In this episode of the Training Impact Podcast, host Jeff Walter sits down with Matt Anderson, a 20-year veteran of LatitudeLearning and head of the delivery team, to tackle a critical topic for any learning leader: the training workstreams that take a training program from vision to execution—and keep it thriving.
As Jeff puts it, “This is where the rubber hits the road.” While past episodes have focused on planning and strategic alignment, this conversation shifts into doing. And in the world of enterprise learning—especially partner training—execution is everything.
What Are the 10 Training Workstreams?
Drawing on two decades of implementation experience, Jeff and Matt walk through ten essential workstreams. They’re grouped into three categories:
Configuration Workstreams
These foundational elements are defined during implementation but influence day-to-day operations for years.
- Organizing Learners: Whether you’re managing internal staff or external partners, defining learners by location, role, and affiliation is essential. Partner training adds complexity—users might work for multiple partners or in multiple roles, requiring flexible mapping and thoughtful audience definitions.
- Organizing Training Content: Courses, certifications, resources, and skill profiles all require thoughtful categorization. The duo explores how structured taxonomies, tagging, and role-based learning paths make training discoverable and relevant.
- Learner Experience: From branding the portal to supporting mobile access, user experience matters. Some clients even “embed” training in other systems to streamline access. Others go fully custom using APIs to control every aspect of the learner journey.
Administrative Workstreams
These workflows govern the ongoing operations of the training program.
- Create and Update Content: Content creation is where many programs stall—but it doesn’t have to. Matt shares how AI and tools like Synthesia can dramatically reduce cost and effort, especially when it comes to updating content.
- Manage User Access: In employee training, access is typically automated via HR systems. Not so in partner training. The conversation dives into options for self-registration, delegated user management, and deactivation strategies to keep directories clean.
- Assign Training: Whether via self-enrollment, rules-based automation, or manager assignment, training must be pushed to the right people at the right time. For instructor-led training, features like interest lists and demand-driven scheduling optimize delivery.
- Track Progress: Dashboards, reports, and compliance tracking all help measure learner progress. But more importantly, Jeff urges listeners to focus on interventions. What happens when learners fall behind? Who follows up, and how?
Strategic Workstreams
These define the why behind the training program and ensure it aligns with broader business goals.
- Rewards and Recognition: For employees, the incentive might be continued employment. But for partners, it requires creativity—swag, badges, preferential treatment, and certified partner status all come into play.
- Measure Success: While many stop at satisfaction surveys, the real value lies in linking training to business outcomes. Jeff shares how Net Promoter Scores (NPS) at the partner level can serve as a proxy for strategic impact.
- Improve the Program: Too many programs stop at content updates. The most successful programs regularly assess which courses drive performance, then double down on what works—and sunset what doesn’t.
Final Thoughts: Execution Drives Impact
Jeff and Matt wrap the episode with a reminder: even the best training strategy is worthless without operational excellence. The 10 workstreams they’ve developed over decades aren’t just theoretical—they’re battle-tested frameworks that guide LatitudeLearning implementations every day.
For anyone designing, delivering, or scaling a partner or extended enterprise training program, this episode is essential listening. It’s a masterclass in moving from strategy to results—and a clear roadmap to making training a growth engine, not just a compliance tool.
