Each training experience is unique and no two trainers practice the exact same thing when it comes to corporate training programmes. In reality, the content that each trainer teaches, the tools they use to train, the audience, and the obstacles or challenges that they have to navigate around to send a message or to meet the needs of the company will always be different. However, if you want to be a good and effective trainer, there are some tried and tested practices that can help you connect with your learners more easily and effectively. These practices are exercised by the Global Brand Academy on every corporate training programmes we’re invited to and we’re willing to share these practices with you today.
These practices are fool-proof. Just try to gradually incorporate these training styles approved by the most seasoned experts into your training programme and you’ll definitely see your work, effectivity, and efficiency as a trainer improve.
1. Always Stick To Your Objective
Your trainees will be a lot less engaged when they are subjected to several hours of seemingly aimless and pointless discussions or activities. What’s worse is that their retention would be extremely low, too. If you start your training without setting a clear objective, you’ll end the training basically the exact same way you started, without your trainees learning anything at all.
How can you address this? Find your objective for the training and stick to it, center the entirety of your corporate training programmes to addressing the set objective. Training should be able to solve a problem, you can’t train without addressing something – a problem, an issue, a weakness.
If your trainees know the objective of the training programme, they would be able to focus their efforts more appropriately and absorb the proper takeaway points. At the same time, it’ll be of great help to you as a trainer when making your training material because you’ll be able to zero in on a core objective. Is what you’re trying to add going to contribute to the objective? If yes, add it to the programme.
2. Fit Your Training Programme Within The Context Of Your Initiative
When you’re hired to train a group of people, you simply can’t just do what you did with the last group you trained. Training isn’t a one size-fits-all kind of deal. Here at the Global Brand Academy, we value context and so should you. If you want to be a well-known and highly respected trainer, you have to understand the context of your initiative, that is what will set you apart and make you effective.
Hired to train a group of people? Uncover the details. What would they like to train? How many times have they had similar training? They’ve trained the same aspect repeatedly? Why? If it’s a regularly scheduled training to get employees back on track, you can go for a more general approach with a mix of new strategies to get them interested. If they’re training for something repeatedly and always asking someone else to do it, the past training sessions might not have worked. Build your corporate training programmes around that to cater to the needs of your trainees.
If you have any experience in training people, then you probably already know that people’s learning styles and needs can vary, which is why you have to tailor your training programmes. Here at the Global Brand Academy, we consider these factors when constructing a training programme:
2. Skill level
3. The current method for learning
7. Previous experience
In practice, you should try to avoid providing the same corporate training programmes to Baby Boomers and Millennials, however, this should be taken with a grain of salt. It’s still more important to know your audience than just knowing their age or which generation they belong to – focus on who your learners actually are.
Try your best to make your training programmes relevant, meaningful, practical, fun, and as logical as possible to have the best possible results. Take your time learning the needs of your trainees and learn to adapt in case you have to. Whether you’re giving a live session, in-person training, or a combination of both, always be ready to cater to the needs of your learners as they are your priority. If they walk out of the training session learning nothing, they wouldn’t ask for your services again.
Here at the Global Brand Academy, we highly recommend that you converse with your employees, team, or trainees. Talk to them one-by-one and observe their behavior. See what works for them and use it to your advantage.
4. Don’t Overdo Your Training Programme
The amount of information that your learners and trainees can learn and retain in a limited amount of time is also very limited. This is why you have to pick the right objectives for your training session – you can’t hit every point. You have to strategically fill your programme with material that answers the big-fish problems, providing the greatest impact for the employee and organization in a short amount of time.
One of the biggest mistakes that the Global Brand Academy sees from aspiring young trainers is talking too much and overflowing the trainees with too much information. As much as possible, don’t confuse your audience by giving too many points in such a short amount of time.
This will only leave your trainees discouraged, aggravated, and perplexed. That common mistake is especially apparent in online environments. If your corporate training programmes involve you giving online training modules, don’t pack it with paragraphs upon paragraphs of information and lengthy videos explaining 15 topics in 60 minutes.
Focus on 3 to 5 topics and don’t stray too far from it. If you’ve chosen the right objectives, you’ll see that your training programme will fix problems you didn’t even intend to. At the same time, don’t just focus on the theory, try to explain and let the trainees understand the importance of the concept and how it applies in a practical setting.
5. Create Interesting Incentives
One way to keep your trainees motivated and invested is to offer incentives, a reward that will be particularly useful for them – something they would want to win. Rewards can be entirely up to you, however, if you bring this idea to management, you might be able to be more creative – it can range from coupons for free food, certificates, or badges to bonuses, paid time off, and free stuff.
Keep all of your corporate training programmes interactive and immersive by providing incentives.
Or, download our training program guide or other resources here.