The 4 Real Secrets to Scaling Your Internal Training Team

As training initiatives grow, businesses need to scale their training teams. Learn the 4 secrets to scaling your internal training team right here.

Published on 25 January, 2016 | Last modified on 1 November, 2022
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Training materials have always been key resources for companies. New employees need to be equipped with the relevant information in order to begin their workplace duties. Many companies have made the switch from outsourcing training to developing an internal training team, according to Rapid Intake.

However, as demand grows for training materials, training managers are faced with the question of how to scale their team within the organization. As with most things, there is more than one way to approach scaling due to increased demand. Here are a few of the most popular options:

  1. Expand: Growth usually translates to new hires. When companies are looking to scale their teams, this is generally a major step. Logically, things can run the same way they have in the past but with more hands on deck. The major obstacle with this approach to scaling is pitching this expansion to business executives. Benefits of training must be measured in improved company performance, reported FastTrak Consulting. Make sure you are prepped with information regarding the ROI and general business benefits of your training initiatives.
  2. Refine: Just because your company doesn’t quite have the ideal budget for expansion doesn’t mean your program can’t expand. Scaling can be approached through the lens of refinement. Take stock of your current approach to learning initiatives. Would you be able to deliver more material in a more cost-effective manner by utilizing training software? Is there a way to organize your team responsibilities in a more efficient way for this increased demand? If you can’t look outward, look in and see what improvements can be made.The 4 Real Secrets to Scaling Your Internal Training Team
  3. “There is no one-size-fits-all approach to team scaling.”

    Empower and Collaborate: Another approach many companies take is subject matter expert empowerment and training team collaboration, explained Rapid Intake. For budget-conscious businesses SMEs are often a source of questions. Why do we need to spend money on a training team when there are SMEs that could build materials for us? Empower SMEs and give them some of the training development responsibilities. However, Rapid Intake noted that while utilizing SMEs can be helpful, they can not meet all your training needs. Training managers should work closely alongside SMEs to help guide the course building process. SMEs are helpful for information, training teams are SMEs on the preferred training structure. Embrace both resources.

  4. Combine and Conquer: These approaches don’t need to be compartmentalized. Take a look at your training team budget and resources to decide how to formulate your approach. Maybe you can afford one hire but the rest of your tactic should rely on refinement. Perhaps a combination of hires and SME collaboration will do the trick for your company. There is no one-size-fits-all approach to team scaling. It is largely a process of mixing and matching. Figure out which approaches work best for your training team.

Training teams can be a crucial component of your business’ success. While the ROI and benefits aren’t as plain to see as efforts from the sales department, they are still there. Investing in your training team and finding innovative approaches to scaling your team can help create a valuable asset for your company in the long run.

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The State of Learning and Development 2016 report is produced in conjunction with InSync Training to find out what are current L&D challenges and what the L&D professionals are planning on implementing in the future. Download your copy here, or register for our webinar.

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