Training Content

How to Find Inspiration for Content Creation

ContentCreationInspoTrainingbyNelle

The World Around you

When was the last time you really felt inspired? I mean really inspired, when it came to your training content? If nothing really comes to mind, then it's time to change that. And it's not your fault if you haven't felt moved to create some amazing training. 

Perhaps, you're not use to designing out of the box training or you've never looked in the right place for some serious inspiration. Well, have no fear, because in this post, I will give you three key areas you can look into to help you create unique training content from scratch. 

 

examine everyday products

Purpose: Inspiration for creating internal training products

You use all kinds of different products everyday for different reasons. You might, for example, use a notebook for writing down notes or grab a smartphone to take a picture with friends. But the uses of those items can go far beyond their general purpose of note-taking and entertainment.

That same notebook can be turned into a guidebook with special shortcuts for new employees, and that smartphone (used wisely) can take before and after photos of on-site demonstrations for training evaluations. 

The goal here is to examine some of the traditional items you come in contact with on a regular basis, and think about ways you can "flip" the item or convert it into something completely different that can help you train your employees. It doesn't have to be a massive overhaul, you don't need to reinvent the wheel, but look around you and see what can help you get the job done. 

 

Study Magazines

Purpose: Inspiration for designing your training

Magazines are a creative way to to find inspiration for formatting your training content. It's a vivid way to communicate and express

The key is to remain observe the way color is used throughout the pages, the different sizes and pairings of font, and the overall layout (or structure of the page).

Now, finding inspiration from magazines layouts doesn't mean to "copy" exactly what you see in front of you, but to use those pages to get an idea of how to make different elements works together to tell a visually-pleasing story. 

Ask yourself:

  • How can I design training content that would connect with the end user? 
  • What type of fonts will compliment the main ones I use?
  • How can I incorporate color to mentally stimulate the learner, while still staying true to my own business brand identity? 

So start to think strategically about physically designing your content. The more you create an inviting appearance, the more likely your learners will gravitate to it. 

Conduct Assessments

Purpose: Inspiration for building content with substance

So, where is your training content going to originate from? Well, if you're looking to create technical training or even soft skills training, one of the best ways to find inspiration is look around you, and assess your environment. 

This means keeping both eyes and ears open to what's going in your day-to-day operations. You can do this by frequently conducting: 

  • Focus Groups
  • One-on-One Interview
  • Informal Conversations
  • Documentation Review

All of these methods are great ways to figure out what type of training your business truly needs. If you're not really sure on how to get started assessing what your business needs, check out my course.  

 

This is the Remix: Designing Training Content for Millennials + GenZ

RemixContentMillennialsTrainingbyNelle

 

Millennials and Gen-Z aren't as different as they appear. Take a look at a few areas you need to keep in mind when working with the two groups. 

Ask Them What they Want

I'm going to tell you now, you will read 50 million different reports, studies, and guides on what Millennials and Generation Z want and how they think. There will be conflicting reports and ones that support claims that are pretty obvious. But you gotta remember, the statistics are taken from a small sample and generalized against a large population, so these findings won't apply to ALL Millennials or Gen-Z.

There are far too many misconceptions, stereotypes, and you don't want to get caught perpetuating them. 

That's why if you want to gain insight into what Millennials and Gen-Z want, the best course of action is to just ask them. 

INCLUDE THEM IN THE PROCESS

What better way to create the type of training content your Millennial and GenZ employees want than by getting them to actually help create it themselves.  

The best way to do this is by first finding out what type of training content they not only like, but what they feel would be best to help them do their job. 

To tap into that millennial-mindset, you can set up the following for your Millennial + GenZ crowd: 

  • Advisory Committees - To provide input on newly adopted training methods, procedures + sessions 
  • Focus Groups - To review and pilot pending training materials + content in the process of being created 
  • Content Creation Councils  - To serve as hands-on training designers for current + future projects 

By routinely incorporating your Millennial and Gen-Z employees in the development process, you can stay in tune with their learning preferences, and keep the lines of communication open and the ideas rolling in. 

INTEGRATE MULTIPLE TECHNOLOGIES

Yes, Millennials and Gen-Z like their phones and tech devices. We know this already.

(I think everyone does at this point). So my next question to you would be: what are you going to do about this information? The correct answer: Use it to your advantage to guide your content development thought process.

In other words, explore the types of training that really work best for users on the go such as: 

  • Video
  • Podcasts
  • Interactive Guides
  • Collaborative + Online Learning Platforms

Now, it's not about always giving Millennials + GenZ what they want, but really keeping an eye on the trends that not only shape the industry, but the learning habits of people in general.

In today's world, training no longer has to be static, it can be as fluid and flexible as the needs of the people who use it. This means creating adaptable, and fully-responsive content that can be viewed on multiple platforms for many purposes.  

BITE-SIZE is the RIGHT SIZE

According to a study conducted by Microsoft, the average attention span has now dropped to 8 seconds due to the "addiction-like behaviors" people have developed from mobile devices. Pretty crazy, right? Just look around on a daily basis, it's no surprise when you see people jumping from one activity to the next. Ask yourself when was the last time you 

So knowing what you know about peoples habits, you've got to design your training content for the user in mind.

In other words, you must create bite-size training content that is easy to digest (micro-sized), portable, and more interactive to hold the attention of your learner. Instead of designing one long 30-minute training video, split it into 10 different videos that are each 3 minutes long. 

Or consider turning a 40 page training manual into a shorter Interactive Guide with links, pictures and video demonstrations so people can not only find the information more quickly, but gain a more thorough understanding of the material. 

BE CULTURALLY-INCLINED  

Want to know a secret to creating hugely successful training content for the Millennial and Gen-Z audience?

Accentuate your business values and weave them into your training content. You can invigorate your audience by connecting those values (dedication of social and global responsibility) to their personal values (giving back, hard work, and perseverance). 

AND TWO: 

Carefully incorporate elements of popular culture in your training content to educate and entertain. Now, before you try your hand at this, tread lightly. You don't want to look like a "try-hard" by stuffing your content with the latest phrases or memes, it can come across as inauthentic, unprofessional, and pretty lame. Use your Millennial and Gen-Z audience for guidance, on how you can create your own balance of trendiness and professional training.