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Ketler - Great Trainer

Why you’re NOT a Great Trainer

The art of being a Great trainer is the ability to thrust delegates from an unconscious incompetent state to become skilled in transferring the training into a logical, meaningful experience.

Here is what Great Trainers do:

1.   Prepare:

Good, effective preparation is the key to successful training sessions with regards to knowing and understanding the content, how the sessions are structured, presenting the material, etc. Part of the preparation is knowing the needs of the delegates and having the right material that will cater for such needs.

2.   Know the delegate:

The purpose of training is to transfer the right knowledge that is related to solving the problems the delegate may have in the workplace. Find out beforehand what these problems or needs are. We must find out what the delegate should be able to do on completion of the training that they were not able to do before. Each delegate differs in terms of language, literacy, skills, prior knowledge, learning styles, and/or disabilities. Knowing this information helps us to ensure that effective training is conducted and to cater for these needs.

3.   Knowledge transfer:

Our job is to assist the delegates relate the course content to the job. They must be able to make the connections themselves for greater understanding. The better you can relate the content to their own work problems, the more successful the transfer of learning will be.

4.   Delivery of content:

Never read to the delegate what they can read for themselves; offer real examples that are relevant to their needs and that they can relate to, let them interact in activities that will assist in understanding. Convert theory into activities to enable the delegate to practise and understand for themselves. Activities help in retaining information and assist the delegate to remain engaged throughout the training session.

5.   Create interaction:

The delegates should at all times be involved in the training, whether involved with activities, role-plays or exercises they must be DOING. Create the environment where they can ASK at any time and get them TALKING. All these create involvement which creates interest, which creates learning.

6.   Wasting training time:

It is easy to waste precious training time by forcing the delegate to sit through long drawn out videos. These may contain a lot of practical information, but an excerpt may be more than enough. Not everything contained in the video may be relevant. Some videos prevent the delegate from asking questions at the right time or the ability to develop solutions to their problems and thinking for themselves.

7.   Be approachable:

Always have a hands-on approach by asking questions to generate a debate that will create involvement. If the delegate says it – they will believe it, if you say it – they will question it. By keeping the delegates involved, they will perceive you to be approachable and easy to communicate with.

8.   Be open from feedback:

Trainers should never stop learning, so when you get feedback that is not quite what you are expecting, do not make excuses and justify why the feedback was not to your liking. Use it to learn from and make some adjustments to become a Great trainer.

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