Instructor-Led Training

Have confidence your team is engaged while learning what they need to know.

Well-designed instructor-led training uses activities and discussion to meet specific learning goals. From short seminars to multi-day events, live training has the best results when it is easy for learners to apply to their jobs.
See Why

We make learning relevant.

Participants more easily embrace training when it is relevant to their specific jobs and responsibilities. A clear explanation of the training benefits (often called WIIFM, or “What’s In It For Me?”) helps adult learners buy into a training program. This important step can have a significant impact on the effectiveness of a training session.

It’s also important to keep content focused on learning objectives — and to respect participants’ prior knowledge. No one wants to sit through a class that covers material they already know, or that doesn’t apply to their job.

Good instructor-led training minimizes lecture. Experiential learning, in which participants engage in hands-on activities, has a much longer-lasting effect than simply listening to an instructor and taking notes.

With an expert facilitator acting as a guide, live-training participants learn and practice skills in a safe environment.

Instructor-led training strengths include:

  • Face-to-face training with a personal touch
  • Real-time feedback from an expert facilitator
  • A controlled environment to minimize distractions
  • Group activities and discussions


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Take the stress out of training with flexible, self-paced options.

Self-contained e-learning courses let users access training on their own schedules, from their own desks. It’s a cost-effective way to train a large population, no matter where in the world they may be. See Why

Good e-learning is engaging.

Professional e-learning courses are more than simple “page-turners” that users passively click through. Animations, activities, rollovers, knowledge checks, interactive scenarios, and other engaging elements immerse learners in course material.

Designed effectively, e-learning works well for content that needs to be delivered repeatedly, such as to new employees.

The strengths of interactive e-learning courses include:

  • Asynchronous learning. Learners can take a course when they want, where they want, and at their own pace.
  • Cost-effectiveness. E-learning can reach thousands of learners anywhere in the world.
  • Consistent delivery. All learners receive the same information. This can be especially important with technical topics.
  • Review. Learners can review challenging material at any time.
  • Minimal interruption. Learners don’t need to take time away from work to travel or attend a long training session.
  • Modularity. E-learning is readily adaptable to updated content, swapping in new information as needed.
  • Online integration. E-learning makes incorporating or referencing content from across the internet simple.
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Cutting-edge training methods deliver big wins for your business.

Having fun increases learning. That’s why gaming as a training tool is here to stay. From a simple trivia quiz show to a custom-designed scenario-based activity, gaming engages participants in ways other training doesn’t. See Why

Games appeal to learners in a different way.

Even dry topics become compelling when applying game concepts to training material. Contests, quizzes, challenges, team events, leader boards, rewards, prizes, badges, and recognition all resonate with learners across generations.

Gaming feels more like play than like training.

Simple stand-alone games, whether played online or in a live training event, appeal to people’s competitive nature.

Complex gaming systems, with challenges and rewards systems, encourage people to pursue training without the stigma of the word “training.”

Effective gaming methods create:

  • A compelling fun factor in learning
  • A lively way to leverage people’s competitive nature
  • Word-of-mouth discussion and social learning
  • An eagerness to participate
  • A heightened awareness to absorb pertinent information
  • A desire to master the information in order to win or achieve more
  • A sense of camaraderie and pride
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Online Publishing

Easily offer employees what they’re looking for, where they’re looking for it.

People naturally turn to the internet when they need information. Online publishing is an effective way to provide the information and training people want — and new information they don’t know they’re missing. See Why

Content is still king.

People want their information fast. They want it accessible on their mobile devices. They want it current. And online publishing checks all those boxes.

Online publishing takes many different shapes: a website serving a specific niche, a handful of pages in a larger training portal, video tutorials, infographics, and much more.

When training material is published online, it is most effective when it follows current web standards. People rely on the search function, they skim, they click through to related content. Training content that is delivered in the way people want to use it will simply be used more. It must be effectively organized, employ engaging headlines and illustrations, and leverage a website’s tagging structure to create useful connections between materials.

Some training subjects are vast, on the scale of a multi-day live event. Publishing that content online is a cost-effective alternative (or supplement). Materials can be broken into manageable chunks. People can return to the content as needed.

Some training subjects are narrow. A very specific procedure may need to be illustrated. Perhaps a misunderstanding in the field needs correction. Online publishing allows even small training subjects to get their due.

Some training subjects are timely. A new product has been released. The sales team needs to know about a new award. Or a competitive move requires a strategic response. Online publishing allows a rapid response to timely information.

In the many forms online publishing can take, its main benefits include:

  • Searchable reference. People can easily find what they need.
  • 24-hour access. People can read online when they want, where they want.
  • Broad reach. The internet knows no bounds.
  • Exploration of related topics. Modern content management systems make it easy to suggest related content to users.
  • Self-direction. Readers can go where they want, find what they need, discover things that are new to them, and refer back as necessary.
  • Easy updates. From small spec changes to major overhauls, online materials can be adjusted as needed.
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Performance Support

Make sure your team can find the details they need to succeed.

Some job tasks require access to technical specs that no one can (or should) remember all the time. Some procedures are very specific or used irregularly. Performance support materials provide workers quick access to the data they need on the job. See Why

Sometimes a reminder is all you need.

The ultimate goal of training is to improve people’s workplace performance. If workers know how to do a task but aren’t performing up to standards, a performance support piece may be what they need.

Call such materials what you will. Job aids. Pocket guides. Cheat sheets. Flowcharts. Checklists. Spec charts. They all fit into the category of performance support, those handy references that bring (back) to mind the detailed information needed to answer a question or keep a process moving.

Smartphones have made performance support an even more powerful tool. Print materials get outdated, crumpled, lost. But an online reference source on a mobile device is easily accessed and easily updated. Web apps make it simple for complex data sets to be sorted and filtered as the user needs.

Having pertinent information at hand can be the difference between failure and success. Performance support materials are excellent tools because they include:

  • On-the-job, just-in-time reference. Workers behind a desk, behind a counter, or in the field can all benefit from support materials.
  • Customer-facing support. Showing a customer can be more helpful or persuasive than telling.
  • High value. Performance support pieces don’t require big-budget training programs.
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Crider Associates exceeded my expectations in every way. Always professional, the staff completed every task with ease and delivered a polished, functional product that met all project objectives.

Training Administrator, Automotive Technical Training

Achieve Your Training Goals

Improve employee performance • Hit your targets • Enhance your operations

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