As a project matures, roles may become blurred. Often, it makes sense as the strengths of some bleed over into related roles, and other team members reach capacity. Smart teams are flexible and adapt to get the job done well no matter the role to which each person is officially assigned.
For teams who are building training programs, often team members grow from one role into another so they can overlap serving as writers, designers, graphic artists, project managers, team leads and client managers. The Training Coordinator is a person who has often walked in many of those shoes.
A Training Coordinator combines several roles and goes beyond them.
A project manager plans and conducts events, coordinating the people and the schedule to accommodate tasks and mitigate risk. An instructional designer oversees responsibility for the way a program will be executed to meet the needs of the client. A Training Coordinator does all those things – and more.
A coordinator works closely with the client to conduct the needs analysis and is involved in planning how to meet those needs, understands and oversees all the roles involved in the project, and can work with the designers, artists, writers and experts who are working together to create a great program. A Training Coordinator is the main client interface, and the role goes beyond management and building training to acting as the conductor of the movement.
The coordinator has strong people in each role, and it is a task that requires laying your reins on loose so everyone can excel at their jobs. In fact, we might posit that a Training Coordinator is almost invisible but has a strong vision.
If you have used the role of Training Coordinator in a project, we’d love to hear from you.
What worked? What didn’t? What could you have done better or what could you have eliminated from the role? What is the best background for someone acting as the Training Coordinator?
We’re learning together, and we enjoy hearing your experiences.
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