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Lost in Translation: Why Localization Matters in Training

Deploying complex training solutions to globally distributed workforces has its challenges and we are grateful that our clients entrust us to get it right. We have learned a lot over the years – yes, we also made a few mistakes along the way – and have found there are some important components we want to understand at the outset of any project to ensure a successful outcome. Our goal is to design learning that has no boundaries and provides relevant knowledge for each person regardless of where or when they need it.

Localization of training allows organizations to provide relevant human-centered learning across countries and continents. We have found there are four basic considerations that lead to successful localization of training.

Language

The first, of course, is language. Translation provides relevant content in the right language. It’s also important to consider dialect and regional tone. For example, Argentinian Spanish is different than Mexican Spanish and learners will lose engagement when faced with a different tone than they are used to. Voice matters in translation as well. Narrators need to get the language and regional dialect and accent correct to ensure relevance to their audience. That learner in Brooklyn? Fuhgeddaboudit!

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Cultural Context

Next is cultural localization, which delivers meaning. This includes using correct tone, examples, visuals, and context to align with how people actually think, work, and learn in their region. A funny analogy for one group, may be offensive for a different culture. We rely on regional subject matter experts, AI-driven analysis, and cultural audits to make sure courses resonate and are culturally appropriate. This demonstrates a level of respect for the audience by meeting them where they are.

Technology

Technology is key to success and needs to be frictionless regardless of location. Perhaps there are workers that don’t have access to mobile phones, wi-fi or a classroom. Others may have limited availability during the workday and need to undergo training during off hours. Some organizations subscribe to a Bring-Your-Own-Device (BYOD) mentality, whereas others lock down training into a defined modality. There is no one size fits all.

Accessibility

Lastly is accessibility. Regions across the globe vary in their accessibility policies and laws. Ensuring compliance and doing what’s needed for all learners requires a well–architected solution that provides access to knowledge in the most relevant manner for each learner.

This isn’t about over-engineering and often requires only a small amount of extra effort. The result ensures training content that engages the learner, educates with relevance, and empowers lasting change. When learning feels personal, it performs better, and engagement improves. If you’re building training for a diverse or global workforce, hopefully these points resonate and as always, we are happy to learn how we can continually improve.

Train Global, Speak Local

We are grateful to have trust and commitment from our global partners in building large, geographically dispersed training solutions. Contact us if you are interested in learning how we can support you on this journey. In the meantime, feel free to check out our case studies showcasing some specific projects.

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