of the business is top priority, employee buy-in and engagement is essential for the success of any learning intervention.

So, whether it takes place alongside an analysis of corporate strategy or after, a comprehensive needs analysis of training and skills development ensures that:

• Employees feel listened to and engage with learning initiatives
• Grass-roots skills gaps are bridged effectively
• Learning content that is appropriate for existing and desired skill levels is developed

Many L&D teams perform a needs analysis like this through detailed questionnaires from both managers and employees. By including questions such as priority level, business impact, and the size of the audience for a potential learning solution as part of these questionnaires, L&D can better select and prioritize projects to include in their planning.

Assess L&D’s Capabilities and Capacity

Last but certainly not least, L&D must assess the demand for training that emerges from corporate goals and needs analysis and balance it against their available resources. Initiatives must be carefully planned for and scheduled to ensure that your team has the capacity to create learning interventions on time and to a high quality. 

Understanding the capabilities and capacity of your team also helps you to create a business case for learning and development workforce planning so you have the budget, headcount, outsourcing, and resources needed to fulfill demand.

Centralize the Planning and Tracking of Your L&D Projects

There’s a lot that goes into effective L&D planning, and spreadsheets don’t quite cut it when it comes time for implementation and tracking. With Cognota, you can plan and manage team capacity, track project progress, and gain insights and visibility into L&D’s resource management, training demand, and more. Check out what Cognota can do for your L&D team’s efficiency and impact with a free trial or by booking a demo .

• Tags: L&D planning , Learning and Development Strategy , Training Plan

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The 11-Step Guide to Developing a Great Training Program (Plus 9 Practical Examples)

Developing a high-quality employee training program is beneficial for both employees and organizations alike. Employees thrive when they have the knowledge and skills to do their jobs well, and to develop new skills to support them in different roles. 

Training also increases engagement and employee loyalty because people feel more invested in and prepared for their role. As a result, organizations benefit from increased employee retention, better performance, and higher productivity.

Despite these clear benefits, it can be challenging for organizations to make the switch from highly manual and unstructured training programs (or no training at all) to streamlined, robust learning and development programs. In this comprehensive guide to developing a training program, we'll explore the following:

• What an employee training program is and the signs of an effective program
• Our eleven-step overview of the entire process
• Nine common types of training programs that can benefit your organization

As you read through this guide, you can start identifying how your own training program will take shape, the resources you need, and the actionable steps you can take today.

What is a training program?

Employee training programs provide new hires and employees with general training exercises and access to learning resources. Employee training can develop employees' direct job-related tasks such as handling specific software, technical skills, or soft skills that cross-apply to different roles within an organization. 

Training programs comprise multiple courses or a single class, and they can be part of larger employee development programs. The core purpose of an employee training program is to ensure each employee has the skills and knowledge necessary to adequately perform work tasks and responsibilities. Some common types of employee training programs include onboarding training, leadership training, and compliance training.

9 Tips to Help You Create Great Training Courses

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What makes an effective training program?

Training programs must be carefully designed and managed to ensure effective learning and retention. Some critical aspects that can transform training programs into effective learning opportunities include:

• Starting from a known baseline : Assessing employees at the beginning of each training program or course can ensure that learning material is properly curated to meet learners' needs.
• Personalization : Every employee learns differently. Personalization software and capabilities can match learners' with the materials, exercises, and ongoing learning opportunities that fit their content needs, learning styles, and goals.
• Self-directed learning : Traditional training programs such as all-day seminars, intermittent lectures, and passive access to material is not sufficient. Instead, effective training programs allow participants to learn at their own pace, with online access to learning materials and individual dashboards for tracking performance and completion.
• Integration with role responsibilities : Many employees will be eager to take advantage of training programs, especially if they want to learn new skills or grow their careers. However, not all employees will have the time or drive to learn. Even employees who want to learn may not have time when faced with a lot of other responsibilities. Instead, make ongoing training and development part of each employee's job responsibilities and ensure there is plenty of work time allocated for fulfilling that responsibility.
• Rewards and incentives : Tie ongoing development and training to positive outcomes. This can include access to internal promotions and job opportunities, and compensation. Virtual trophies, recognition, and certificates can also motivate employees to participate.

When you're crafting a training program or series of learning courses for your organization, go the extra mile to ensure the program is personalized, rewarding, and easy to access. Developing your training program will be an iterative project: you can present learning resources, monitor performance, and make revisions over time to continually optimize learning for employees.

Related: 23 Employee Training Templates and Checklists for Better Training Programs

How to create a great training plan in 11 steps

According to Zippia's research , "Companies with comprehensive training programs have a 24% higher profit margin." Start by developing a training program that meaningfully aligns with your organization's knowledge and skills needs, as well as your employees' goals and learning styles. Follow this eleven-step process to create a new employee training program from start to finish.

1. Conduct a training needs analysis

Just like effective employee training starts with baseline assessments, a strong employee training plan starts with an assessment of what your organization needs. This stage can be as simple or complex as you think is necessary, but it should involve these six essential steps of creating and conducting a training needs analysis : 

• Align the business need with the training initiative
• Understand the roles and core competencies in your business
• Identify skills and performance gaps
• Prioritise training and compare your options
• Design learning experiences based on training recommendations
• Measure the success of the training needs analysis on overall performance

Looking to conduct your own training needs analysis? Download our training needs analysis template to identify the core competencies for each role in your organization and the highest-priority training areas.

2. Develop goals for your training program

Now that you have a deeper understanding of your organization's current level of knowledge and skills, as well as the gap between the current level and desired level of skill, you can create key objectives and goals for the training program. This can include specific goals such as:

• Ensuring employees in each role has a sufficient understanding of safety regulations and compliance requirements.
• Providing salespeople with the right tactical knowledge, soft skills, and product information to make more sales.
• Certifying all cybersecurity team employees with a necessary degree of credentials.

You can create these goals either by identifying gaps in knowledge that should be addressed or by considering what training goals best align with specific business goals.

3. Develop success metrics for your training program

This stage is all about building the motivational infrastructure and measurement criteria for your learning program. Different types of success metrics you'll need to develop include:

• Success criteria : At what level of competency will you consider each employee's training to be sufficient, and how will you identify that point?
• Milestones : Larger goals should be broken down into more granular milestones. For example, a complete training course would be broken down into the completion of courses, which in turn are broken down into the completion of modules.
• Feedback : Quantifiable results are not the only feedback that should guide development. Plan for ways to elicit employee feedback, so you can revise future training to include more engaging, relevant, or rewarding content.

4. Confirm the type of training program

There are numerous different vehicles and mechanisms you can use for your training programs. These include:

• In-person training : In-person training involves face-to-face instruction. This may be at off-site seminars, in-person mentoring, on-the-job training, instructor-led learning, and coaching.
• Virtual training : Online courses, recorded lectures, videoconference seminars, and AI simulations are forms of eLearning.
• Blended learning : A hybrid approach involves both in-person and virtual training. You can have equivalent options in either category to meet the accessibility needs and preferences of different employees. Alternatively, some aspects may only be available in person, while others are only virtual. Some learning platforms like 360Learning combine the best of both virtual and in-person learning by simultaneously showing learners taking the same course at the same time.

Robust training programs use a wide array of different types of learning activities in in-person and virtual categories. This ensures learners can move more fluidly through the training program. However, if you are just developing your training program, creating the fundamental materials and then adding more over time may be the best approach.

As you complete this stage, be sure to communicate with other teams, so your program reflects their needs. Many businesses will see the best results with a virtual or blended learning program. Online resources are more accessible for most users. They can also be accessed repeatedly, and training administrators can more easily analyse the results of the training activities.

5. Choose the technology you'll use

Consider the technology that will house your learning and development programs. A learning management system (LMS) is a complete software or cloud-based environment for developing, implementing, and assessing training programs.

For example, your organization could use an LMS that has all the training resources, and access will be granted to each individual employee based on their professional role and learning needs. Their progress throughout the training program can then be monitored and analysed. Most LMSs will have the following functionalities:

• L&D teams and learners can create, revise, curate, and update content (including learning materials, activities, and assessments).
• Users can progress through individualized courses, take assessments, and revisit materials as needed.
• Managers can analyse employee performance and growth to gauge readiness for new opportunities or the need for additional performance improvement interventions.

6. Develop an outline for your training program

Once you have identified the type of learning environment and training methods you will use to achieve priority learning goals, it's time to develop the training program itself, starting with an outline.

Begin by creating a general overview of each topic you want covered; include the fundamentals, actionable concepts, and advanced concepts you want to be covered throughout the program. Each discrete lesson or module should have a goal, or the information or skills users should have by the end of the lesson. 

Along the way, involve stakeholders in related departments or leadership positions to ensure the training program addresses core needs and has buy-in.

7. Design and develop your training program with the help of subject-matter experts

From there, you can pull from a library of learning resources available to you or create your own modules and lessons as necessary. Be sure to work with your subject-matter experts to develop relevant and engaging course material. Learning courses that are created by your experts make the content more nuanced and specific to your company than third-party courses would be.

Leveraging the collaboration between your experts and the L&D team allows you to create and fulfill learning needs together. As a result, employees are more invested in the learning process. They help create quality content that L&D doesn't have to buy or source through expert interviews.

Engaging your in-house experts can help you create a robust learning library tailored to your organization's needs. Even better, some learning platforms can help subject-matter experts create this library quickly and efficiently with the use of Generative AI tools, like 360Learning’s question creator .

8. Implement the training program

You might implement the training program as a pilot program for a test group of employees or release it to all relevant users. During the implementation stage, your program may not be complete or as finished as you'd prefer, and that's okay. This stage is to ensure the program functions, both by having all the technical aspects in place for users and providing educational value to learners.

During this stage, make sure that you or your L&D team is readily available to provide support, answer questions, and make any adjustments necessary for the training program.

9. Evaluate the program

Assess the first run of the training program from multiple angles. These can include:

• Completion and participation rates
• Demonstration of knowledge and skills through assessments
• An uptick in related performance metrics outside of training
• Feedback from managers and employee participants

This information can help you determine what areas of the training program need further revision. As your organization grows, you may need more product information courses or unique courses for different roles. Each module will also need updates over time.

As technology progresses, you might even have a range of assessments extending beyond conventional methods, such as AI-powered training recommendations and content creation. By taking an iterative approach to your program, it will continue to become stronger and stronger over time.

10. Measure the success of your program

Of course, a good training program doesn't just measure itself. There should be standardised processes for evaluating the courses and each learner. For employees, success might be measured in terms of either isolated assessments or improved work performance.

Choosing the right methods to measure success can help you confirm the value of the program with leadership teams and other stakeholders. The data can be invaluable for justifying increased budgets or growing your organization's L&D team.

You should also go back to the second step—creating goals—and resolve those goals. Did you achieve them? Are related business objectives satisfied by the new training?

Your LMS should have measurement capabilities to help you monitor completion, engagement, and other key L&D metrics. Here's what the dashboards look like in the 360Learning platform to give you an example of the metrics you can monitor to measure the success of your training program.

11. Update the program over time

Based on all the metrics, feedback, and success data of your training program, methodically begin to make updates. You can establish these processes to ensure the training program continues to grow and optimise employee performance.

• Internal audits : Information about business processes, products, and organization-specific how-tos should be audited every quarter or annual period to ensure it has up-to-date information.
• Identify gaps : Your training program won't be comprehensive at the start. In fact, your LMS may initially only have courses for a specific team or just for new-hire training. Over time, the use cases for training will expand. You'll also be able to identify smaller and more granular areas where in-depth training makes a significant difference.

Other updates for your program might include migrating to a more robust LMS, building a centralized intranet for internal and third-party learning opportunities, and more.

Nine practical examples of training programs

There are dozens of different employee training programs. Your organization might benefit from role-specific training programs, courses that teach users about legacy software and internal work processes, new hire training, or even resources on how to navigate employee benefits packages and portals. Each one will have different learning objectives, resources, and users, so they will need to be individually curated and organised . 

As you start your new training programs, consider starting with one of these nine common employee training programs. 

1. Onboarding

Onboarding training programs welcome new hires to your company. There are different phases of onboarding, such as preboarding (which covers orientation, HR topics, and company introductions), general induction and meeting team members, department- or role-specific training, and others. Onboarding training should accomplish two goals: preparing participants for new roles and continuing to "recruit" the new hire so they continue to be engaged past the 90-day mark in their new role. 

Effective onboarding training gives new hires the skills they need to contribute effectively, while also teaching them more about the company and company culture.

2. Induction

Induction is a specific subset of general onboarding training, and it's important enough to deserve its own category and attention. If your business has a lot of roles where only one person holds that type of position, then creating a library that holds the knowledge of everyone tangential to the role is essential. 

Good induction training programs allow employees to quickly perform key tasks independently to minimise the window before hiring and transitioning fully into the role.

Related: Induction to Work Checklist

3. Management training

Management training comprises technical and soft skills that will allow new hires, internally promoted employees, or current managers to have the resources they need to thrive. Management training programs can include courses from general third-party management experts, industry-specific courses, or even company-specific material.

4. Leadership training

Leadership training is similar to management training, but it has a different focus, and virtually all employees can benefit from taking part in the training. This type of program prioritises soft skills such as communication, decision-making, conflict resolution, and delegation.

Employee leadership training can help employees develop their own professional skills and make themselves more eligible for internal promotion opportunities. The organization can also use leadership training programs to see which candidates are best qualified for new leadership roles.

5. Compliance training

Industry-specific compliance training is essential for keeping your organization in good standing. Compliance training can cover industry regulations, employee rights laws, safety regulations and requirements, and more. Not only do employees often need to be certified in core compliance areas, but organizations themselves must often provide this training to remain compliant with general or industry-specific requirements.

Compliance courses will often incorporate mandated material from different third-party sources. Having an LMS that can host or deliver curated content from a variety of third-party educational authorities makes it easier for employees to stay on top of mandatory training and for organizations to verify that training is complete.

Related: Compliance Training Checklist

6. Technical skills training

Technical skills training focuses on the "hard" skills that employees will utilize as they perform their job responsibilities, ranging from how to operate different types of machinery to how to perform tasks on company software.

Your organization may need training programs for entry-level technical skills , role-specific skills, and certification programs for professional skills. Some emerging areas of technical skills development include data analysis, AI management and engineering, and people sciences.

7. Customer training

Customer training resources are conceptually very different from other training you develop. Depending on the nature of the products and services you provide, it may be advantageous to provide your customers and product end-users access to training programs. Salesforce, for example, provides free training through its Trailhead program.

If you sell advanced software, complex tools, or even general goods that become more useful for tutorials (such as hair clippers or cleaning products), developing customer training material could widen your market reach, increase customer loyalty, and decrease the risk of frustration or poor user experiences. 

Related: 3 Real-Life Customer Education Examples and What They Can Teach Us

8. Product/software training

Product and software training could be for two different audiences: end-users and customers that need more information to guide their experience, and salespeople or customer success representatives that need an in-depth understanding of every product. For the latter, you can provide employees with in-depth learning programs focused on the following:

• The target market for each product
• Popular use cases
• Features and accessory goods
• Pricing and promotions
• Frequently experienced frustration points or frequently asked questions

9. Sales enablement training

Salespeople need in-depth training sessions to perform at high levels. Not only do entry-level salespeople need the training to learn sales tactics for both cold and hot leads, but salespeople of all experience levels benefit from learning about newly emerging sales trends and practising their skills through simulations. Sales enablement training can cover product details, sales processes, key account management tactics, and modules for using tools in your organization's tech stack.

Standardize your training programs

The best employee training programs start with the right learning platform. Set your team—and your program—up for success by automating many of the processes described above, eliminating admin and time wasting. Automation allows L&D teams to focus on the most critical parts of a great training program: providing training that helps boost employee performance. 360Learning makes it easy to assess training needs, create personalized learning paths, and track employee performance, course completion, and ROI. It also lets your employees collaborate and create courses, so they can learn from one another and upskill from within.

Interested to see 360Learning in action? Book a personalized demo to get started.

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How to Develop a Training Plan

Last Updated: February 16, 2022 Approved

This article was co-authored by Harish Chandran, PhD . Harish Chandran is the Engineering Site Lead and Senior Staff Research Engineer at DeepMind, where he leads the engineering efforts to integrate AI research results into Google products. Harish received his PhD in Computer Science from Duke University in 2012. While in graduate school, he worked as a Teaching Assistant, helping undergraduate students learn about algorithms and data structures. He has experience in DNA self-assembly, evolutionary algorithms, computational neuroscience, complexity theory, computer architecture, and super-computing. wikiHow marks an article as reader-approved once it receives enough positive feedback. In this case, 93% of readers who voted found the article helpful, earning it our reader-approved status. This article has been viewed 187,447 times.

A good training plan will make your employees more efficient, productive, and engaged, but sometimes it’s hard to figure out the best way to actually create a plan that’s effective and thorough. That’s why we’ve broken down the whole process step-by-step for you, from establishing your goals to outlining the structure of your plan to creating the actual lessons. Use the steps below to create a training plan that really works for your business and gets your employees where you need them to be.

Establishing Your Training Goals

• If your company has a mission or vision statement, use that to guide you as you develop your training goals. You want the training goals to be compatible with the overall objectives of your company.
• Be aware of what you want to accomplish. For instance, the purpose of the training may be to prepare employees for emergencies, improve business offerings or protect the privacy of clients.

• Outline the skills, information, and certifications that participants will gain by undergoing the training. These might include mastery of specific software applications, detailed knowledge of company policies and procedures, or enhanced customer service skills.

• If possible, note the benefits of achieving these goals. You might note, "Once these new employees are trained we will have X number more hours of production each week, which should increase our overall profits by X%."

Developing Content

• Create a training topic outline. When conducting training on productivity software, for example, your topics may include creating files, formatting text, copying and pasting text and saving files. [4] X Research source
• Break down the topics into specific titles. For example, formatting text might be divided up into 3 separate lessons: formatting fonts, paragraphs and tables.

• Determine the best training modality. You might deliver the training via online files, video conferencing, in person instruction or audio files. Choose the method based on the objective. For example, software navigation may be best taught in person or via video, whereas delivering information about safety procedures may be adequately communicated through web-based files.
• Engage participants to engage in the training activity. Puzzles, problem-solving exercises, questions, and writing activities are ways to keep trainees focused on tasks.
• Participation can help the trainees more effectively absorb the material.
• Accommodate a variety of learning styles. Watching video demonstrations, listening to audio and participating in hands-on exercises are ways to diversity activities.

• For instance, explain that you will use one-on-one training for detail-oriented tasks. Some tasks are best learned by observing and actively doing them across a substantial period of time. In this case, one-on-one training delivered in the form of shadowing an experienced person might be best.
• You could also note that you will train people in small groups for tasks requiring interaction. Teaching customer service skills, for example, may be done in small groups using role-play and problem-solving activities.
• Utilize large group training for overviews. Delivery of information and overviews can be done in large groups. Break the large group into smaller groups, if necessary.

• Establish a timeline for making all preparations. For example, you might hire a trainer a month in advance, book a meeting space 2 weeks in advance and inform all trainees of the training location and requirements several weeks in advance.

• Include a list of resources in the training plan. Trainers may need presentation tools, a computer or chalk. Trainees may need workbooks, training guides, video players or other equipment.
• Review the list of resources prior to the training. Consider each step of the training to ensure that all equipment, materials, and tools are accessible and functional.

Including Specific Action Items

• Have concrete assessment tools included in your training plan. For example, you could have trainees complete a quiz or test after each module.
• Have trainers ask for feedback. In your training plan, indicate that trainers should observe the trainees attitudes. If the trainees seem lost or unmotivated, indicate that that trainers should address that.

• For example, some groups may be less talkative than others. Instead of a large group question and answer session, have the the trainees work in pairs.
• In your delivery of the material, you will likely use specific examples to illustrate your points. If the trainees do not seem to comprehend the material, make sure that there are alternate examples included in the training plan.

• Group the trainees by training type. For example, some members of the organization may need simple overviews, whereas others involved in the day-to-day completion of tasks may require in-depth training.

• Other costs to consider include meeting space rental, trainer compensation and employee time.
• You may also need to speak to your organization's facilities manager. They can help you reserve conference rooms or lecture facilities.
• Let your IT department know that you might need some assistance during training, particularly if you are teaching online or using tools such as video conferencing.

• Look for trainers who have experience using the methods that you want to offer. For example, if your training is to be conducted online, make sure to find someone who feels comfortable using that platform.
• Communicate with your trainers. Allow them the opportunity to ask questions and make sure that they clearly understand the objectives and desired outcomes.
• ↑ Harish Chandran, PhD. Machine Learning Engineer & PhD in Computer Science, Duke University. Expert Interview. 5 June 2019.
• ↑ http://uca.edu/assessment/step-2/
• ↑ http://www.business.govt.nz/staff-and-hr/employee-and-team-performance/training-and-development
• ↑ http://www.fao.org/docrep/w5830e/w5830e0h.htm
• ↑ http://ctb.ku.edu/en/table-of-contents/structure/training-and-technical-assistance/design-training-session/main
• ↑ https://www.opm.gov/policy-data-oversight/training-and-development/planning-evaluating/

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About This Article

To develop a training plan, start by coming up with a goal or desired outcome for your training. For example, your goal could be to teach your staff how to use a new productivity software. Next, outline the steps trainees will have to complete to achieve the goal, so you have manageable topics to be taught in each lesson. For each lesson, explain how the material will be taught, like with group discussions or tests. Finally, choose the best qualified employees to deliver the training. For tips on how to offer alternative activities in the training plan and how to work out a time frame for the course, read on! Did this summary help you? Yes No

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Create Your Course

How to create a mini course (step-by-step guide, examples, and 7 expert tips), share this article.

Learn how to create a mini course from best-selling experts. See examples and get tips to create a bite-sized learning package students love.

Creating an online course always sounds easy enough when you’re just starting out. You have a skill or concept you want to share with the world — all you have to do is put together a few quick lessons to teach your students the basics, right?

But then flash-forward to six months later and you’re feeling totally burnt out as you hit record on “Module 6: Part 2: Video 13” of what you thought would be an easy production. Here’s actual footage of you wondering how things got so out of hand:

This often happens to first-time course creators because making a full-scale course can take up a mega-ton of your time. Between the content, formatting, design, marketing, and branding — there are a lot of moving pieces in the process that can bog you down. (Especially if you’re a perfectionist.) So is it any wonder why so many creators abandon their projects before they ever see the light of day?

Thankfully, there’s another type of online course that’s much easier, faster, and more cost-effective to produce. It’s called a mini course — and this snackable elearning alternative is growing massively in popularity for both creators and online students alike.

Here’s how online video coach and Thinkific expert XayLi Barclay describes it:

If you are just starting out on your online course journey, a mini course is an awesome way to test an idea with low time and money investments. One of my first mini courses developed into a larger course that we offer today!

But in order to create a best-selling mini course — you first gotta know how they work, how to position them effectively, and what elements you should (and absolutely should not ) include in your mini course curriculum. That’s why we chatted with some of the top mini course experts to get their tips on how to create the ultimate mini course. 

Keep reading or jump ahead to get step-by-step instructions and see real examples of mini courses in action…

What is a mini course?

Why go mini 5 benefits of creating a mini course.

• 3 mini course examples

Choose a topic that’s super actionable

Hone in on a specific audience, make bite-sized course content, don’t spend too long on the creative process, price your mini course for impulse buyers, market your mini course with momentum, iterate, experiment, and pivot.

A mini course is a short and snappy online course. The average mini course takes 90 minutes or less to complete and focuses on helping people learn one specific skill or concept. Creators often use mini courses as a tool to attract leads or for market validation.

Compared to a regular online course, mini courses tend to be much more focused, action-oriented , and, of course, quicker to complete . Justin DeMers, co-founder of Wake Up to Freedom and the Mini Workshop Magic , says you have to think about mini courses as being fundamentally different from a full-fledged online course:

It doesn’t work to just shove a full course into a smaller time frame or a smaller container. For a mini course, you have to think in terms of small promises. What is something that’s on someone’s to-do list that you can tackle? What can be done in 30 minutes or 60 minutes? Like, actually get done?

Most mini courses cost between $0 and $100, making them more affordable for students as well. Creators often use a free mini course as a stepping stone to get students interested in the rest of their content, so they can upsell them into longer and more expensive courses down the road.

If you’ve ever been in a grocery store, you know the appeal of buying something smaller than normal. Mini-cupcakes, mini-brownie bites, mini-burgers… There’s just something majorly appealing for customers when you put a big product in a small package. The same is true for online courses — here are some of the biggest benefits of creating a mini course.

1. Mini courses are faster to produce

The most obvious benefit is that a mini course doesn’t take nearly as long to create. You can typically produce a mini course in under two weeks time, taking off a lot of the pressure creators usually feel when they’re producing a larger course. With less of a time investment, you’re free to have more fun with the content and worry less about sales.

This is something Sarah Temte , Co-Founder of Wake Up to Freedom , says is a huge benefit for first-time course creators:

You could actually have something launched, making money, and helping people two weeks from now. We’ve had so many people say, ‘I’ve had the course that I’ve been building for a year. But somehow I was able to launch this little workshop in just a few days.’ So I think it’s this huge win.

2. Mini courses validate your market

Mini courses also give you an opportunity to test the waters on any particular topic or niche that you’re interested in pursuing. Before spending weeks (or months!) investing your time and energy into “Nautical Flags: The Definitive Course” — you can put out a mini course in just a few hours to see if there’s an audience and an appetite for the learning you want to provide. (e.g. “Free Flag Etiquette Workshop”). Here’s XayLi Barclay again:

When you are starting out on your online course creation journey, it’s smart to pull out just a portion of that bigger online course idea and use that to start creating your mini-course. Be sure to ask your audience if they’re interested in what you’re creating before you start creating it.

3. Mini courses are easier to digest

On the student side of things, mini courses are great because — just like mini-burgers — they’re so much easier to digest. Rather than cover everything about a broad topic (e.g., “The Ultimate Course to Leadership”) you’re focusing on one specific problem that your audience has or skill they’re trying to learn (e.g., “How to Fire Someone Gracefully”).

Because, as Justin DeMers points out, most people don’t have the time to sit down with over 200 hours of video content on any given topic. They just want the most useful information distilled down as quick and easy as possible:

The idea of ‘more’ used to be a selling feature. You’d get 12 modules and 18 bonuses in a big purchase…But now? We’re all busy. I have two kids. I have a business to run. I don’t want more. I just want the stuff that matters.

4. Mini courses can sweeten your offer

If you’re thinking long-term and looking to scale your business up, mini courses are also a fantastic offering to have in your back pocket. You can use them as an add-on order bump or include them in a course bundle to provide extra value to your audience. (And increase your average order value, as XayLi Barclay points out below!)

You’re able to use [a mini course] later on as a bonus or an upsell which provides more opportunities to sweeten your offers. This can even come in handy as you grow and you start developing an online course suite.

3. Mini courses attract more leads

One of the biggest reasons creators love mini courses is that you can use them to attract more leads into your marketing funnel. A lot of folks might be interested in your $500 course on juggling — but do they really want to spend that much money on a new hobby they’re not even sure they’re going to like? Instead, you could offer a free or $15 mini course on “How to Juggle Two Balls in 20 Minutes.” This is what’s known as a brand extension , because you’re extending your brand’s appeal to a new set of potential customers.

Here’s Sarah Temte on the power of a low price point:

If someone can spend $20 or $50 and get a taste of something and get a result? That makes them way more likely to become a client, give you a great testimonial, and maybe buy one of your bigger offers in the future.

Related: 30 Effective Lead Magnet Ideas (With Examples)

7 steps to create a best-selling mini course

How do you go about actually creating a mini course? Hitting the sweet spot when it comes to the course topic, length, curriculum, and pricing is what separates a best-selling mini course from the duds. To start you off on the right foot, we chatted with expert mini course creators to get their tips and step-by-step strategies.

The first thing you need to hit on is the right topic for your mini course. Because while a full online course has the luxury of time to go into all-encompassing details, conceptual frameworks, and related topics of learning — mini courses should be much more to-the-point.

Related: 10 Steps to Creating a Wildly Successful Online Course

You can think about it like this: what is the smallest promise you can make to your audience that will help them improve their lives? Sarah Temte  says that one of the biggest mistakes she sees creators making is trying to bite off too much with their mini courses.

The ultimate goal should be for your students to actually accomplish something in their lives to actually get something done. It’s not: ‘How can I teach everything I know after years of building this expertise?’ Instead, you should be thinking: ‘How can I help someone in an hour or two check something off their to-do list?

Next, you’ll want to make sure the topic you choose aligns with an actual problem that one particular audience is trying to solve. Because while most creators want their online courses to be as broadly appealing as possible, mini courses often perform best when they speak directly to a niche audience.

So while you could create this course: “The Ultimate Guide to Getting Better Sleep.”

You’ll likely be more successful with this course: “Surviving Sleep Deprivation: A Mini Course for New Parents.”

Don’t be afraid to get specific! Your topic shouldn’t appeal to everyone everywhere all at once — because then you risk watering it down. Instead, your target audience should snap their fingers when they see the title and instantly know that this mini course is for them. XayLi Barclay says knowing your audience like this is the key to success.

[The topic] needs to be a mixture of what my target audience wants, what I’m truly passionate about, and my experience. When you’ve understood exactly what this is for you, you’re then able to create a mini course that solves a specific problem for your audience in a digestible way.

Once you’ve picked your mini course topic and honed in on your audience, the next step is to actually get started on your lesson plan and course content. Keep in mind that your audience has a limited attention span and are looking for the meat on the bone. Avoid all filler and keep your mini course focused on whatever is most actionable and useful.

You want students to feel like they’re getting lots of wins and building momentum quickly as they go through the course. That’s why it helps to minify the lessons that go into your mini course, so students feel like they’re moving through it much faster. (Woah. Mini-ception.) Here’s Sarah Temte  with more on this advice:

None of the lessons should take more than 10 minutes. So it shouldn’t be 20 minute videos or these huge descriptions. Instead, can you do a two or three minute video and a really quick template or action item? The whole idea is how bite-sized can you make it?

As you start working on your course content, it’s important to not overthink it. This is a mini course after all — the whole idea is to move fast and get things done. The most important thing is to get it done and get it out there so you can see what your audience thinks. Sarah Temte says her main advice is to keep it simple:

Don’t make a mini course your life’s masterpiece. There’s no reason that launching a mini workshop or a mini course should take more than a week or two. So it doesn’t need to be the perfect branding, design, headlines, or marketing. That can all come later. For now — it can be really, really simple.

Once you have completed your mini course, you’re going to want to set the right price for it . Many creators opt to offer their mini courses for free, as a way to give leads a taste of what their full courses can offer.

That’s absolutely one approach you can take — but you may also want to consider setting a low price point, as well. Even charging students $1 will help to position your course as being more valuable (eg. worth paying for), and will help to filter out the tire kickers who are just looking for freebies and aren’t willing to pay. This is what Justin DeMers tells his students:

Nine out of 10 times, we recommend people use an impulse price point. Around the $20, $50, or $100 mark. Because we’ve all signed up for free courses with the best intentions… People who pay are more likely to do the work.

Launch your online learning product for free

Use Thinkific to create, market, and sell online courses, communities, and memberships — all from a single platform.

Next, you’re going to need to make your sales page and start to market your mini course.

You can use a lot of the same strategies here that you would when marketing a regular online course . But one tip that is specific to mini courses? Focus on one new skill or ability that students will walk away with. 

Because as Sarah Temte mentions below, it’s not really about what you’re going to teach them or what they’re going to learn — it’s about what they’re going to be able to do with your help.

It’s so easy to try to be in that conceptual zone. ‘I wanna give them all of this information, all of this theory, all of these helpful ideas.’ But we see over and over again that if you can help someone get a quick hack, a quick win, or build some quick momentum? That’s huge.

Finally, it’s time to launch! (Woohoo!) But hold your horses, partner — that doesn’t mean your work on the mini course is over. Because you put this out so quickly, there’s a good chance that there’s still room to improve on what you’ve already built.

Start collecting reviews and feedback from students on what they find useful about your mini course and what else they wish it covered. You can use their responses to iterate, experiment, and pivot with a new version of your mini course as Justin DeMers mentions below — or get ideas to create and sell another online course down the road. (Because hey, now that you’ve done it once. You know that you can do it again even better.)

You’re gonna put it out there and then you’re gonna say… ‘Hmm, okay. I think I could change this to help people get more results. Or I think I could remove this to help people get more results.’ It’s an iterative process.

3 mini course examples from Thinkific creators

Looking for some mini course inspiration to add to your mood board? Check out a couple of stellar mini course examples from real Thinkific customers.

1. The Learn Implement Share Academy

The Learn Implement Share Academy is an incredible resource for teachers looking to improve their teaching skills. They offer a variety of courses on topics ranging from “Empowering Your Mathematics Students” to “The #1 Course for Early-Career Teachers,” and typically cost anywhere between $200 – $800.

That’s why this mini course on “Teaching Equations Epically” is so great. Not only does it only cost $40, but it also makes it clear what action you will take away. It’s not just about becoming a better math teacher — it’s about how you can specifically teach equations in a way that students will love. And a peek at the tutorial contents shows you can complete the 20 lessons even faster than you can say BEDMAS.

2. Start Shoot Grow Video Academy

If anyone can create a great mini course, it’s Thinkific expert XayLi Barclay who runs the Start Shoot Grow Video Academy . Her “Craveable” Course CORE is the perfect example of how you can market a mini course with momentum. The promise of being about to create your course in five days is incredible, and the fact that it’s being offered at such a low price instantly grabs your attention.

And while most mini courses are designed to be completed in an hour or two, a closer look a the curriculum shows how doing a little bit of work each day across a week’s time makes much more sense in this case.

3. Start Shoot Grow Video Academy

Sarah Cordiner runs the Edupreneur Academy , which offers dozens upon dozens of online courses on how to profit from your knowledge. A good number of these are mini courses and starter kits, which Sarah uses as lead gen magnets.

In a post on the Thinkific Studio for Online Course Creators Facebook community, Sarah says: “I usually offer them my most expensive offer, with a downsell to a cheap mini course if they don’t go for my main offer.”

Remember: big things can come in mini packages

If you’re even somewhat curious about trying to create your own mini course, now is the best time to get started. The beautiful thing about them is that you don’t have to spend as much time planning and producing your course — you can get started today and be finished a few days from now. It’s low risk, with huge potential if you hit on the right topic.

Try Thinkific for free and get everything you need to create, market, and sell your mini course. No coding or tech skills required!

This guide was originally published in June 2022, and was updated in August 2023 with more information.

Luke is a content marketing strategist at Thinkific. While he likes to use a little alliteration in his work, he’s also aware that readers aren’t always in awe of his atrocious adjective additives.

• How to Price Your Online Course (Complete Guide to Course Pricing)
• How To Create An Effective Course Outline (+Template)
• What Is The Ideal Online Course Length?
• How to Plan an Online Course (Templates & Tips)
• 10 Steps To Creating A Wildly Successful Online Course

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