How to plan September training from the deck chair

16 de July de 2025

8 min

A lightweight guide for L&D teams who want to make the most of summer

While many take advantage of the summer to disconnect, if this year you have to work in July and August, don’t see it as a disadvantage. It’s an excellent opportunity to take perspective, review priorities and lay the groundwork for a solid training strategy for September..

No rush. No endless meetings. And, why not, with your feet in the sand.

Here’s a quick and realistic roadmap for planning your Q3-Q4 training… from your deck chair.

1. Breathe, observe and analyze

Before designing anything, review these elements:

What has worked in the first half of the year?
Which competencies are still in debt or lagging behind?
What do managers or teams ask of us?
Do we have participation and satisfaction data?

Summer tip: set up a simple table (traffic light type) with green for what is maintained, yellow to check and red for replanning.

2. Define your Q3-Q4 priorities

Avoid filling the calendar with unfocused training actions. Choose 2-3 priority lines. Common examples:

Upskilling in key digital tools
Intermediate leadership training
Enhanced onboarding for new hires
Soft skills for hybrid teams

Link each line to a business objective (growth, efficiency, work environment…).

3. Draw a training roadmap

Now start organizing:

To organize your training plan, begin by assigning clear priorities to each month, defining which competencies you want to address, which formats formats you will use, who will be target audience and who will be in charge of execution. For example, in September you can focus on hybrid workshops for new managers to strengthen middle leadership skills. In October, training could focus on soft skills for remote teams through microlearning, an agile and accessible format that reaches the entire company, with the coordination of Human Resources and the technical area. In this way, your roadmap will be clear, practical and aligned with your organization’s needs and resources.

4. Design itineraries, not just courses

Think of the learning experience as a sequence:

Prior sensitization (mailing, short video, survey)
Main training (classroom, online, capsules)
Post-course reinforcement (follow-up, challenges, feedback)
Real application (job transfer, mentoring)

This helps you generate impact beyond the classroom (virtual or physical).

5. Reuse, update and reduce the load.

Not everything has to be new. Check your training catalog:

Can you reactivate existing content with small adjustments?
Are there materials that you can turn into microcapsules?
Can you group similar courses under the same route?

Summer is ideal for debugging the LMS and leave it “ready to go” for September.

6. Communicate well (and on time)

A common mistake: designing well, but not communicating not communicating in time.

Prepare your September launchcampaigns now.
Programto emails, teasers in Slack, pills in internal networks.
Create expectation in advance.

Make the post-holiday return have something to motivate you.

And now?

Take your time, yes, but don’t lose sight of the impact that thoughtful summer planning can have. September comes quickly, and your teams will appreciate having useful, clear and well-targeted training from day one.