THE STARTING POINT
Build a training brief from role responsibilities and observable work.
Start with a representative task.
Ask role owners to describe the work people need to carry out, including difficult or less frequent situations. Identify the decisions, tools and communication involved. A broad list of skills is easier to turn into a useful training plan when each skill is linked to a concrete task.
Find the practice gap.
Discuss where people need instruction, supported practice or clearer operating guidance. Not every difficulty is a training problem; missing access or an unclear process may require another response. Keep these distinctions visible so a course is not expected to solve issues outside its scope.
Agree observable progress.
Define what a learner should be able to do after the training and how it will be reviewed. Use examples close to the role while protecting confidential workplace information. Include the manager or role owner in the review so the training objective remains connected to actual work.
TAKE THE NEXT STEP
Your discovery checklist
- Connect each skill to a representative role task.
- Separate training gaps from process or access problems.
- Agree observable progress with the role owner.