Global organisations face significant challenges when rolling out company-wide training programs. There are so many factors to navigate – such as cultural and language differences, as well as local context – that the process can be a complex one.
However, there are ways to overcome some of the more difficult obstacles, especially when you take a methodical approach and apply sound project management principles.
- Ensuring relevance and impact for the whole training population
- Different learning styles across cultures
- 1- Define the training program objective
- 2- Apply the 80/20 principle to localising content
- 3- Onboard stakeholders involved in the rollout
- 4- Adapt KPIs and messaging to the local context
- 5- Monitor results to gauge performance
- 6- Control budgets and costs amidst currency fluctuations
- 7- Be aware of the impact of geo-political & sustainability issues and try to mitigate
- 8- Use Generative AI to help organise training and implementation
So, how do we achieve this?
First, let’s look at two key challenges leaders face when rolling out a global training program.
Ensuring relevance and impact for the whole training population
This is a fundamental objective of any training program, international or local. But satisfying the need for relevance and impact across such a diverse group of people can be tricky.
While the company may have an overarching strategy, subsidiaries in different countries face very different challenges in achieving objectives. This must be considered when delivering training at a local level, or else the program risks being viewed as irrelevant, which affects engagement.
Different learning styles across cultures
Not everybody learns the same way in every part of the world. Yes, certain pedagogical principles can apply across the board. But desired approaches and expectations can differ widely across cultures.
For example, in some cultures, people respond well to a more traditional way of learning – i.e., classroom-based with an instructor, activities and discussions. In other cultures, the trend is towards a more experiential approach, where people want to learn principles, knowledge and techniques they can apply to their day-to-day work very quickly. They want to be guided, not told.
Navigating these differences can be demanding, to say the least!
Thankfully, there are solutions, and it helps to approach these challenges with a project manager’s hat on. Not to say that all international training program rollouts are projects with a specific start and end date. Some are continuous contracts that go through several batches or iterations. But the principles of project management can certainly be applied.
1- Define the training program objective
Make sure everyone is aligned on what the training program will look like, as well as the core objectives. What are the key concepts to be considered and how will they be delivered?
2- Apply the 80/20 principle to localising content
Allocate time and resources to localise around 20% of global training content. The content should be tied directly to local challenges and contexts. Generally, the remaining 80% can be aligned to global content, although this figure is not set in stone. Adapt the ratio to your organisation’s specific needs.
3- Onboard stakeholders involved in the rollout
When working with different stakeholders and facilitators in each location, it is important they understand the brief and are given some ownership of the 20% of content they will be adapting. Getting buy-in from key people responsible for delivering the training is crucial for success. And make sure you are working with the right people within the organisation who have the skills and experience to deliver.
4- Adapt KPIs and messaging to the local context
Your training KPIs must be adapted to meet local challenges as well as global ones. That way, your learners will feel the content is more relevant and stay engaged.
5- Monitor results to gauge performance
Be specific about the data you want to collect to show that training is having the desired impact at a local as well as international level. Bear in mind that different parts of the organisation or locations might use different tools to access and process this data.
6- Control budgets and costs amidst currency fluctuations
If budgeting for a global training program is centralised, there are several issues that could disrupt the process. The most significant relates to fluctuations in currency, which can be sharp and put a stranglehold on resources. One way to keep it simple is to get local entities to pay for the training in their own currency, though this may require a more complex invoicing process.
7- Be aware of the impact of geo-political & sustainability issues and try to mitigate
The world is more volatile to disruption than at any time in recent history. Conflict, climate change and other geo-political factors can disrupt everything from budgeting to training populations in some zones. Keep up to date on what is happening out there and implement policies – such as virtual-only training –to mitigate.
8- Use Generative AI to help organise training and implementation
Some of the trickier organisational challenges can be solved easily with AI tools. For example, you can use ChatGPT to schedule training and cohort configurations based on local public holidays, time differences and the like. It pays to do some research and see what works best.
There is no doubt that rolling out an international training program can be a minefield with so many potential pitfalls awaiting training managers.
However, with a focused approach, an awareness of cultural sensitivities and appreciation of local contexts, it is perfectly possible to make such programs a success!
Cegos Group has decades of experience rolling out training programs for big global players, using our pedagogical know-how and our vast network of training designers and experts. Find out more about Cegos' capabilities in the design and delivery of such training programs.
