We navigate that often treacherous journey of “information gathering”. Have the users been role mapped? Is there a Target Operating Model (TOM)? Is the environment up to date and is it dedicated to training? Do we have ring-fenced data? Are there training accounts, or is it Single Sign On? Do I have access to both my technical and business SME? Do I have process flows? The answers to these questions can be frustrating but also enlightening. You begin to understand the programme more, become integrated, meet new people and get a feel for the culture of the journey you about to embark on.
With the TNA in a position to onboard trainers, the Training Manager’s role takes on a new dimension and now includes managing people. You introduce the trainers to the programme and to their counterparts, show them the plan and the milestone dates. It can be extremely frustrating; How do you keep a team of trainers happy when they cannot get what they need to do their job? All I can do is work with the team and the customer to overcome whatever issues occur.
Some mornings we review progress and plan the day ahead. Too much of this and we end up in a perpetual cycle of meetings – causing the focus and intent to be lost. However, too little and there’s a lack of communication! Knowing the right balance for your team and the customer is important to ensure everyone is informed.
Communication is, of course, central to a training manager’ s role. Engaging with the project team, clearly explaining our process and how we need to work with Subject Matter Experts, both from the business and the System Integrator. Building those relationships helps when you are pulling together the training strategy, and other key documents like a delivery schedule.
We know, as a team, we must be patient, “Why do you need that?” “Can’t you just train everybody on all the courses?” These are questions not uncommon to a training team’s ears.
We only ask, so we can do our job right. Our objective is to get the right courses mapped to the right roles to the right users. If we crack that, then we know the right people will attend the right training course and receive the right training to match their live system access. In summary, they are trained and ready for go-live!
The team dynamic is one of the things I like most as a Training Manager, the ability to work together, troubleshoot problems, and support each other. It is important to laugh at the right times, ease any tensions to make sure you have the trainers covered. One of my biggest beliefs is to take any ‘noise’ away from the trainers. Let them focus on their strengths and tasks and I will manage the issues.
It’s always worth reflecting on how essential the team is to make everything work. Every person plays a role in the success of our training programs. Whether it’s creating content, delivering training, or handling client relationships, we rely on each other’s strengths. We know how to communicate, solve problems, and step in when someone needs extra support. It’s this sense of teamwork that makes even the hardest days manageable. A training manager may have to handle challenging decisions, but it’s the collective effort of the team that drives our success.
The highs and lows that make the job dynamic and rewarding. I know tomorrow will bring new challenges and new victories. Being a training manager isn’t always easy, but it’s incredibly fulfilling. Every day brings opportunities to learn, grow, and help others succeed—and that’s what makes it all worthwhile.
To get in touch with us regarding your training needs, please contact us here.
To get in touch with us regarding your training needs, please contact us here.
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