Change Team Roles - Training Lead

This role is critical as it focuses on designing, delivering, and evaluating training programs that align with the overall change strategy and organizational goals.

The Training Lead is in charge of equipping employees and stakeholders with the skills, knowledge, and confidence needed to successfully adopt and sustain new changes introduced during a transformation initiative. This role

Their core responsibilities include:

• Development of the Training Strategy
• Collaborating with change management leaders to develop a training strategy that supports the broader change initiative.
• Identifying training goals, objectives, and key success metrics to measure effectiveness.
• Ensuring the training plan is aligned with organizational needs and change milestones.
• Delivering the Training Needs Analysis document.  Using tools like surveys, interviews and focus groups they determine specific learning requirements by:
• Assess the skills and knowledge gaps of affected teams or individuals.
• Identify roles most impacted by the change and prioritize training efforts accordingly.
• Liaising with business leaders to ensure training aligns with team-specific needs and expectations.
• The design and development of the training material that is tailored to the needs of various audiences by:
• Creating engaging, accessible content, such as e-learning modules, instructor-led sessions, workshops, and job aids.
• Ensuring content reflects the practical application of new processes, systems, or behaviours.
• Working closely with the Process, Technology, and People Work Stream Leads to ensure training materials reflect the technical, operational, and cultural aspects of the change.
• Collaborating with the Communication Work Stream to synchronize messaging and create a cohesive experience.
• Organising and overseeing the delivery of training programs across the affected teams, including:
• Facilitating live training sessions, whether in-person or virtual, and ensure all participants are actively engaged.
• Providing coaching and hands-on support where necessary to reinforce learning.
• Tracking attendance, participation and progress through the training programs.
• Measuring the impact of training on employee performance and adoption of the change.
• Providing detailed reports to stakeholders highlighting training outcomes and areas for continued focus.
• Embedding the change by
• Developing ongoing training resources for new hires or to address skill refreshment needs post-implementation.
• Coordinating with managers to ensure reinforcement of learning through day-to-day activities.
• Providing follow-up support to employees to help embed new skills and practices into their routines.
• Adjusting the training strategy based on lessons learned and feedback collected during and after implementation.

By equipping the workforce with the necessary skills and knowledge, the Training Lead reduces resistance, accelerates adoption, and contributes to the long-term success of the change initiative.  Ensuring that employees and stakeholders are prepared to embrace and effectively implement the changes introduced within the organization.