The best way for Apricot software users to retain knowledge is to make the training practical.  A practical curriculum gives users the opportunity to relate to the training content through direct experience.

Train users in your live Apricot database.  Show data entry and report building within the structure of your database rather than a test database.

Include use cases and scenarios from your daily workflow.  Walk users through common situations they will face with the software.

If the training is focused on reporting, use real data that users will recognize.  While this may not be possible during implementation training, use recognizable data to connect users with Apricot’s reporting functionality.

Be specific with all training examples and scenarios.  The more specific you are to practical situations, the easier it will be for users to retain the training knowledge.

There are two elements of an effective training program: exposure and experience.  A training program should expose users to concepts and then reinforce those concepts by building experience.  Listening and learning in a lecture-style format can only take users so far.  To master a skill, one must “do” that skill.

The best training programs incorporate hands-on learning where users can actually “do” what is being taught.

If your training program doesn’t include this “hands-on” time, assign time after the training for users to apply what they’ve learned (i.e. homework).

User guides are instruction manuals on how to operate, use, and manage your Apricot software system.

User guides illustrate data entry procedures on a form, outline instructions for running a report, or explain navigation within your Apricot system.  User guides are also known as cheat sheets, user manuals, and training guides.

The primary purpose of a user guide is to offer physical how-to documentation on the operation of your Apricot database.

It is best to give user guides to training participants before each training session. Users can then follow along during the training. Users can even take notes on the guides and use the guides for future reference.

Asking questions and getting them answered is another way that training participants can retain training knowledge.  Provide ample opportunities for training participants to ask questions.

In addition to asking questions, your training should also give users the opportunity to provide feedback on your Apricot database.

You don’t want feedback to derail the agenda of the training (because it can), but you do want to take feedback from users.  Taking user feedback is a great way to promote user buy-in for your Apricot system.

You can take feedback during the training with a “parking lot” (i.e. a list).  Gather feedback so it can be addressed after the training program.  You can also set up a “user forum” so users can provide ongoing feedback after the training sessions are complete.

The training is over. Now what?

The objective of Apricot software training is to develop confident and proficient Apricot software users.

But this objective doesn’t end with training. Confidence and proficiency aren’t created overnight. Training is only a foundation.

Define a set of post-training actions at the completion of your training program.

Set up monthly or quarterly check-in meetings with users to support their development with Apricot and answer any questions they have. If you are the only user attending the training, write down a list of questions or challenges and reach out to an Apricot administrator or expert to get them resolved.

Ascertain whether your training goals were achieved. If they were, define how you can sustain that success. If they weren’t, define why they weren’t and how you can resolve it (even if that means a more targeted training that focuses on achieving a specific goal).

Define a list of actions that you will take to sustain your Apricot system. Your training should identify ways to make your system healthier and more efficient. Define operational procedures that will keep Apricot in “prime shape.”