In addition to training on a specific skill or behavior, learning leaders also have the responsibility of recognizing and honoring the unique backgrounds, perspectives and learning preferences that individuals bring to the learning environment. These unique differences vary in cultural, social and cognitive contexts — these variables position learning leaders to serve as architects of learning experiences that not only acknowledge the richness of diversity but also actively leverage it to design impactful training. Let’s take a look at some best practices for achieving inclusive excellence in your training design.

Begin With the End in Mind

Ever designed a training course or program only to realize you missed a huge opportunity to make a meaningful impact? This often occurs when we fail to consider the varied dimensions of the audience prior to design. Rather than jumping right into training design, we could all benefit from thinking about not just the learning outcomes, but also the lived experiences of those expected to apply the training in real time.

One way to achieve this is to apply scenario planning. Scenario planning in the context of training design includes thinking through every possible scenario for how a learner might use the training outside of the training environment. This includes being mindful of what benefits and challenges they might encounter.

Think Opposite of You

Similarity bias is real. We typically see this type of bias play out when hiring managers are recruiting new team members. At first glance, the hiring manager is likely to hire someone with a similar skill set to them, rather than hiring and selecting a candidate who can add value to the team. The same is true for training professionals.

At times, we design training based on our own personal experiences and learning preferences, rather than leaning into what is needed in the learning experience for training to transfer accordingly. A simple fix to this might be to review your internal needs assessment processes. Consider creating or modifying your training intake form to include fields or questions that will result in more human-centric responses that would better describe the training audience.

Leverage the Power of a Question

Throughout my own professional experience, I’ve discovered the most powerful tool one can have is a question. Questions enable us to expand our curiosity; in the realm of training design, questions serve as more than just tools to engage participants — they are the foundational pillars upon which the training professionals can achieve inclusive excellence: Questions open up avenues for meaningful dialogue and reflection.

When designing training programs with inclusivity in mind, here are two considerations:

1. The types of questions asked play a pivotal role in shaping the learning experience. While questions encourage curiosity, be sure your questions don’t create awkwardness for the audience.
2. Thoughtfully crafted questions can uncover insights into the varied cultural norms and communication preferences prevalent within the audience. This could allow for the customization of training content and relevant discussion that resonates with each learner.

When we choose to begin with the end in mind, interrupt our own biases or leverage the power of questions in our training design processes, we create learning experiences that allow participants to not only deepen their awareness of cultural nuances but also develop a greater appreciation for the richness that diversity brings to the organization.

All three of these efforts go beyond the basics of training design — they embody a commitment to inclusivity excellence. What better way for learning leaders to celebrate the multiplicity of voices, experiences and perspectives that define our global workforce? Ultimately, it is through the power of well-designed training that we can unlock inclusive excellence one employee (and one organization) at a time.