44 Ways to Stay Connected and Be Remembered!
* required field

44 Ways to Stay Connected and Be Remembered!

Profitable follow-up strategies to make your networking work. BONUS: Free subscription to NT News. We'll never sell or share your email.

Claim Your Free Guide

Each month Networking Today News features networking and business articles to help you connect with professionals, build relationships & grow your business.


Networking Article from Networking Today Canada, Nat'l

Recent Articles from Cities Across Canada

Train The Trainer, Before Training Others

One of the biggest misconceptions in the learning development world is if you are a subject matter expert in something that you can be a trainer.  Not everyone that really “knows their stuff” make good trainers, facilitators, teachers or even the people that design training materials.  Just because you know about something does not mean you know how to help others learn it well enough to perform the same tasks.  The secret to successful training is training the trainers before they train others.

There is an entire skill set that belongs to the person conducting the training that includes knowing how adults prefer to learn, and the best ways to build the bridge from knowing to doing.  We call these adult learning principles and they are the keys that will open both the door to success if applied correctly and the door to failure if they are ignored.  The people that design training programs must also understand these principles so that they can be incorporated into the appropriate learning activities that train the skills and then reinforce or apply the skills to the work environment.

The good news for both training roles are that these skills can be taught and learned if they are included in the professional development plans of a training department.  If they are left to chance then the results of all training is left to the roll of the dice.

Many of us in the training and development profession began our careers coming straight from line functions in the organization and were tapped because we were good at our jobs.  The common thought was if you were good at something (a subject matter expert) you could then be taught how to be a trainer.  Although I agree pretty much with that statement, I later modified that approach when I began running training functions and needed to hire staff.  In addition to hiring for subject matter knowledge, I looked at something I called heart.  I knew I could teach someone how to train another person, but I also wanted to see if they had the desire to share what they knew with another person.

Some humans are down right stingy with their knowledge and abilities.  They feel that what they know how to do is only valuable if they keep it locked up inside and they are the only one that benefits.  Finding people with the right heart means that they see the value in more people knowing what they know, and thus they are willing to share.  The only caveat I’ve discovered that prevents training a subject matter expert to be a great trainer or instructional designer is a lack of a heart willing to share.

So let’s assume you find the right person, and they not only want to train others to do what they can do, but they have the right knowledge to pull it off, it is very important you arm them with trainer skills either in instructional design and/or training facilitation before you let them lose on your employees.

Let’s look at the need first to training the trainer before training others.  Think back to recent training events at work and ask yourself if you were engaged?  Did the activities make you interact with the subject being taught, or could you multi-task at the same time?  After the event, were you able to implement the new skills rather quickly, or did the new skills rather quickly leave you?  Did the training materials used in training add to your learning process before, during or after the event, or are you asking yourself right now, what training materials?

If your answers to these questions were positive then the people involved in your training are skilled in not only the subject, but in the ways of adult learning.  They are also being managed by people that make sure that training events support learning objectives and training department employees are being trained, coached and mentored to be on a continual learning path themselves.  This is outstanding news, and you should be most pleased with your company’s training efforts.

However, if your answers were not positive, and you actually look for reasons to avoid training events at your company, then you have a dysfunctional training department.  Yet sadly I need you to realize that you are not alone.  Nearly every time I conduct an audit of a training function, I must note a lack of professional development in the training team.  When I discover training materials that are a bunch of handouts, or worse a four inch manual of text, I know that there are no instructional design skills around.  When I hear trainers detail out stories of their training experience I see a lack of learning as the result.  And when any of these poor practices are in place there is usually a manager running the function without a clue they are missing a complete skill set too.

So before you worry too much about the color of the next binder that holds your training program materials, take the time to make sure that the contents will add value to the learning process.  Before you pluck an all-star employee from the line and expect magic to occur in the classroom or webinar, give them the skills to facilitate an engaging event.  Before you even consider closing a training function because you cannot identify a return on the investment, see if the manager of the department has the skills to lead adult learning.

Taking the time to train your trainers before you let them train others will not only yield better results, but make the learning experience for everyone a lot more enjoyable!

________________________________________
Jim Hopkins is the President/CEO of JK Hopkins Consulting and author of the new book The Training Physical. Email: jim@jkhopkinsconsulting.com Office: 562.943.5776. www.jkhopkinsconsulting.com



Search Articles

 in Titles
 in Content
 by Author

More Articles

October 2017
September 2017
August 2017
July 2017
June 2017
May 2017
April 2017
March 2017
February 2017
January 2017
December 2016
November 2016
October 2016
September 2016
August 2016
July 2016
June 2016
May 2016
April 2016
March 2016
February 2016
January 2016
December 2015
November 2015
October 2015
September 2015
August 2015
July 2015
June 2015
May 2015
April 2015
March 2015
February 2015
January 2015
December 2014
November 2014
October 2014
September 2014
August 2014
July 2014
June 2014
May 2014
April 2014
March 2014
February 2014
January 2014
December 2013
November 2013
October 2013
September 2013
August 2013
July 2013
June 2013
May 2013
April 2013
March 2013
February 2013
January 2013
December 2012
November 2012
October 2012
September 2012
August 2012
July 2012
June 2012
May 2012
April 2012
March 2012
February 2012
January 2012
December 2011
November 2011
October 2011
September 2011
August 2011
July 2011
June 2011
May 2011
April 2011
March 2011
February 2011
January 2011
December 2010
November 2010
October 2010
September 2010
August 2010
July 2010
June 2010
May 2010
April 2010
March 2010
February 2010
January 2010
December 2009
November 2009
October 2009
September 2009
August 2009
July 2009
June 2009
May 2009
April 2009
March 2009
February 2009
January 2009
December 2008
November 2008
October 2008
September 2008
August 2008
July 2008
June 2008
May 2008
April 2008
March 2008
February 2008
January 2008
December 2007
November 2007
October 2007
September 2007
August 2007
July 2007
June 2007
May 2007
April 2007
March 2007
February 2007
January 2007
December 2006
November 2006
October 2006
September 2006
August 2006
July 2006
June 2006
May 2006
April 2006
March 2006
February 2006
January 2006
December 2005
November 2005
October 2005
September 2005
August 2005
July 2005
June 2005
May 2005
April 2005
March 2005
February 2005
January 2005
December 2004
November 2004
October 2004
September 2004
August 2004
July 2004
June 2004
May 2004
April 2004
March 2004
February 2004
January 2004
December 2003
November 2003
October 2003
September 2003
August 2003
July 2003
June 2003
May 2003
April 2003
March 2003
February 2003
January 2003
December 2002
November 2002
October 2002
September 2002
August 2002
July 2002
June 2002
May 2002
April 2002
March 2002
February 2002
January 2002
December 2001
November 2001
October 2001
September 2001
June 2001
May 2001
April 2001
February 2001
January 2001
December 2000
November 2000
October 2000
September 2000
May 2000
November 1999
October 1999
August 1999
May 1999
April 1999
March 1999

 









VOW©1998-2017 - Networking Today Franchise | Privacy Policy
A Vantage One Writing Project