The Secrets to Becoming a Pro Corporate Trainer

18th September 2020

Almost every organisation conducts training, but majority of them turn out to be monotonous, PowerPoint-heavy sessions wherein the trainer recites set information in a bland tone, and expects the trainees to register the information and then apply it in their respective work areas. This approach is perhaps shaped by the fact that corporate trainers assume that their trainees are experienced individuals who have the maturity to absorb the content. Nevertheless, research into training pedagogy and the effects of training has revealed that this is not true. In fact, it is quite the opposite because even adult learners have varying learning preferences, and for corporate trainers to be successful, they need to master the entire art of training, which on its own, is quite convoluted and amusing. Typically, new trainers find it difficult to wrap their heads around what effective training looks like, especially when the very idea of training has been mostly centred around the one-sided delivery of information. This blog contemplates some of the tips that new trainers can apply in order to secure a promising start to their training journeys. Besides these, trainer training programs for new trainers will also be highly suitable to help aspiring and new trainers stand out in their organisations or institutes.

• Explanation and demonstration of the skill: It is worth noting that adult learners are mature individuals who attend training sessions to meet a specific purpose. Therefore, it is essential to make them aware of the outcomes stemming from the training sessions. In other words, the trainees must be informed that upon completion of the program, they will acquire a set of skills and knowledge that will accordingly help them handle their job roles or duties. Explaining the value of the skill, and its role in helping with their performance will convince the trainees that the training session has a purpose, and they will thus be motivated to work towards it. Once the skill and its essence have been explained, the trainer needs to demonstrate the skill for the learners to obtain a practical insight. For example, if a sales trainer demonstrates a sample sales conversation, then the trainees will note the trainer’s spontaneity, language, confidence, and other skills that they must obtain in order to become like the trainer. Setting an example often urges the trainees to be motivated as they themselves would want to become that skilful someday. Likewise, demonstrating the skill will also enable the trainees to understand what the skill actually looks like, instead of merely receiving a theoretical understanding of a certain skill. Trainer training programs for new trainers tend to explore the depths of explaining and demonstrating the skills in an effective fashion, for their supposed benefits to take shape.
   
• Study your audience: This is one of the most commonly found suggestions that persists in the world of teaching, training, and education. In fact, the trainer training programs for new trainers particularly delve into the different measures that corporate trainers can implement to read their audience. Every individual has their own learning needs and preferences. As the trainer training programs for new trainers rightly outline, some learners may prefer group interactions, while other may be largely visual learners. These differing learning requirements manifest that successful trainers will not resort to one type of activities, and will instead include a mix of visuals, interactions, movement, discussions, writing assessments, hands-on tasks, and a slew of other tasks that caters to the divergent learning needs. It is essential for the trainer to gain an understanding of the learners’ preferences by carefully listening and observing them in the first few sessions, handing out pre-program surveys, or by simply including a variety of tasks to play a safe bet.
   
• Share former experiences and stories: Generally, adult learners pay more attention to content that is relevant to them, and is something that they can relate with. This possibility can be attained when the trainer shares her/his former stories and experiences. Importantly, spicing up these stories by referring to some of their mistakes or other interesting events that occurred will naturally grab the audience’s attention. Citing former mistakes will help the trainees come to terms with their own former errors, and realise that it is okay and normal to make mistakes. This will enhance their confidence, and also develop a connection with the trainer as s/he is as prone to committing mistakes as they are. Moreover, the learners will end up grasping the information for the long run because the story will always stay with them, and every time they recall the story, the learning attached to it will resurface.
   
• Facilitate, do not tell: Notably, adult learners do not like to be told what to do. In addition, they also do not like to only listen to one person because the trainees are also qualified and experienced individuals with plenty of knowledge and insights that they would like to share. As a trainer, it is vital to enable this by facilitating discussion sessions and brainstorming sessions wherein the trainees can express their opinions, learn from others, and ultimately feel important as their views are being valued. Empowering the trainees is very important in order for them to pay respect and attention to the trainer in the eventual stages. Contrarily, only dishing information at the trainees may be pointless because it could be the case that the trainees are already aware of the information. The various trainer training programs for new trainers take a special effort to instil facilitation skills amidst new and aspiring trainers, so that they can engage their trainees from the very first session.

These are only few of the major tips that new trainers can consider in order to find success in their training careers. However, there are several other tips and strategies that are usually included in trainer training programs for new trainers. These programs are methodically designed to assist new trainers, and the knowledge and skills procured from these trainer training programs for new trainers massively help new and aspiring trainers design effective training sessions that hold the potential to generate positive returns on training investment.

Written By : Shivangi Chakraborty