Training to Train
Training consultant Jackie Bullivant of Platform 4 Training recently found herself on the ‘other side’ – as a delegate on a training course. The experience reminded her just how important it is to train the trainers within organisations.
While learning to become a trainer I was exposed to different training styles, which allowed me to evaluate what works well and what doesn’t.
My training took place in Canada where we experienced the North American method of ‘everyone stand up and shout out one positive experience you had yesterday’. As the ‘delegates’ we soon learnt what not to do. This approach was quite deliberate and out of the experience came some extremely helpful training techniques. I realised quickly what caused offence and embarrassment and those powerful memories remain to this day.Going back ‘into the classroom’ recently was a beneficial experience because it reminded me how it feels to be a delegate. I was completely in the hands of the trainer. I wanted to participate and learn, but I didn’t know what I would be asked to do and I didn’t know how my colleagues in the group would behave and react. I certainly didn’t want to be embarrassed or look foolish in front of others.
I found it personally challenging, as I was required to think on my feet and give it my best shot in the activities. Would I surprise myself and even excel? During the introductions I had to admit that I too was a training consultant and this made me somewhat of a target.
Overall, it was a mixed experience as it is difficult not to analyse and compare training skills. Whilst the topic was extremely interesting and I did learn a lot, the rather ‘over-direct’ style of firing questions at people and being quite contrary, did not really impress me greatly. Don’t get me wrong, ‘direct’ is good when it is done in an assertive way, with respect and even empathy for delegates.
If, as a trainer, you cannot influence and win the delegates’ openness and trust, then learning will be limited as people will always put up arguments for or against best practise.
Training is not just about knowing your subject and learning how to create activities to ensure key learning points are emphasised. Training must be delivered in an appropriate manner with communication techniques that leave delegates feeling understood, encouraged, supported and able to be open and honest in how they participate.
People may talk about how to deliver training with impact – but it must be the right impact!
Training, coaching and mentoring are all vital components of good management practice, but how you design, structure and deliver the content to the selected delegates is critical to successful learning and skill application.
During my own training period I had a coach alongside me for six months or so. This was of great benefit as I received regular feedback on my training skills. Now, as I work within companies helping others to learn how to coach and train, I am able to provide that valuable feedback to enable them to grow and improve their training skills.
As training and development becomes an ever increasing and important part of the human resources function, more people within businesses are taking on the role of in-house mentors and trainers. It is vital that these people, no matter how accomplished they may be in their particular field, are trained appropriately to train others.
A ‘Train The Trainer’ course will equip budding in-company trainers with the essential understanding of how to make the best from each learning intervention.
The course has a dual focus in terms of understanding the needs, behaviours and communication styles of their trainees, as well as themselves as ‘trainers’. The course participants will work to recognise and understand the impact of these, in order to create and conduct an effective training session.
Some of the areas covered on the course include:
- Working with different learning styles
- Gaining rapport and building respect
- Group behaviour and non-verbal behaviour
- Dealing with nerves
- Using relevant icebreakers, energisers, games and activities to promote learning
- Using the right equipment and visual aids
- Designing and structuring the day(s)
- Preparing trainer notes and course handouts
- Room layout
