End-result of the training programme, whether for soft skills or any other subject is:
a) To reduce operational expenditure or to reduce any other cost
b) To increase or decrease some ratio
c) To reduce turnaround time of some process
d) To reduce the consumption of resources
To attain the above-mentioned end-result(s), I recommend you talking to the Head Sales or CEO of the company and identify what could be the goal of the training or what change they would like to see six months from now that is around 31st Mar 2019 or one year from now that is 30th Nov 2019. Once you are clear about the goal, then decide about the topic.
Based on the title of the training programme, deciding about the topics or modules is akin to adopting Bollywood style. It is ok for the film of Karan Johar or the erstwhile Director of the Marathi films Dada Kondke to decide first the title of the film and then draw the cast, story, dialogues etc. The approach is incompatible to the employee training.
Of course, one may strive to adopt this result-oriented approach provided HR from the client side is serious about measuring effectiveness of the training. If HR is too “busy” and does not have time to measure the training effectiveness (as such for most of the programmes, they do not have), then all that matters is physical engagement of the participants during the training programme. The other two engagements, mental and intellectual, can take a back seat.