How to Pick Classes for Your Training Program

  • Updated

This guide focuses on how to select the right classes for your training program. 


1) Identify Your Audience

Most organizations begin by selecting a target audience for the training. This may be a broad population like “All Employees” or a smaller subset by level (Individual Contributors, New Managers, Experienced Managers, etc) or role/team (Revenue Team, Operations Department, etc).  


2) Identify Skill Gaps

Consider the unique needs of each training population. We recommend you identify 2-3 key focus areas per 6-class program to effectively focus on your learning outcomes. You may utilize information sources such as engagement surveys or aggregate performance appraisal data to determine training priorities. Or, you may reflect on questions such as these to narrow down your most critical needs:

  • Which two capabilities are most critical to the audience doing their job well?
  • Which two capabilities does your audience struggle with the most?
  • Which two capabilities differentiate the best leaders/employees in your organization? 

Is there an overlap between capabilities? Start there! 


3) Explore our Pre-Designed Programs or Design Your Own Journey

Check out Hone’s recommended program tracks to see if any of these offerings might be a good fit for your needs. There are pre-designed programs built for specific roles (ie top talent, first-time managers, senior leaders, etc) or for specific skills and needs (ie managing change, new employee onboarding, leading cross-functionally, etc). Each program was created through a rigorous instructional design process that includes:

  • Research into over a dozen capability models from leading consulting firms like McKinsey, Deloitte, and KPMG
  • Collaboration with subject matter experts across industries
  • Customer surveys to understand the biggest training priorities at each leadership level
  • Hone learners’ feedback after years of delivering these classes


If you prefer to create a uniquely curated learning path, you can leverage Hone's comprehensive catalog to align specific classes with your identified training needs. To streamline your search, you can directly associate your training topics with these predefined categories and explore the available classes within each. When you find a class that aligns with your requirements, we recommend delving into the details provided in the "Frameworks" and "Skills Learned" sections of each class slide to assist you in making an informed decision about the most suitable class for your learning journey. We recommend your program includes 4-8 unique classes to ensure a well-rounded and comprehensive learning experience. 


4) Build Your Program on the Platform

Congrats! Once you have selected all of your classes, you are ready to build your program on the platform. Learn more about how to do that here.   


Sample of Hone Programs Overview

Here’s a summary of the suggested employee groups that best suit the Hone programs. 

Hone Programs Employee Groups Name of Classes in the Program
Fundamental  Workplace Skills Early career professionals, New hires, or All-employee training

1. Build High-Trust Relationships (All Audience)

2. Manage Bias in the Workplace

3. Own Your Day

4. Utilize Your Strengths

Individual Performance Accelerator Individual Contributor

1. Set Powerful Goals

2. Prioritize the Right Work

3. Get Feedback That Improves Your Performance

4. Hone Your Skills

Personal Influence Mastery Any employee who frequently collaborates

1. Influence Without Authority

2. Give Feedback that Lands

3. Ask Powerful Questions

4. Transform Conflict Into Collaboration

Aspiring Manager Essentials Future people managers

1. Influence Without Authority

2. Set Powerful Goals

3. Get Feedback That Improves Your

4. Collaborate in a Dynamic Workplace

Manager Core Managers managing themselves to manage others

1. Build High-Trust Relationships (for

2. The Coach Approach

3. Give Feedback That Lands

4. Lead Highly-Effective 1:1s

Managers Advanced Managers who have mastered the basics

1. Coach Towards a Goal

2. Manage to Your Team’s Strengths

3. Navigate Different Intercultural Conflict Styles

4. Behaviors Of An Inclusive Leader

Manager Mastery Managers of teams, functions, and/or departments

1. Measure Individual Performance

2. Evaluate Performance Fairly & Accurately

3. Run Effective Performance Reviews

4. Follow Up On Performance Conversations

DEIB Fundamental All Employees

1. Manage Bias in the Workplace

2. Address Microaggressions on Your Team

3. Bridge Cultural Differences Across Your Organization

4. Embrace Ally ship in Your Organization

Become an Inclusive Leader Managers who have foundational DEIB skills

1. Explore Power, Privilege & Inequity at Work 

2. Create a Culture of Belonging

3. Behaviors Of An Inclusive Leader

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