Do You Really Need A New Training Course? Or Is There An Easier Solution

Over $500 billion is expected to be spent on new training courses in 2026 alone.  This has resulted in organizations providing more training now than ever before to customers, volunteers, employees, and the general public.  Often, training is used to close skill gaps, educate people, or sell more products.  However, while the immediate solution for these challenges is to develop a training course, is it the best solution?

But how do you know if you should create a new educational course or provide a job aid, coaching, or a link to a YouTube video?  So, in this article, we show you how to make an informed decision about whether to create a training course or not, and we provide guidelines as to what types of problems are better suited to them.  As well we include examples of topic areas well suited for training courses.  We also discuss the disadvantages and the alternatives to creating a course.  And, perhaps best of all, we provide a free tool to do an assessment of training needs to tell you if the problem you’re trying to solve requires an educational course or not.

Make An Informed Decision – Assessment Of Training Needs

Creating a training course is a significant investment, and ensuring it’s the right solution requires a structured decision-making approach.  So, before moving forward, organizations should assess the problem, explore alternatives, and evaluate the potential impact of a new course.  There are many factors to consider, and the process requires serious thought to make an informed decision.  So, to assist in this process, we created an “Assessment of Training Needs” tool that you can use to make an informed decision.  It’s available to download here.

It walks you through questions in 4 steps, allowing you to rate whether you should proceed with an online course.  The steps in the assessment of training needs include:

1.   Defining The Problem

An assessment of training needs helps define the problem and its impact on your organization.  For example, is your organization facing compliance or regulatory changes or implementing a new process, or does a segment of the population require education on a healthcare issue?  The higher the impact of the challenges on your organization, the more likely a training course is the best solution.

2.    Identify The Root Cause of the Problem

Not all challenges require a course, but deciding requires understanding the root cause of the difficulties.  For instance, do they result from

• A knowledge or skill gap – If your assessment of training needs shows this is a root cause, the training may be the right solution.
• Process inefficiencies – Updating workflows or automating tasks might be more effective.
• Communication issues – Clearer expectations, job aids, or coaching could be better alternatives.

  3.    Determine If Training Would Address The Root Cause

If the challenges stem from a lack of knowledge, skill or competency, then there’s a good chance that a course will be a valid solution.

4.    Suitability Of Online An Training Course

Factors to consider to determine if an online training course is suitable include:

• The type of training format that would work best for the audience
• Accessibility of technology
• How quickly the training course needs to be delivered
• The scale and location of people to be trained
• The budget and resources available

Quantitative assessments of the training needs using our tool give you a rating of the suitability for training, specifically an online course, compared to alternative solutions.

Guidelines That Suggest A Course Is A Good Solution?

The following are situations where creating a training course is likely a good solution and can help determine when you complete your assessment of training needs.

Multiple Steps In A Process

An educational course is often a good solution if you have a process with multiple steps and the context behind why it must be done in a certain way.  While there are other (non-course solutions), if there are too many things and essential details for someone to remember or the topic is complex, a training course is often a good solution.  Examples would include:

• Learning a new software system with many convoluted processes or steps
• Training on a medical procedure where the consequences of doing it incorrectly could be significant or costly
• Regulatory-related courses that include completing legal or licensing applications
• Compliance-related courses for technical or manufacturing processes, for instance, cleaning production equipment in a factory where they need it to be allergen-free or safe

How To Do Something That Has Many Possible Options

While technology is automating business, the reality is that many minor decision points in most jobs frequently occur.  And some potential outcomes might have significant consequences if learned the ‘hard way.’  Examples might include

• How to respond to diverse customer or public queries or requests
• Management conversations about profitability
• Public education, such as for energy conservation

Creating a formal course can include options of do’s and don’t and can consist of real-life scenarios and role plays, enabling the learner to get lots of practice and feedback.

Consistency Of Behaviour

If there is a consistent way to respond to situations, having a training course can significantly improve the standardization and consistency of responses.  Another disadvantage of having people trained on the job by others is that it can result in biases or incorrect information being conveyed.  Similarly, if you need consistent execution of tasks or brand messaging, putting the resources into creating a course is often worth it.

The consistency of training courses is also vital in behaviour change situations, as it teaches people the right way to do things.  For example, how to deal with an aggressive person, comply with regulations, and conduct a safety investigation.

Boring But Necessary Info

If there is a situation where there are a lot of necessary but perhaps boring details to be communicated to many people over time, creating an online course can be an excellent way to cover these.  Examples include onboarding or orientation processes for new employees, volunteers, or customers.

Significant Consequences

A training course is often necessary when the consequences of doing something incorrectly are high.  Such a situation requires a lot of hands-on, extremely experiential learning, and it’s a classic situation that needs a course.  Often, it also requires several layers of testing or knowledge checks.  Examples include flight simulations working with manufacturing machinery or medical equipment.

Examples When You Might Need A Training Course?

Experts estimate that in 2026, nearly $500 billion will be spent worldwide on training courses.  So, there are many situations where an organization deems it necessary to develop a new course.  However, investing in training is a strategic decision that requires careful consideration and a thorough assessment of training needs.  While upskilling and continuous learning are valuable, not every challenge warrants a new course.  Here are scenarios where developing a training program is necessary:

Examples include the following:

• Organizational Changes: If your organization is undergoing structural changes, adopting new technologies, or facing updated regulatory requirements, a training course ensures people stay informed and compliant and can easily refer back to the info later if it’s a self-paced online course.
• Introduction of New Products or Services: When an organization launches new products, services, or technologies, it may need to develop training courses to educate employees or customers on features, benefits, and usage. For instance, we created online training to educate a company’s customers worldwide on their shipping storage software system.
• Changes in Processes or Procedures: If an organization updates its processes, procedures, or workflows, it may require a training program to ensure that employees or volunteers understand and adapt to the changes effectively
• Compliance Requirements: Regulatory changes may dictate that you need a training course or that existing ones need updating to ensure compliance with laws, regulations, and industry standards. This includes training on safety protocols, data privacy, and ethical practices.  Sectors with evolving compliance standards, such as healthcare, finance, technical safety, construction, and cybersecurity, particularly benefit from timely training updates.
• Skill Gaps and Performance Improvement: Your training needs assessment may identify skill gaps or performance issues within teams and prompt the organization to develop targeted training courses to address deficiencies and enhance employee capabilities. While often an organization upskills their employees, we’ve also created training for organizations to provide skills and education to non-employees, including Tech CEOs, Women Entrepreneurs, and Engineers and Foresters on Climate Change.
• Onboarding and Orientation: When new employees join the organization, providing comprehensive onboarding and orientation can help them acclimate to their roles, responsibilities, and the culture and values. Another benefit is the standardized approach, which ensures consistency in knowledge transfer and reduces time-to-productivity for new hires.
• Leadership and Management Development: Developing employee leadership and management skills is critical for organizational growth and succession planning. So, training courses on leadership development, coaching, and team management can help cultivate these capabilities.  For example, Realize Solutions is a certified B Corp.  For over 20 years, they have assisted organizations in implementing people-centred leadership, strategy, and governance solutions to complex challenges.  Through their work, they noticed a lack of quality non-profit training programs, mainly non-profit management courses, available in a convenient and easily digestible format for a modest cost.  We worked with Realize Solutions to develop a suite of custom courses that they can use to supplement their consulting services.  The goal was to create value for those customers who could apply a “do-it-yourself” approach through training and tools.
• Customer Service Excellence: Improving customer service quality and satisfaction may require an organization to develop training courses on communication skills, empathy, problem-solving, and conflict-resolution techniques—or develop courses related to new product features or services. These are all good examples of when you would create an online course.
• Diversity and Inclusion Initiatives: Organizations committed to fostering diversity and inclusion may create training courses to raise awareness, promote understanding, and cultivate inclusive behaviours among employees. A good example of online EDI training courses is those developed for an educational college in North America.
• Technology Adoption and Digital Transformation: Embracing new technologies and undergoing digital transformation often necessitates training to ensure that people are proficient in using digital tools, platforms, and systems effectively. A good example is custom software training we created for employees in the legal profession.
• Education And Behavioural Changes: Many organizations have a mandate that includes educating segments of society to create behavioural changes.   One such example is a Child Honoring Training Course for people working with Children by the Raffi Foundation.

You can review several elearning case studies to see some of the training courses developed, the rationale for creating a course, and the outcome at the end of the day.

Disadvantages Of Developing A Training Course

While there are many situations where developing a training course is a great solution, there are disadvantages or considerations when developing training, including:

• Cost: Training courses can be expensive to create and, depending upon the type of course, can involve additional costs of travel, accommodation, and other materials if you have in-person sessions
• Time Commitment For A Training Course: Participating in training requires a significant time commitment, which can be challenging for individuals with busy schedules or conflicting priorities. Balancing work, family obligations, and other commitments alongside coursework can be onerous.  However, online self-paced training courses alleviate a lot of the inconvenience to the learner.
• One-Size-Fits-All Approach: Some courses follow a standardized curriculum and teaching format, which may not accommodate your organizational needs. This can be overcome by creating a custom training course for your organization.
• Outdated Content In A Training Course: Some courses may not be regularly updated to reflect the latest industry trends, technologies, or best practices. This can result in learners acquiring outdated or irrelevant knowledge and skills that are not applicable.  However, the good news is that updating online course content is an easy process.
• Lack of Follow-Up Support: After completing a training course, learners may lack ongoing support, feedback, or reinforcement to sustain their learning and development efforts. And this can diminish the long-term impact of the training and hinder skill retention and application.  However, this can be easily rectified by developing job aides, coaching/mentoring, or other follow-up processes after completing the initial course.
• Lack of Commitment: If there is a lack of motivation or commitment to engage with the content thoroughly, it may not yield significant results. In such cases, exploring alternative ways to build skills or address challenges might be more productive.  However, understanding and explaining to the learner the importance of the course and why it is necessary often addresses many motivational challenges.

Alternatives To Creating A Course

When your assessment of training needs determines it’s not worthwhile creating a training course, what options do you have?   Assuming you did a suitable needs analysis, you know where the problem stems from, which helps you choose an alternative approach.  For instance, if the issues are due to unclear processes, poor communication, outdated systems, or people already have access to training but are not applying what they learned, some of the options below could be useful.

• Availability of Existing Courses: In a few cases, existing training courses might cover the desired topic or address many identified learning needs. In these instances, you may be able to use part of an existing course or look to other organizations with an ‘off-the-shelf’ product for most of your needs if you don’t need a custom solution.  Or modify an existing course by adding interactive elements like quizzes, simulations, or microlearning modules can improve engagement.  Also, incorporating learner feedback from the existing course can refine the course structure and improve delivery.
• Effective Performance Management: You can also effectively address performance-related concerns within teams or departments through performance management processes, feedback mechanisms, and similar interventions.  So creating a new training course may not be necessary.
• Job Aids: Creating simple job aids (checklists, quick reference guides, or infographics ) for less extensive knowledge acquisition can help people understand and complete tasks.  It is common in corporate settings where ‘quick refresher guides’ can be posted or circulated.
  
• Videos: Perhaps a training course isn’t necessary, but having a helpful instructional video produced (or sourced on YouTube!) might be all that is required.
• Mentorship or Coaching: Seeking guidance from a mentor or coach with expertise in the area you want to improve can provide personalized support, feedback, and advice tailored to your needs.  It can be highly effective if the number of people requiring support is low.
• Knowledge bases/FAQs: People can find answers on demand for basic info.
• Peer Learning: Collaborating with colleagues or joining professional networks or communities where you can share knowledge, exchange ideas, and learn from each other’s experiences can be a valuable source of learning and support.
• Drip Campaign: You can circulate information regularly in small (‘Drip’) segments instead of creating a new course via email, intranet, or other sources.  Often, these can be great reminders for people and provide a good refresher.
• Project-Based Learning: Engaging in hands-on projects or real-world challenges related to your area of interest or expertise can provide practical learning experiences and opportunities to apply theoretical knowledge in a meaningful context.
• Job Rotation or Shadowing: Exploring different roles or departments within your organization through job rotation or shadowing can help you gain diverse experiences, perspectives, and skills without formal training.

Building a training course to solve a knowledge or learning gap is not always necessary.  And the alternatives can offer flexible, personalized, and often cost-effective problem-solving options.  So, depending on your preferences, goals, and resources, you can explore and combine these options to make a learning strategy that best fits your needs.  In reality, in most situations, there is a need for an integrated approach, and an excellent instructional designer will put together the best combination of instructional tools to address the training need.  This may include a training course and several of the above options.  However, not all perceived training solutions involve building a course or the necessity to create online education.  Completing a thorough assessment of training needs will enable you to make an informed choice.

When Are Online Training Courses The Best Option?

While developing a training course may be a good option, online courses are often the best choice in many situations.  They offer numerous advantages for learners and address some disadvantages of face-to-face training.  Below are the benefits of online courses to consider:

• Flexibility: Online courses allow learners to access content anytime, anywhere, and at their own pace. This convenience is ideal for individuals with busy schedules, varying time zones, or other commitments that make attending in-person classes challenging.
• Cost-Effectiveness Of A Training Course: With lower ongoing costs than traditional classroom-based training, creating online training courses can be less expensive despite requiring an initial investment. Additionally, learners can save on transportation, accommodation, and other associated costs, making online training a cost-effective option.
• Accessibility: Online training breaks down geographical barriers, enabling learners from diverse backgrounds and locations to access high-quality education. Also, the increased accessibility is especially beneficial for individuals living in remote areas or those with limited access to traditional educational institutions.  And there is 24/7 access to these resources.
• Wide Range of Topics: By designing custom online courses, a vast array of courses covering diverse subjects, from technical skills like programming and data analysis to soft skills like leadership and communication, can be developed.
• Interactive Learning Tools: Many custom online training courses utilize interactive elements such as quizzes, simulations, and multimedia content to engage learners and enhance the learning experience. These interactive tools can make complex topics more digestible and enjoyable to learn.
• Updates and Refreshers: In rapidly evolving fields like technology and business, creating online training has the advantage of being easily updated to include the latest trends, tools, and practices.
• Personalized Learning Experience: Now, online education programs employ adaptive learning algorithms that tailor content and assessments to individual learners’ strengths, weaknesses, and knowledge. Such a personalized approach maximizes learning outcomes by focusing on areas where learners need the most improvement.
• Realistic Practice: An online training course can also provide practice in a low-risk environment. But even if it’s a “soft skill,” you can help people practice with realistic scenarios and subtle suggestions to reflect on how they would respond.  This mental rehearsal can be very effective.

Online courses are an excellent option if learners require flexibility, affordability, accessibility, and personalized learning experiences.  For insights on effective elearning strategies, read our blog post on ’15 Practical Examples Of Creative Interactive Elearning Activities.’

When Online Training Courses Aren’t A Good Option

Despite all the benefits of online training, it may not always be the best solution for every situation.  Below are some considerations when looking to create online education and when they might not be the ideal option:

• Hands-On Learning Requirements: Effectively conveying some subjects, such as specific technical skills or practical trades, requiring hands-on experience can be difficult through online courses alone. In such cases, in-person training, workshops, or apprenticeships may be more appropriate and could be blended with an online training course.
• Lack of Self-Discipline: Online training courses rely heavily on self-motivation and self-discipline to complete coursework and stay engaged with the material. And often learners who struggle with time management or staying focused without direct supervision find it more challenging to succeed.
• Technical Limitations: Access to reliable internet connections, compatible devices, and some technical proficiency are essential for participating in online training. So, learners facing barriers such as poor internet connectivity, outdated technology, or limited digital literacy may struggle to engage with the content thoroughly.

While online training offers many benefits, it may not suit every learning situation.   Consider your specific requirements and circumstances when deciding whether to create online courses.

Final Thoughts – Do You Really Need A Training Course?

Undoubtedly, the increase worldwide in training that organizations provide is progressive and educating the public, employees, and volunteers is good practice.  But you can also overdo it.  While creating online training courses can be the best solution in many situations, it isn’t in every situation.  So, it’s essential to complete an assessment of training needs first to allow you to make an informed decision.  Try out our Training Needs Assessment tool we’re sure it’ll help simplify your decision process.  But if you’re not sure, or you’ve decided you want to proceed with developing a course, contact us to evaluate your organization’s requirements and explore practical solutions tailored to your unique circumstances.

 

Frequently Asked Questions (FAQs)

1.    How Do I Know If My Organization Needs A New Training Course?

Before creating a training course, assess whether a knowledge or skill gap causes the issue.  If the problem stems from unclear processes, outdated systems, or poor communication, alternative solutions like job aids, coaching, or process improvements may be more effective.  You can use the Assessment of Training Needs tool to evaluate whether training is the right solution.

2.    What Are Alternatives To A Training Course?

If your assessment of training needs determines that a training course isn’t the best solution, there are several alternatives, including:

• Job aids (quick reference guides, checklists)
• Coaching or mentorship
• Short instructional videos
• Knowledge bases or FAQs
• Drip campaigns (small, periodic information updates)
• Peer learning and job shadowing

A training course may not be necessary if these methods can address the issue.

3.    What Types Of problems Are Best Suited For Training Courses?

A course is most effective when:

• Multiple steps in a process need to be understood and followed correctly.
• Employees need consistent behaviour and responses.
• Compliance or regulatory requirements must be met.
• The topic requires practice, scenario-based learning, or real-life simulations.
• The consequences of doing something incorrectly are significant (e.g., medical procedures, safety protocols, legal compliance).

4.    When Is Online Training The Best Option?

Online training courses work best when:

• Learners need flexibility and self-paced learning.
• The training must reach a large, geographically dispersed audience.
• The content needs to be updated frequently.
• The course can include interactive elements like quizzes, videos, or real-world scenarios.
• Cost-effectiveness is a priority compared to in-person training.

5.    When Is Online Training Not A Good Option?

Online training may not be the best choice when:

• Hands-on learning or physical practice is required (e.g., technical trades, manufacturing processes).
• The audience lacks the necessary technology or digital literacy.
• Participants need in-person feedback and real-time coaching.
• Self-motivation is a challenge, and learners require direct supervision.

6.    What Are The Disadvantages Of Creating A Course?

While training courses can be valuable, they also have drawbacks:

• Cost: Developing custom courses requires an initial upfront investment, and while, over the long run, it typically pays off, it can be an initial expensive outlay.
• Time Commitment: Both course creation and participation require significant time.
• One-Size-Fits-All: Some courses may not meet individual learning needs.
• Content Updates: Courses must be regularly updated to stay relevant.
• Lack of Follow-Up: Without reinforcement, skills may not be retained.

7.    How Can You Ensure Your Course Is Engaging And Effective?

To create a successful training course:

• Use interactive elements like simulations, real-life scenarios, and quizzes.
• Keep modules short and focused to maintain learner engagement.
• Incorporate multimedia (videos, infographics, animations).
• Offer opportunities for practice and real-world application.
• Provide follow-up support through coaching, job aids, or refresher modules.

8.    Should I Buy Off-The-Shelf Training Or Create A Custom Training Course?

It depends on your needs.  Off-the-shelf courses are cost-effective and cover common topics (e.g., compliance training).  Custom courses are far Assessment of training needs

better for organization-specific processes, unique training needs, or when branding and personalization matter.

9.    What If My Employees Don’t Complete The Training?

If employees aren’t engaging in training, consider:

• Making the course more interactive and relevant.
• Providing incentives or recognition for completion.
• Offering bite-sized learning modules instead of long courses.
• Ensuring management supports and reinforces training.

10.    How Do I Measure The Success Of A Training Course?

To evaluate effectiveness:

• Use pre-and post-training assessments to measure knowledge gain.
• Track engagement metrics (completion rates, quiz scores).
• Gather feedback through surveys.
• Observe behaviour changes and performance improvements in the workplace.