(Last updated September 29, 2025)
Managing supplier partners and internal relationships is a critical skill for trainers in life sciences organizations. Trainers work with multiple stakeholders — balancing the needs of sales teams, marketing, medical, legal, and regulatory (MLR) requirements, and supplier capabilities to deliver quality learning experiences.
Having worked as a training partner and overseeing training teams, I’ve seen the challenges trainers face. Since training is a developmental opportunity — nearly 50% leave their roles annually — it compounds these challenges, as organizations often underinvest in training support. Sales teams dismiss training and see it as disconnected from the real world.
Meanwhile, suppliers frequently propose innovative training solutions, only to revert to traditional methods due to internal roadblocks.
The key to success is mastering the process, influencing stakeholders, and ensuring training solutions align with business goals. Here are five essential strategies for managing partner and internal relationships effectively.
Key takeaways
- Involve MLR early. Proactive collaboration avoids costly last-minute rework and creates alignment from the start.
- Use proven frameworks. Models like ADDIE provide structure, improve efficiency, and strengthen training management practices.
- Protect your time. Strategic time management ensures that high-priority initiatives get the attention they deserve.
- Own the process. Trainers must confidently manage stakeholders and SMEs to ensure compliance and quality.
Build Strong Relationships with Regulatory Teams
Often, MLR teams are blamed when training content isn’t approved. Involve them earlier in the process, turning MLR into a collaborative partner.
Hold concept reviews to align expectations and avoid last-minute roadblocks.
- Hold concept reviews to align expectations and avoid last-minute roadblocks.
- Engage in discussions about compliance constraints to establish guardrails.
- Define approval pathways upfront to streamline the review process.
When we first introduced virtual training, we worked closely with MLR from the outset. This approach saved $500,000 in training costs — long before COVID made virtual training a necessity.
Trainers are advocates for internal clients, ensuring training meets business needs while remaining compliant. If roadblocks occur, communicate early and work collaboratively to find solutions. Effective training management depends on this proactive, relationship-first approach.
Provide Suppliers with Clear, Explicit Instructions
Clear direction from the beginning prevents misalignment, reduces unnecessary revisions, and ensures training solutions meet organizational needs.
- Walk partners through marketing materials just like sales reps.
- Be explicit about expectations — assumptions can lead to costly revisions.
- Invest time upfront to minimize rework later.
Suppliers appreciate clarity, and trainers who provide it strengthen trust. This is a vital part of training management, ensuring projects move smoothly from concept to delivery.
Own the Stakeholder and SME Management Process
Even with all these tools, manager roles aren’t going anywhere. They’re more essential than ever. Execution is king. And wAs a trainer, you are the quarterback of the training initiative. Without clear direction, stakeholders and subject matter experts (SMEs) may provide input that isn’t aligned with MLR requirements, leading to confusion and delays.
- Ensure SME feedback aligns with MLR approval requirements.
- Speak up if something won’t work — don’t stay silent because of fear.
- Engage in early collaboration to avoid major revisions later.
Trainers often struggle to challenge senior stakeholders due to their junior status. However, negotiating effectively will result in a stronger final product and prevent issues later. Owning this process is where training management shifts from coordination to leadership.
Follow the ADDIE Model
Avoiding last-minute scrambling requires proactive planning.
The ADDIE instructional design model — analysis, design, development, implementation, and evaluation — is an essential framework for managing training projects efficiently.
- Review materials before submission to MLR. This is a new skill for many trainers; take a course or learn from an instructional designer.
- Provide feedback early to prevent delays and ensure smoother approvals.
- Use ADDIE as a design framework and a project management tool.
ADDIE is more than instructional design; it’s also a discipline in training management, providing structure that keeps projects on time and aligned with business goals.
Manage Your Time Strategically
AI can suggest follow-up steps. But it doesn’t know what your rep is going through. It doesn’t pick up on team culture, bHigh-priority training initiatives demand focused attention. Yet too often, training managers label something as important but fail to show up for sessions or actively participate.
If a task is truly a high priority, it must be treated as such. A one-time management tool is the Eisenhower Matrix, which categorizes tasks into four quadrants:
- Urgent and important
- Important but not urgent
- Urgent but not important
- Neither urgent nor important
Many trainers use their calendars as a to-do list instead of scheduling time for focused work. To manage time effectively:
- Prioritize what needs immediate attention.
- Allocate time strategically to ensure high-quality training delivery.
- Address an issue quickly before it becomes a crisis.
By managing time effectively, trainers can balance multiple priorities, stay ahead of deadlines, and improve the overall success of training initiatives.
Conclusion: The Path to Career Growth
AI is changing the landscape—but it’s not changing the fundamentals. CRM systems and AI can give us data, trends, and Trainers who excel in stakeholder management, partner collaboration, and strategic execution will have more opportunities to move into higher-level roles within commercial operations, marketing, or leadership teams.
Navigating complexity, influencing decisions, and driving training effectiveness is a skill set that extends beyond training.
By applying these strategies, trainers can elevate their impact, ensure their training programs are valued by the business, and position themselves for long-term career success. Master these skills and you won’t just improve training outcomes — you’ll stand out as a leader in your organization.
