How to Choose the Right Microsoft Training Provider for Your Organisation
- Lgit
- Jul 30
- 12 min read
Choosing a Microsoft training provider can influence far more than whether employees enjoy a course. The right provider can help an organisation identify genuine skills gaps, prepare people for new technology and create learning pathways that support long-term capability.
The wrong choice can result in generic content, poor attendance, low adoption and training that is completed but never applied.
This decision has become more important as Microsoft’s ecosystem has expanded. Businesses may need training across Microsoft 365, Teams, Azure, Power Platform, Copilot, data, AI, security, Dynamics 365 and Microsoft Credentials. They may also need different learning experiences for executives, business users, technical teams and new entrants to the workforce.
A provider should therefore do more than present course material. It should help connect learning to the organisation’s technology, roles and strategic priorities.
This guide explains what to look for in a Microsoft training provider, which questions to ask and how to build a training relationship that produces measurable value.
Start With the Outcome, Not the Course Catalogue
Large course catalogues can be useful, but they can also make the buying decision more confusing. Two organisations may request “Microsoft training” while needing completely different solutions.
One organisation may be introducing Microsoft 365 Copilot and need general employee readiness, role-based scenarios and responsible AI guidance. Another may be migrating workloads to Azure and need technical learning paths for administrators, developers and security professionals. A third may want business users to improve reporting and automation through Power BI and Power Automate.
Before comparing providers, define what should be different after the training.
Useful outcome questions include:
Which business problem are we trying to solve?
Which technology or project is creating the need?
Who needs new skills and why?
What should learners be able to do afterwards?
Is the objective adoption, productivity, certification, compliance or technical delivery?
How will the organisation recognise improvement?
A capable Microsoft training provider should be comfortable discussing these questions before recommending a course.
1. Look for Current Microsoft Learning Expertise
Microsoft platforms, credentials and learning pathways continue to develop. A provider needs current knowledge of Microsoft’s ecosystem and an understanding of how the different options fit together.
Microsoft currently positions its credentials across role-based Certifications and scenario-based Applied Skills. Certifications assess a broader collection of skills associated with a role, while Applied Skills focus on a narrower capability connected to a practical scenario.
A suitable provider should be able to explain this distinction in plain language. It should help the organisation decide whether learners need general product knowledge, role-based certification preparation, a focused Applied Skills path or a customised workplace programme.
Current expertise also matters for technology areas such as Copilot and AI, where products, capabilities and responsible-use expectations can change quickly.
Ask Potential Providers
How do you keep your Microsoft course material current?
How do you distinguish between training, certification and Applied Skills?
Which Microsoft technologies and role-based pathways do you support?
How do you advise learners when a credential or course changes?
Can you explain the prerequisites for technical learning paths?
The answers should show more than familiarity with course codes. They should demonstrate an understanding of how people build skills over time.
2. Check the Provider’s Accreditation and Experience
Accreditation, authorisation and industry experience help an organisation assess whether a provider has the systems and expertise required to deliver quality learning.
However, logos and badges should not be the only deciding factor. Ask what the provider’s status means in practice. Find out how long it has delivered Microsoft learning, which audiences it supports and how it maintains quality.
LGIT Smart Solutions is an authorised Microsoft Training Services Partner with 25 years of experience in learning and skills development. This combines Microsoft training capability with an understanding of how organisations and learners experience change.
When evaluating any provider, consider:
Its experience delivering Microsoft learning
The qualifications and practical experience of facilitators
Its quality assurance processes
Its understanding of the industries and regions it serves
Whether it can support both business and technical audiences
The availability of suitable learning formats
Its ability to provide references, examples or relevant case studies
The best evidence is not simply how long a provider has existed, but whether it can demonstrate a consistent ability to translate technology into meaningful learning.
3. Choose Role-Based Training Instead of One-Size-Fits-All Learning
Different roles use Microsoft technology differently. An executive needs a different Copilot perspective from a general business user. A cloud administrator needs a different Azure pathway from a developer. A finance professional may use Power BI and Excel differently from a marketing or operations team.
A provider should be able to segment the audience and recommend learning that reflects those differences.
A role-based approach may include:
Executive awareness and decision-making sessions
Digital confidence training for general employees
Microsoft 365 productivity and collaboration learning
Copilot readiness and role-specific AI scenarios
Technical pathways for administrators and developers
Data and analytics training for analysts and decision-makers
Security and identity training for relevant technical roles
Champion or super-user programmes to support adoption
One-size-fits-all training may appear cost-effective, but employees can disengage when content is too basic, too advanced or unrelated to their work.
Ask whether the provider can assess current ability and place learners into suitable levels. This can improve relevance and help the organisation use its training budget more effectively.
4. Evaluate the Delivery Options
The best training format depends on the learners, content and practical requirements. A provider should offer more than one delivery option and explain the strengths of each.
Virtual Instructor-Led Training
Virtual instructor-led training allows employees in different locations to attend a live session with a facilitator. It can support questions, demonstrations and guided interaction without requiring travel.
This format works well for distributed teams, but session design matters. Long online lectures can reduce attention. Good virtual training uses interaction, practice, breaks and clear supporting resources.
Classroom Training
Classroom learning offers direct interaction and a focused environment. It may be valuable for practical technical content, team-based learning or groups that benefit from face-to-face support.
The organisation should still consider venue, equipment, travel and time away from work.
Online and Self-Paced Learning
Self-paced learning provides flexibility and can support employees with different schedules. It is useful for preparation, reinforcement or content that learners can complete independently.
However, completion can suffer without structure. A provider should explain how progress will be supported and whether learners can access guidance when they become stuck.
Blended Learning
A blended approach combines formats. Learners may complete introductory content online, attend instructor-led sessions, practise through labs and return for follow-up support.
Blended learning can provide flexibility while maintaining accountability and interaction. It is often useful for longer learning journeys and organisation-wide programmes.
LGIT offers virtual instructor-led, online, classroom and blended learning options, allowing delivery to be matched to the audience rather than forcing every learner into the same format.
5. Ask How Practical Learning Is Built Into the Programme
People do not develop confidence by listening alone. They need to apply the learning.
For business users, practical learning might involve improving a spreadsheet, collaborating on a document, running a Teams meeting, building a report or automating a routine task. For technical learners, it may involve labs, configurations, deployments or scenario-based exercises.
Ask the Provider
Will learners complete practical activities?
Are demonstrations connected to real workplace scenarios?
Are technical labs included where appropriate?
Can examples be adapted to our environment or industry?
How will facilitators support learners who progress at different speeds?
What resources will learners keep after the session?
Practical learning should still protect organisational information. Realistic examples do not require the use of sensitive company data. A provider should be able to create relevant scenarios without introducing privacy or security concerns.
6. Review the Facilitators, Not Only the Course Material
Even excellent content can be ineffective if it is delivered without clarity, context or learner support.
A strong Microsoft trainer understands the technology and knows how to teach it. These are related but different skills. The facilitator should be able to explain complex ideas, read the room, adjust the pace and connect features to practical work.
For advanced technical training, real implementation experience can add valuable context. For business-user training, patience and the ability to explain concepts without unnecessary jargon are equally important.
Questions to ask include:
What Microsoft qualifications or relevant experience do the facilitators have?
Do they regularly work with the technology they teach?
How is facilitator quality reviewed?
Can the provider match facilitators to technical and non-technical audiences?
How are learner questions handled during and after training?
The provider should be willing to explain who will deliver the training and why that person is suitable for the audience.
7. Consider Customisation and Bespoke Learning
Official courseware and recognised learning paths provide valuable structure, particularly for credential preparation. However, some organisational needs require additional customisation.
A business may need training linked to its own Microsoft 365 rollout, governance standards, approved Copilot use cases, reporting processes or departmental workflows.
Customisation should have a clear purpose. Changing a course simply to make it look unique adds little value. Effective customisation connects the learning to the organisation’s environment while preserving the essential technical content.
A provider may support bespoke learning through:
Organisation-specific scenarios
Role-based examples
Custom learning pathways
Short workshops for priority tasks
Executive or leadership briefings
Champion programmes
Adoption resources and job aids
Follow-up clinics or coaching
LGIT supports bespoke learning projects alongside structured Microsoft training, allowing organisations to combine recognised pathways with their own business context.
8. Understand the Full Cost of Training
The lowest course price is not always the lowest total cost. A poorly matched programme can waste employee time and require further training later.
When comparing proposals, consider what the price includes:
Training delivery
Course materials
Labs or technical environments
Assessments or exam preparation
Certification exam vouchers, if applicable
Facilitator travel or venue costs
Learner support
Reporting and administration
Customisation
Follow-up activities
Also consider the opportunity cost of removing employees from their normal responsibilities. Relevant, well-targeted training makes that time more valuable.
A transparent provider should explain inclusions, exclusions and optional services clearly. It should also help the organisation select an approach that fits the budget without sacrificing the intended outcome.
9. Ask How Success Will Be Measured
Training success should be connected to the reason the programme exists.
If the goal is certification, exam readiness and credential achievement may be important. If the goal is Microsoft 365 adoption, the organisation may measure confidence, usage patterns or reduced reliance on old processes. If the goal is automation, teams may track completed workflows or time saved on selected tasks.
Possible measures include:
Attendance and completion
Knowledge or practical assessments
Learner confidence before and after training
Certification or Applied Skills progress
Manager feedback
Technology adoption
Completion of workplace projects
Reduction in selected manual processes
Improvements in reporting or collaboration
Support requests related to the trained topic
Not every programme needs a complex return-on-investment model. It does need a clear definition of success.
Ask the provider what information it can report and how it recommends evaluating transfer into the workplace.
10. Look for Support Beyond the Training Session
Employees often think of their best questions only after they return to work. Without reinforcement, they may abandon a new method as soon as they encounter difficulty.
Post-training support can take several forms:
Follow-up question sessions
Refresher workshops
Quick-reference resources
Communities of practice
Internal champions
Learning pathways for the next level
Manager guidance
Practice assignments or workplace projects
A provider does not need to supply every option, but it should discuss how the organisation will protect its learning investment after the formal session.
This is especially important for AI and digital adoption programmes. Employees need time to build judgement and confidence through use, feedback and shared learning.
11. Make Sure the Provider Can Support Growth
A small training requirement may grow into a wider skills programme. The provider should be able to support different departments, skill levels, locations and technologies without losing consistency.
For organisations operating across regions, ask about virtual delivery, scheduling, learner administration and the ability to support international teams. Also consider whether the provider can help connect business-user learning with technical pathways.
A long-term provider relationship can create continuity. The provider gains a better understanding of the organisation’s workforce, technology strategy and learning history. This can improve future recommendations and reduce repeated discovery work.
However, the relationship should remain evidence-based. A provider should continue reviewing needs instead of automatically recommending the same programme each year.
Microsoft Certification or Microsoft Applied Skills: Which Is Right?
This is one of the most common questions organisations face when planning Microsoft training.
Microsoft Certifications are role-based and cover a broader range of skills associated with a role. They may suit employees developing towards positions such as administrator, developer, analyst or solution specialist.
Microsoft Applied Skills credentials are scenario-based and validate a narrower set of skills connected to a specific task or business challenge. They may suit learners who need focused capability or organisations that want shorter, targeted skills development.
The two options are not necessarily competitors. They can form different parts of the same learning strategy. Applied Skills may address an immediate capability, while a broader certification supports longer-term role development.
A Microsoft training provider should help learners understand prerequisites, difficulty, assessment expectations and the practical relevance of each option before they commit.
Questions to Ask a Microsoft Training Provider
Use the following checklist when reviewing a provider or proposal:
Are you currently authorised or accredited to deliver the relevant training?
How long have you delivered Microsoft learning?
Which Microsoft technologies and credentials do you support?
How do you assess learner levels and training needs?
Can you recommend role-based pathways for different audiences?
Which delivery formats are available?
What practical exercises, labs or assessments are included?
Who will facilitate the training, and what experience do they have?
Can the learning be adapted to our business context?
What learner support is available before and after training?
How will attendance, progress and outcomes be reported?
What is included in the price?
Can you support learners in different locations or time zones?
How do you keep course content current?
What should our employees be able to do when the programme is complete?
The quality of the discussion is often as important as the written answer. A provider that asks thoughtful questions about your organisation is more likely to recommend relevant learning.
Warning Signs When Comparing Providers
Be cautious if a provider:
Recommends a large programme before understanding your goals
Promises guaranteed certification results
Cannot explain who will deliver the training
Uses outdated Microsoft partnership or credential language
Treats every learner as if they have the same experience
Avoids explaining what is included in the price
Offers no practical application or learner support
Focuses on attendance without discussing outcomes
Cannot explain the difference between Certifications and Applied Skills
Makes unrealistic claims about immediate productivity or business results
No provider can guarantee that every learner will pass an exam or that training alone will transform the organisation. Honest expectations are a sign of a stronger learning relationship.
Why Organisations Choose LGIT Smart Solutions
LGIT Smart Solutions brings together Microsoft learning expertise, flexible delivery and 25 years of experience in skills development. As an authorised Microsoft Training Services Partner, LGIT supports organisations and learners across business and technical Microsoft pathways.
Training can be delivered virtually, online, in a classroom or through a blended approach. LGIT can also support bespoke learning projects when an organisation needs a programme linked to its roles, technology strategy or transformation goals.
The focus is not simply on completing a course. It is on helping people adapt, learn and apply meaningful skills in the workplace.
LGIT can support learning across Microsoft 365, Azure, Power Platform, data and AI, security, Microsoft Credentials and related capability areas. This allows organisations to build connected pathways rather than isolated training events.
Frequently Asked Questions About Microsoft Training Providers
What Does a Microsoft Training Provider Do?
A Microsoft training provider delivers learning related to Microsoft technologies and may also help organisations assess needs, select suitable courses, prepare for credentials and create role-based learning pathways.
How Do I Know Whether a Provider Is Suitable?
Review its current authorisation or accreditation, Microsoft expertise, facilitator experience, delivery options, practical learning methods, learner support and ability to connect training to your business objectives.
Should We Choose Certification Training or Practical Workplace Training?
The answer depends on the goal. Certification training supports a recognised role-based credential, while practical workplace training may focus more directly on immediate tasks and adoption. Many organisations benefit from combining both.
Can One Provider Train Business Users and Technical Teams?
Some providers support both audiences, but the programmes and facilitators should be appropriate for each group. Ask for clear examples of relevant experience and learning pathways.
Is Customised Microsoft Training Better Than a Standard Course?
Not always. Standard learning paths provide valuable structure and may be the best choice for credential preparation. Customisation is useful when the organisation needs role-specific scenarios, adoption support or training linked to internal processes.
Can Microsoft Training Support International Teams?
Yes. Virtual instructor-led and online learning can support teams across locations. Scheduling, time zones, learner administration and local business context should be considered during planning.
Choose a Provider That Understands Both Technology and People
The right Microsoft training provider should understand that skills development is not only about software. It is about helping people use technology with confidence and purpose.
Choose a provider that asks about your goals, identifies different learner needs and explains the available pathways clearly. Look for practical learning, experienced facilitators, flexible delivery and support beyond the training session.
Most importantly, choose a provider that is honest about what training can achieve. Training can build knowledge, confidence and capability, but organisations must also provide time, leadership, communication and opportunities for employees to apply what they learn.
LGIT Smart Solutions can help your organisation build a Microsoft training plan suited to your people, priorities and technology environment. From Microsoft 365 and Copilot to Azure, Power Platform, data, AI and credentials, the right pathway begins with understanding what your teams need to do next.
Contact LGIT Smart Solutions to discuss a Microsoft training programme aligned with your organisation’s goals.
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