What is Strategic Training?
Strategic training focuses on developing skills that directly reduce inefficiencies and improve performance—not just checking boxes.
Training Needs Assessment
Identify Performance Gaps
| Task/Process | Current Performance Issue | Root Cause | Is Training the Solution? | Priority |
| Example: Budget reports | Frequent errors, takes too long | Unfamiliar with Excel features | Yes |
High |
Important: Training only works if the problem is lack of knowledge/skill. If the problem is unclear expectations, poor tools, or systemic issues, training won't help.
The Training vs. Other Solutions Decision Tree
For each performance gap:
- Do employees know what's expected?
- NO → Clarify expectations first
- YES → Continue
- Do they have the necessary skills/knowledge?
- YES → Training is not the solution (check tools, processes, motivation)
- NO → Continue
- Have they been trained before?
- YES → Why didn't it stick? (Insufficient practice? Lack of reinforcement? Training quality?)
- NO → Continue
- Is this a skill that can be trained?
- NO → Consider hiring or restructuring
- YES → Training is appropriate
Training Impact Calculator
Before investing in training, calculate potential ROI:
Current State:
- Time spent on task: _____ hours per week
- Error rate: _____%
- Time spent fixing errors: _____ hours per week
- Number of people affected: _____
Expected After Training:
- Estimated time reduction: _____%
- Estimated error reduction: _____%
- Annual time savings: _____ hours
- Annual cost savings: $_____
Training Investment:
- Training cost: $_____
- Time away from work: _____ hours × _____ people = _____ hours
- Cost of downtime: $_____
- Total investment: $_____
Payback period: _____ months
Training Plan Template
Skill/Knowledge Gap: _________________________________
Who Needs Training: _________________________________
Learning Objectives (What will they be able to do after training?):
Training Method:(Check one)
- Formal workshop/course
- On-the-job training
- Job shadowing
- Online self-paced learning
- Peer mentoring
- Documentation/job aids
- Combination: _________________________________
Training Provider:
- Internal (who: _____________)
- External (vendor: _____________)
- Self-directed
Timeline:
- Start: _____________
- Complete: _____________
Budget: $_____
Success Measures:
- _____________________________________
- _____________________________________
Follow-up Support:
- ____________________________________
Check-in Date: _____________
Common Campus Training Opportunities
Technology Skills
- Workflow systems (Kuali Build, etc.)
- Advanced Excel (formulas, pivot tables, data visualization)
- Project management software
- Database management
- Website content management systems
- Video conferencing best practices
- Data analysis tools
Process/Efficiency Skills
- Process mapping and improvement
- Time management
- Meeting facilitation
- Project management fundamentals
- Change management
- Data-driven decision making
Communication Skills
- Presentation skills
- Difficult conversations
- Customer service
Leadership/Management Skills
- Delegation
- Coaching and feedback
- Performance management
- Budget management
- Strategic thinking
Training Alternatives Matrix
Sometimes training isn't the best solution. Consider these alternatives:
| Problem | Instead of Training | Try This |
| Process is too complex | Training people to navigate complexity | Simplify the process |
| Tasks require deep expertise | Training everyone | Designate specialists and delegate |
| Infrequent tasks | Training everyone to remember | Create job aids/checklists |
| System is confusing | Training people to work around it | Fix the system |
| High turnover | Continuous training cycles | Improve retention; better documentation |
| Lack of motivation | Skill training | Address engagement, recognition, workload |
Quick Reference Job Aids
Instead of formal training, consider creating job aids for:
- Step-by-step procedures
- Checklists
- Decision trees
- Reference guides
- Templates
- FAQ documents
- Video tutorials
- Flowcharts
Benefits:
- Lower cost than training
- Always available when needed
- Easily updated
- Reduce reliance on memory
- Especially good for infrequent tasks
Training Evaluation Checklist
Immediately After Training:
- Participants can demonstrate new skills
- Participants understand how to apply learning
- Materials/resources provided for reference
- Questions answered
30 Days After Training:
- Participants are applying new skills
- Performance improvement is measurable
- Participants have needed support/resources
- Barriers to application identified and addressed
90 Days After Training:
- Performance improvement sustained
- Expected efficiency gains achieved
- Training content still relevant
- Refresher or advanced training needed?
Knowledge Transfer Plan
For critical skills in your department:
| Critical Skill | Currently Held By (name) | Backup Person | Documentation Status | Transfer Method | Timeline |
Risk Assessment:
- High Risk (only one person knows): _________________________________
- Medium Risk (limited documentation): _________________________________
- Low Risk (well-documented, multiple people trained): _________________________________
Cross-Training Strategy
Benefits of cross-training:
- Reduced dependency on individuals
- Better coverage for absences
- Increased flexibility
- Career development
- Better teamwork and understanding
Cross-Training Plan:
| Person A | Person B | Skill to Cross-Train | Business Benefit | Timeline |