The Training Blueprint: How to Create Software Experts in Your Kitchen & Bath Business

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Hey there, welcome to Elevated! I'm Brandy Lawson, and today we're talking about the make-or-break element of software implementation that most businesses totally botch – training and support.

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Episode Transcript

(00:05):
Hey there.
Welcome to Elevated.
I'm Brandy Lawson, and todaywe're talking about the make or
break element of softwareimplementation that most
businesses totally botch.
Training and support.
It's like buying a Ferrari andthen never learning how to shift
out of first gear.
Training isn't an event.
It is a process.
Just because there's a singleday of vendor training and

(00:26):
delivery of login credentialsdoes not mean that the team will
experience the value of thesystem.
Think about it like learning tocook.
Would you expect someone tobecome a chef after one cooking
class?
Of course not.
You'd practice basic techniques,gradually adding complexity.
Have someone check your work andkeep reference materials handy
when trying new recipes.
Yet somehow we expect our teamsto master complex software after

(00:50):
a single rushed trainingsession.
Today we'll look at building atraining and support system that
transforms your team fromsoftware survivors to software
superstars without overwhelmingthem or breaking your budget.
Effective software trainingevolves five key components that
build on each other First.
Staged learning.

(01:11):
The biggest mistake I see istrying to teach everything at
once.
A better approach is to breaktraining into capability blocks,
starting with just the basicclient intake functions for week
one.
Then adding specificationdevelopment in week two and
visualization tools in weekthree.
This just in time approachprevents the overwhelm that
causes people to give up.

(01:33):
Your training checklist can mapout this progressive sequence,
identifying what skills arefoundational.
Versus advanced.
Remember, mastery comes fromrepeated use of core functions
before adding complexity.
Second, diverse learningformats.
People absorb informationdifferently.
Some need to see, others need todo, and some need to understand

(01:53):
the why before the how.
The most successfulimplementations I've seen offer
multiple paths to competence,and now there are tools like
Google's Notebook, LM that canhelp.
You can create your own trainingecosystem from a live training
for visual learners.
Take the recording andtranscript and feed it into
Notebook lm.
Then ask it to createstep-by-step written guides for

(02:16):
those who prefer reading shortvideo tutorials for visual
reference and podcast styleaudio training for the hands-on
learners set up practicesandboxes.
This multi-channel approachensures everyone can learn in
their preferred style.
Third real world application.
Generic training examples,rarely stick.

(02:37):
Your training needs to useactual scenarios from your
business, the types of kitchensyou design, the cabinet lines
you specify, the approvalworkflows you follow to get
started, collect your five mostcommon project types and create
training scenarios around eachone.
This will make the learningimmediately applicable rather
than theoretical.

(02:57):
Your team will see exactly howthe software can improve their
daily work and not just how itfunctions in general.
Fourth Progressive supportsystems Day one.
Training needs are differentfrom day 30 needs.
Initially, people need intensiveimmediate help for basic
functions.
Later.
They need access to advancedtechniques when they're ready to

(03:17):
expand their skills.
The most effective supportsystems I've seen start with
dedicated office hours whereexperts are available for
immediate help.
Then transition to self-serviceresources, like internal
knowledge bases, and finallycreate channels for peer-to-peer
skill sharing where team memberscan learn from each other's
discoveries.

(03:37):
Finally, measure and validatecompetence.
How do you know if your trainingis working?
Most companies never check.
Your training checklist shouldinclude specific capability,
milestones, and ways to verifythem.
One way to do this is a simpleskill verification checklist for
each role.
For example, for new draftingsoftware designers had to

(03:58):
demonstrate they could create adesign, generate specifications
and produce client readyrenderings without assistance.
This wasn't punitive, it wascelebratory.
Recognizing their progress andidentifying any remaining gaps.
Let's walk through a possibletraining and support system for
a mid-sized kitchen and bathdesign firm implementing a new

(04:18):
project management software.
It is a 60 day trainingblueprint with clear phases,
first foundation phase, days,one through 15, day one, core
concepts.
Workshop like two hours, allstaff.
Then days two through five, rolespecific sessions about an hour
each by department days, sixthrough 15 daily, 15 minute team

(04:43):
huddles to share discoveries andfrustration.
Yes, the support here needs tobe dedicated experts available
all day for immediate questions.
Then we verify the trainingthrough basic navigation and
daily task checklists.
Next up is the applicationphase.
These are days 16 through 30.
We'll have weekly role specificworkshops focusing on real

(05:04):
projects, also internal powerusers assigned as mentors to
colleagues.
Then create quick referenceguides based on common
questions.
Yes, the support here isscheduled check-ins rather than
that constant availability wehad in the first phase.
The verification is completerole specific workflow without
assistance.

(05:26):
Then the mastery phase days 31through 60.
Here we offer advanced featureworkshops for those who've
mastered the basics.
There are innovation sessionswhere team members share
discoveries and workarounds.
Also cross training betweendepartments on interconnected
features.
The support here transitions topeer-to-peer help channels, and

(05:46):
weekly office hours.
We verify their ability to trainothers on core functions.
Pro tip here.
It's beneficial to create aquestion parking lot where
people can post issues theyencountered.
This not only providesvisibility into common stumbling
blocks, but allows creation oftargeted mini training sessions
addressing real problems ratherthan theoretical ones.

(06:09):
This week, create your trainingblueprint.
Head to fiery effects.com/chooseand download the worksheet if
you haven't already for yournext software implementation or
to improve adoption of yourcurrent system.
Build out a comprehensive planthat goes beyond the initial
vendor training.
Focus on these key elements.
What capabilities need to belearned and what sequence, what

(06:32):
training formats will you offerfor different learning styles?
How will you create practiceopportunities using real
business scenarios?
And what support resources willyou provide at different stages?
Finally, how will you verifythat skills have been
successfully acquired?
Remember, the true cost ofinadequate training isn't just

(06:54):
the unused potential of yoursoftware.
It's the frustration,inefficiency, and or resistance
that builds when your team lacksconfidence in the tools they use
every day.
Next week we'll shift to realworld application as we examine
how one design firmrevolutionized their project
management through strategicsoftware selection and
implementation.

(07:15):
Are you rethinking your approachto software training?
Great.
Maybe you know someone else whoneeds this too, just share the
link.