in Improvement & Development, Leading People, Process Improvement

5 Ideas To Ensure That Trainings Effectively Deliver Value

I heard this statement a few years back from one of my colleagues – “Training is a waste of time, people just don’t engage.” This statement sparked some intense debate that shaped my own thoughts on training. (I wrote earlier about taking a holistic view of training).

To ensure that employee training is NOT a waste of everybody’s time, training managers, HR folks, business leaders and trainers should consider the following:

  1. Align training to business goals: Training is a tool to generate better business results (better delivery, shorter delivery cycle, improved productivity etc.) through new skills. Making business goals explicitly clear to all before training always helps. What do you want this training to do?
  2. Don’t just impart instructions: Training is not about imparting instructions and having great set of slides. Training is about co-relating, exercising, enabling/stimulating thinking and changing the behavior of people. Remember, you are “teaching” human beings, not “programming” machines through instructions.
  3. Have right trainers: A trainer is not someone who is merely good at presenting. Trainer should be super-passionate about the subject matter, have deep expertise, understanding of how humans learn and most importantly, have a vision. Having hands-on experience is a must. When you have not done it yourself, you cannot train others effectively (because you cannot relate the “concepts” with “nuts-and-bolts” of the work). Trainers are leaders.
  4. Let them practice: People learn the most while “doing”. Make sure that your training program is not an overdose of theoretical concepts by having hands-on practicing sessions at regular intervals. Better yet, avoid having a continuous training session. Train in bursts – short and focused. Let them go back to their work and apply the lessons. Makes sense?
  5. Training SERVES trainees: Trainees are the customers of training process – it is about making “them” better. Focus should be on the trainees. As a trainer, it is easy to avoid questions and skip the detailing. But does that help? Consider every question as an opportunity to elaborate, relate and make meaning. Treat them well.

Training is an opportunity – to add value, to deliver an experience and to make a difference. How you use this opportunity makes all the difference!

P.S: Carnival of Leadership Development featuring my post “Building a Culture to Promote Differential Thinking” is up at Maximizing Possibility blog. If you are a leader at any level (or the one aspiring to be a leader), this compilation of 34 excellent posts will surely add a lot of value to your work. Go, check it out!

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  1. Reminds me my ex company where we had training on “Life style and Culture of America”, as the company wanted us to learn how american thinks before starting to work on american market. the trainer was a professional teacher and from North Texas’s Cow Boy family. He changed everyone’s attitude towards American Culture.
    was a great to feel that a guy turned view of people in just few hours.
    and yes – Teaching By Heart is the best way.. Thanks for sharing. 🙂

  2. Thanks for sharing your experience Ajay. Training, when done with an intent of “serving” can work wonders.

    Best,
    Tanmay

  3. “Trainer should be super-passionate about the subject matter”. This is really true. Unless the trainer is super-passionate, the trainees cannot have interest in the topic which the trainer is teaching.

    I have attended trainings in which I literally felt sleepy because the trainer was giving an overdose of theoretical concepts. The trainees should be given time to digest the matter. Audience will really enjoy if there is a co-relation between the matter which is taught and a real life example. This way the understanding of the subject matter becomes clear.

    Hands on experience is also a must after theoretically concepts otherwise the matter will be forgotten in no time and it would be a waste.

    Tanmay Sir has brought this point very well “Consider every question as an opportunity to elaborate, relate and make meaning. Treat them well”. In many trainings, when we ask questions, I have seen the trainer say that I will take care of the questions at last. But that is really not taken care of. So the trainer should try to answer and satisfy trainee’s doubt at that particular moment and should encourage everyone to ask questions and make the training interactive.

    Thanks and have a great week ahead.
    Amit

    • Thanks Amit – for adding your thoughts and taking the conversation forward. I am glad you liked the ideas presented in the post.

      Best,
      Tanmay

  4. I think your list is right on the money, Tanmay. I would suggest one more quality. The great trainer is also humble. To me, that’s where the intent to serve is born. Without it, you can be passionate, connected, stellar in front of a group–and ultimately be focused on yourself at the expense of others. Humility is key!

  5. I will redirect this blog post to one of my trainer. She badly needs such lessons.

    Good job Tanmay, short and sweet…!!! Keep posting such articles…..

    Loved it..!!!

    • @Divyam Chhaya – Thanks for the comment and glad you liked it. Share it with whoever needs it 🙂

Comments are closed.

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