If you’re a manager or supervisor in a small organization, training staff might feel like a daunting task. You’re juggling limited resources, and the idea of creating a whole program from scratch can be overwhelming. The good news? You don’t have to reinvent the wheel—and you’re not alone. Here’s a step-by-step guide to help you get started with creating an interpretive training program that’s practical, effective, and achievable.
Step 1: Conduct a training needs assessment
Before you dive into designing training, figure out what your staff actually need. This isn’t guesswork—it’s about gathering insights and data to ensure your training hits the mark.
- Ask your staff: They’re the ones on the front lines. What do they feel unsure about? What would make them more confident?
- Ask their supervisors: Managers often see patterns that staff might not notice, like common visitor complaints or areas where staff struggle.
- Check visitor feedback: Look for trends. Are there recurring weaknesses in the visitor experience?
- Review standards: Organizations like the National Association for Interpretation (NAI) and their European counterparts provide standards and best practices. Use these to do a gap analysis—compare what your staff are currently doing against industry benchmarks.
Step 2: Define knowledge, skills, and abilities needed
Once you know the gaps, decide what your team should learn. Be specific and intentional by phrasing these as learning outcomes. For example, the learner will “draft an interpretive theme”; “add interpretive dialogue to programming”, “define Tilden’s principles”. Clear learning outcomes help you focus your training and measure its success.
Step 3: Identify your training resources
Training requires investment, but it doesn’t have to break the bank. Start by mapping out what you already have:
- Time: How much time can you and your staff realistically dedicate?
- Money: What’s your training budget, if any?
- Expertise: Do you or someone on your team have relevant skills to lead training?
- Infrastructure: Can you leverage existing spaces, materials, or technology?
Then, identify gaps. Knowing what you need—and what you don’t have—makes it easier to find creative solutions.
Step 4: Explore existing training resources
You don’t need to build everything from scratch. Many organizations have already created excellent training products that you can use or adapt. Check out resources from groups like:
- Interpretive Guides Association
- Interpretation Canada
- National Association for Interpretation (NAI)
- Your regional or local interpretive networks
There’s a good chance you’ll find tools, templates, webinars, or even full training programs that fit your needs.
Step 5: Create new training programs
If existing resources don’t cover everything, you might need to develop new materials. This is where collaboration can be a game-changer:
- Hire professionals: If you have the budget, bring in experts to design and deliver training.
- Leverage your network: If resources are tight, reach out to similar organizations. Pooling resources can help create workshops that benefit multiple groups while sharing the costs.
Final thoughts
Starting a staff training program might feel overwhelming, but you don’t have to do it all at once. Start small, focus on the most pressing needs, and build from there. Remember, investing in your team isn’t just about improving their skills—it’s about creating a better experience for your visitors and building a stronger, more confident organization.
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