The Secret L&D manager: 4 questions for screening potential training providers

This month’s Secret L&D manager is German, and works for a global telecommunications organization. He’s been working in training and development for over 20 years for a variety of organizations including automotive, financial services and higher education. He’s lived in multiple countries and is interested in balancing classic approaches with virtual learning and MOOCs (Massive Open Online Courses). We asked him, “What questions do you ask potential training providers when they first approach you?”

This eBook is also available in German – follow the link below.

I get contacted by training providers on a regular basis, and to be honest how much time I give them depends a lot on what else is going on.  However I’m always interested in new ideas which I think can add value to our associates here and do try to make time to ask questions and learn.  I tend to get straight into things and want to take control of the conversation. I’ll ask questions like …

Tell me the two or three topics that you as a training provider are specialized in?

I’m not interested in working with training providers who say they can do everything. So what are the 2 or 3 things that you are good at? I want details. I want to see experience and innovative ideas. I want them to be able to talk me through activities and the “why” behind the activity.

If I feel they know about training and are not trying to promise the earth, my second question needs to be about their trainers. Knowing more about who their trainers are is hugely important to me and I need to know they’ll fit my training population. I ask something like ….

Who are your trainers? How do you find them? How do you select them? What is their background?

I was a trainer myself, and still do some internal training.  I know the impact and potential of the training is realized (or limited by) by the person in the room – by the trainer.  I want specifics and real examples from a potential training provider. I’m not interested in general broad-brush descriptions. I want to know who they would use to deliver a specific solution and to know why that person, what’s their experience, style etc.

I’d then ask …

Why do you think you’re different from all the other trainers and training providers that offer similar things?

Seriously, explain to me why what’s special or different about what you’re proposing? Otherwise, why should I change?  If they stop and think about the answer, that’s fine. If they babble, then I’m not interested. For me a training provider needs to know themselves why they are different or special.

My last question would be something like …

Before we spend any more time on this can you explain your pricing model?

I want to know what they charge for a one-day, off-the-shelf training program. The kind of thing that’s really a commodity product.  I want to know pricing for a customization and preparation, and I want to know if travel and expenses are included or not.

I want to find an example. I’ll pick something simple, so I know if their rates are competitive and if this actually makes sense to me and our situation. If you deliver a standard 2-day presentation skills training for me, what will the cost be for 10 people? And if it’s much more expensive than what I already have, or if I have no real reason to believe that they will be genuinely considerably better than my current solution, then that’s time saved for both sides. I also want a clear answer here.

I think these are my top four questions. These are pretty much what I need as a basis.  If I’m interested, then I’d like to meet them in person and see where we go from there.

Who is the Secret L&D manager?

The Secret L&D manager is actually many L&D managers.  They are real people who would prefer not to mention their name or company – but do want to write anonymously so they can openly and directly share their ideas and experience with peers. Also from the Secret L&D manager:

• Making sure managers understand the importance of their role in developing our staff
• Qualifying potential training provider 
• Without boundaries – Why I believe the digital learning experience represents the future of L&D