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Organizations invest in their employees on an ongoing basis via their training departments. In some cases, their "in-house trainers" are a critical part of that investment. Such organizations' Learning and Development plans depend on their internal trainers' competencies.
A classroom needs to be a place to open minds to learning, a place to connect learners to new environment, new trends, new roles and so on. Apart from knowing their subject well enough, trainers need to deliver impactful sessions and make it a memorable experience for the trainees. They need to inspire the learners in classroom. Yes, they can be 'trained' to do so.
For internal trainers, working with captive audience for long periods of time poses its own challenges, like
1. They are very much part of the set-up they are trying to shape. This can become a genuine cognitive hurdle in delivering effective sessions. Learning to stand 'outside' can bring freshness to their perspective even while touching upon the same subjects.
2. They might begin to expect people to think and behave in preset ways, based on their other personal experiences with them. Though it is good to be well-versed with contextual realities of the trainees, familiarity runs a risk of leading to unhelpful mindsets. Learning to detach from relations outside the classroom can help trainers play neutral and be more effective.
3. Their training skills more or less remain bound by their present organization and industry. Leveraging on cross-industry, cross-organization experiences can prove inspirational for trainers and help immensely in shaping their training sessions.
4. A captive set up can take its toll on the passion and energy that a trainer brings to the table. It is important to keep it burning through external interventions.
A classroom needs to be a place to open minds to learning, a place to connect learners to new environment, new trends, new roles and so on. Apart from knowing their subject well enough, trainers need to deliver impactful sessions and make it a memorable experience for the trainees. They need to inspire the learners in classroom. Yes, they can be 'trained' to do so.
Making in-house trainers effective
For internal trainers, working with captive audience for long periods of time poses its own challenges, like
1. They are very much part of the set-up they are trying to shape. This can become a genuine cognitive hurdle in delivering effective sessions. Learning to stand 'outside' can bring freshness to their perspective even while touching upon the same subjects.
2. They might begin to expect people to think and behave in preset ways, based on their other personal experiences with them. Though it is good to be well-versed with contextual realities of the trainees, familiarity runs a risk of leading to unhelpful mindsets. Learning to detach from relations outside the classroom can help trainers play neutral and be more effective.
3. Their training skills more or less remain bound by their present organization and industry. Leveraging on cross-industry, cross-organization experiences can prove inspirational for trainers and help immensely in shaping their training sessions.
4. A captive set up can take its toll on the passion and energy that a trainer brings to the table. It is important to keep it burning through external interventions.
Shaping the Trainer program follows the learning process called "Action Workshop". Action Workshop in general is a drill-oriented intervention. It follows 'watch-do-practice-review' sequence in learning a skill.
For Shaping the Trainer, the Action Workshop methodology consists of assessment, education, demo...
For Shaping the Trainer, the Action Workshop methodology consists of assessment, education, demo...
Lokesh
I picked up useful strategies for self development and improving my classroom impact. Good experience.
I picked up useful strategies for self development and improving my classroom impact. Good experience.
