Make Training Stick with These 20+ Tools

Practical tools that move learning from theory to real-world impact.

Years ago, I worked at a nuclear power plant.

Whenever we performed a critical task—like tripping a breaker—we didn’t just wing it. We didn’t rely on memory. We used procedures. And not just mentally—we held them in our hands.

They weren’t optional. They weren’t “nice to have.”
They were the difference between doing the job safely… and possibly not walking away from it.

Those procedures were training aids. And in environments like that, you quickly learn:
Training aids don’t make you look weak. They keep you alive.

Most corporate jobs aren’t life-or-death. But the same principle applies. Training aids can be the difference between someone remembering what you taught—and someone actually using it.

Training Ends When Behavior Begins

Here’s the truth too many training departments ignore:

The purpose of training isn’t to deliver content.
The purpose is to improve performance.

That’s it. Not engagement. Not attendance. Not knowledge checks or smile sheets.

It’s whether someone, back on the job, does something better because of what they experienced in your session.

And that’s where most training breaks down—between the workshop and the workflow. Between what people know and what they do.

If we want learners to apply what they’ve learned, we can’t just hope for it. We have to support it.

That’s where training aids come in.

20+ Performance Support Tools You Can Build

Here’s a list of practical training aids you can create to help learners apply, practice, and sustain what they’ve learned—back on the job, where it matters.

1. Job Aids & Cheat Sheets

Quick-reference summaries with key steps, frameworks, or reminders.

Great for: complex tasks, rare processes, or compliance-heavy environments.

2. Checklists

Step-by-step guides for ensuring a process is followed in the right order.

Think: new hire onboarding, safety procedures, or customer service workflows.

3. Decision Trees & Flowcharts

Visual maps that help someone decide what to do next based on conditions or criteria.

Helps learners practice judgment without needing a live coach every time.

4. Process Maps

Big-picture visuals showing how a full system or workflow operates from start to finish.

Useful for cross-functional roles or understanding upstream/downstream impacts.

5. Reference Cards

Printed or digital flashcards with quick reminders of acronyms, formulas, or procedures.

Often used by call centers, technicians, or anyone in high-speed environments.

6. Guided Templates

Pre-filled outlines that walk learners through applying a skill—like coaching conversations, performance reviews, or project kickoffs.

Reduces friction and boosts confidence with structured first-time use.

7. Script Starters & Prompts

Opening lines or phrases for difficult conversations (e.g., feedback, negotiation, sales).

A bridge from theory to action when confidence is low.

8. SOPs (Standard Operating Procedures)

Detailed instructions for performing recurring tasks consistently and safely.

What we used at the nuclear plant—no margin for improvisation.

9. Tool Walkthroughs

Screenshots or video demos showing how to complete a task using internal software or systems.

Great for helping employees navigate clunky platforms or new tools.

10. Role Play Guides

Pre-written scenarios or case studies that help learners practice in a safe environment before applying skills on the job.

Helps bridge the gap between knowing and doing.

11. Reflection Prompts

Guided questions learners can use after a task or at the end of the day/week to reinforce insight and improvement.

Turns passive work into intentional learning.

12. Troubleshooting Guides

What to check, fix, or ask when something doesn’t go according to plan.

Helps learners self-correct rather than wait for help or abandon the task.

13. “When to Use This” Reminders

A simple, one-pager that says: “Use this tool when X happens. Not when Y.”

Empowers learners to make good choices about applying their new skill.

14. Email/Slack Templates

Prewritten communication templates that help learners apply soft skills (e.g., clarity, tone, brevity) in real communication.

15. Conversation Frameworks

Visuals like SBIN, STAR, or SBI that support coaching, interviewing, or feedback conversations.

Better than “say this”—they give a repeatable structure.

16. Practice Logs

Sheets for logging how often a new skill was attempted, what went well, and what needs work.

Especially useful for new habits or procedural tasks that require reps.

17. Environmental Cues

Posters, stickers, or signage near the point of performance.

“Did you wash your hands?” works because it shows up right before the task.

18. On-the-Job Coaching Guides

Tip sheets for managers to observe performance and offer feedback tied to the training.

Turns supervisors into allies, not bottlenecks, for behavior change.

19. Video Recaps or “In Action” Clips

Short videos showing someone performing the skill correctly in a real-world setting.

Stronger than demos—these show relevance and realism.

20. Shared Wins Boards or Tracker Templates

Places where learners can document and share how they applied what they learned.

Builds momentum and community.

You don’t have to build every training aid yourself. In fact, some of the best performance tools are the ones your participants create. After introducing a concept or skill, split learners into small groups and have them design the aid they would want to use back on the job—a checklist, a conversation prompt, a reference sheet, or even a visual workflow.

Not only does this reinforce the learning through application, but it also taps into their real-world experience. They know the friction points. They know what will be practical. And they’re more likely to use tools they helped create. It’s a win-win: you get better-aligned training aids, and they walk away with something they’re already invested in using.

Create to Support, Not to Impress

Let’s be honest: building these tools isn’t glamorous. It’s not “sexy L&D.” It’s not a polished deck with animations.

But it’s what separates training that looks good from training that works.

Training aids aren’t for your portfolio. They’re for the participant’s success.

And when your learners succeed—when they apply, improve, and perform—that’s your success too.

Final Thought

Your content doesn’t live in the classroom. It lives (or dies) in the workflow.

So make it easy to find. Easy to apply. Easy to return to. Support the doing—not just the knowing.

Because your job isn’t to cover material.

It’s to uncover performance.