What do most people think when they receive news they have to take part in a workplace training program?
Unfortunately it is a string of negatives that typically answer this question, and this negativity is a major barrier for running effective training.
Some people take time off or do anything to avoid what they expect to be a slow, boring, repetitive, pedantic or didactic training session.
The biggest challenge for any trainer, manager or facilitator of learning, is to create engagement. In other words, break the apathy and make people pay attention! The best approach is to make training an interactive experience. The lecture style workshop is something most professionals grew tired of at university, and certainly don’t want to spend their precious time on.
What is interactive training?
Pre –Training
The interactive experience can start before the training session has even started. Asking the group members (not just their manager) what their aims and expectations of the learning event are, is a great way to get people thinking. It gives them an opportunity to take part before they have even walked in the door. Making sure the material you present is relevant to their needs is essential. It could also be helpful to prescribe some prior reading or video learning so the session time is spent on the more pivotal aspects of learning rather than the basics. It’s also a great way to ensure people are at a consistent start point.
During the Training
Within the training session it’s important to create an environment where people are motivated to participate. Ask questions, break up the sessions with video content and create activities for large and small groups, applicable to the group’s workplace. Use relevant games, and create some fun. The more you can do to get people to actas contributors to the session rather than passive recipients of information (of which only a small portion will be retained) the better your training will be. And make it succinct and well-paced.
There is no formula to a perfect training session. It is important to read the group and find which activities are being well received and which are causing the participants to close off. Look for negative body language such as wandering eyes, yawning and crossed arms. This is your cue to change. Having a contingency plan for a training disaster (also known as “the silent treatment” from the audience) will give you the versatility to recover and still provide value to your client.
You are not on a railroad you cannot get off so be creative!
This blog comes from Eve Ash, Psychologist, author, filmmaker, public speaker and entrepreneur
Eve is a dynamic speaker and regular keynote presenter on creating a winning mindset. Eve understands the business of communication, relationships and success.
She is a renowned international expert on creating a powerful culture at work where people are switched on and engaged.
View our full range of Eve Ash Training Videos here.
Unfortunately it is a string of negatives that typically answer this question, and this negativity is a major barrier for running effective training.
Some people take time off or do anything to avoid what they expect to be a slow, boring, repetitive, pedantic or didactic training session.
The biggest challenge for any trainer, manager or facilitator of learning, is to create engagement. In other words, break the apathy and make people pay attention! The best approach is to make training an interactive experience. The lecture style workshop is something most professionals grew tired of at university, and certainly don’t want to spend their precious time on.
What is interactive training?
Pre –Training
The interactive experience can start before the training session has even started. Asking the group members (not just their manager) what their aims and expectations of the learning event are, is a great way to get people thinking. It gives them an opportunity to take part before they have even walked in the door. Making sure the material you present is relevant to their needs is essential. It could also be helpful to prescribe some prior reading or video learning so the session time is spent on the more pivotal aspects of learning rather than the basics. It’s also a great way to ensure people are at a consistent start point.
During the Training
Within the training session it’s important to create an environment where people are motivated to participate. Ask questions, break up the sessions with video content and create activities for large and small groups, applicable to the group’s workplace. Use relevant games, and create some fun. The more you can do to get people to actas contributors to the session rather than passive recipients of information (of which only a small portion will be retained) the better your training will be. And make it succinct and well-paced.
There is no formula to a perfect training session. It is important to read the group and find which activities are being well received and which are causing the participants to close off. Look for negative body language such as wandering eyes, yawning and crossed arms. This is your cue to change. Having a contingency plan for a training disaster (also known as “the silent treatment” from the audience) will give you the versatility to recover and still provide value to your client.
You are not on a railroad you cannot get off so be creative!
This blog comes from Eve Ash, Psychologist, author, filmmaker, public speaker and entrepreneur
Eve is a dynamic speaker and regular keynote presenter on creating a winning mindset. Eve understands the business of communication, relationships and success.
She is a renowned international expert on creating a powerful culture at work where people are switched on and engaged.
View our full range of Eve Ash Training Videos here.
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