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For the prior 4 years, Bryant was the Managing Director and Leadership and Talent Manager for Lengthen Your Stride! Bryant has over 27 years of Senior Management experience encompasses running his own Training and mortgage firm, in New York City. He strongly believes that the corporate training is not to be static but should 'engage and inspire' students to greater productivity and performance. You must take into account the costs, staff needs, delivery systems, locations, and marketing before going to your executive team for funding. Now you must consider the resources you’ll need to make it all happen, not only from a cost perspective but also to paint a picture of how big the enterprise is going to be.
From the cost perspective, it is sometimes more feasible to pick instructors from the field, that is, those people who have a natural ability to coach or teach others. How will people register for courses, look at the course catalogue, record grades, and take online courses?
If most people in the organization are concentrated in one area, you obviously only need one training center. Is the marketing of the University, its courses, and its benefits something that you and your staff can do on your own, or do you want to involve an internal marketing department?



If you look at all of these aspects, along with your needs assessment, you should be able to present an accurate cost-benefit analysis when you take the next step, obtaining buy-in. In addition, consider the possibility of rotating instructors – work out a deal with certain business units to use their key people for a week a month to teach classes if necessary. A Learning Management System (LMS) can help you do all of these things, but be sure to understand what you want to do with your LMS before you buy it. But if you have an organization that has a multiple location network, you’ll have to think about creating training space for those groups.
If your organization contracts its marketing to an outside firm, find out how to get a consultation on cost and time.
Look at first things first: what is it going to take to develop and design all of the training? Will you need to regionalize your training based on the number of people who are not close to the corporate headquarters?
You don’t want to have to add features to the LMS as you go along because this can be quite costly. First look at available space that the organization already owns or leases – corporate architects can do wonders with spaces and sometimes the cost may be less than leasing a new space.


Remember that you’ll want the marketing of the University to mix in with the overall marketing of the company, so be aware that you may have to develop logos, signage, color palettes, websites, etc, for any aspect of the University that faces your clients. How much of your assessment indicates you’ll need e-learning designers and how much indicates you’ll need classroom or self-paced instructional designers?
Do you want the training center to simply meet the need, or does it need to be a state-of-the-art facility? Typically, a combination of the two types of designers will create a flow between content and online development. Remember that an LMS is more than an online grade book – it can manage learning plans to keep job groups mobile, track required training, like compliance, and deliver online training to the most remote populations. In any case, you’ll also need someone to manage the LMS, so be sure to place that in your staff resources. One way to make an estimate on this staff is to find a consultant who is willing to divulge how long it should take to create certain courses – and go from there.



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