How to Build an Effective Agent or Advisor Field Training Program

After years of building training and enablement programs, I've seen what works — and what doesn't. One of the biggest mistakes? Treating every learner the same.

Rolling out a one-size-fits-all curriculum might sound efficient, but it rarely lands. People have different roles, interests, and skill levels, and your training should reflect that.

Another common misstep? The "one-and-done" approach. You check the training box, but there's no follow-up, no reinforcement. That's not how people learn — or retain knowledge.

So, how do you do it right? Keep reading for tips on how to design a training program your team will actually want to attend — and one that drives real results.

Let's start with the basics: What do you want your audience to walk away knowing?

Setting clear learning objectives helps learners understand the "why" behind your sessions. It sets expectations, creates a sense of purpose, and gives you a benchmark to measure success.

If you skip this step, it's hard for folks to get motivated or to see the value in their efforts.

‍Not everyone's starting at the same place — so your training shouldn't treat them like they are.

At Yext, we group users based on similar skill sets and experience levels. After every session, we reassess and move folks up to more advanced levels when they're ready.

Even if you don't have a formal model in place, you can still group learners logically. Consider designing tracks like beginner (101), intermediate (201), and advanced (301). And always plan for long-term learning: set check-ins, refresh your content, and make sure what you're teaching is still relevant.

Everyone learns differently. Some folks prefer visuals, others need to read, and some want to talk it out in a live session.

A good training program includes a mix — short videos, one-pagers, guides, webinars, and on-demand content. This gives people flexibility and makes it more likely they'll engage in a way that works for them.

‍Learning doesn't stop when a training session ends. After each session, share resources that reinforce the material — be it a quick-reference one-pager, a mini quiz, or a follow-up exercise. Better yet, include hands-on activities like role-playing or simulations so learners can apply what they've learned right away.

Also: feedback loops matter. Let your learners weigh in. Run a quick survey, schedule feedback chats, or build in assessments to measure impact and gather input for next time.

‍Let's talk motivation. People are naturally competitive — so tap into that!

At Yext, we use internal leaderboards to highlight power users and create a little healthy rivalry. We're also transparent about learners' levels in the training journey so they understand what stage they're at and what's next. Why does this work?

Because people want to know that what they're doing matters — and they want to see progress. When learners can connect training to growth (and maybe a little recognition), they're much more likely to stay engaged.

Bonus tip: Consider adding peer coaching or group mentorship. These create safe spaces for people to ask questions, share challenges, and learn from one another.

And don't forget to spotlight your star students. Highlighting successful learners helps others see what "great" looks like — and shows that the program leads to real, tangible outcomes.

Follow these tips to build a training program that educates and motivates. Taking a thoughtful approach to enablement will help you drive consistent engagement, and ultimately — better results, and a stronger team.

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