Training is tough work at times, especially when one or more of these aggravating problems pop up. If you’re struggling, don’t worry. Becky Pike Pluth, CEO of The Bob Pike Group, has your covered with her ten tricks and tips for trainers.
The following tips and tricks primarily come from Bob Pike’s Train-the-Trainer Boot Camp, where they are thoroughly covered in a two or three day course. To learn more about our boot camp and to see when it is coming to a city near you, please click here.
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Biggest Pain or Problem
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Tip or Trick
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- Training not solving organizational problems
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Identify how organizational problems align with training and write measurable objectives at the organizational level as well as at the session level.
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- Training not aligned with organizational strategy
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During the analysis phase of training development, have the organizational strategy written out and a focal point.
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- Training department is an afterthought, not a solution
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Position yourself as strategic partner versus just an “order taker”. Connect with partners and regularly check in and ask questions to make sure training is on the same page in advance.
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- Low retention/transfer of content
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Allow time for application during the training session. Remember the 6x6 rule: Review critical information six times six different ways. Build in bridging tasks between training sessions.
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- Lack of resources (people, time, knowledge)
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Create training that is modular so that elements can easily be reused. Identify Subject Matter Experts that can help with content creation or facilitation.
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- Lack of employee retention and its impact on how much training or retraining occurs
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Identify if it’s a recruiting or training problem. Implement peer mentors to reduce training time and increase loyalty.
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- Death by PowerPoint
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Increase participation with the slides. Use fill in the blanks.
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- Subject Matter Expert (SME) being asked to train or present
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Prepare materials together. Discuss principles of engaging participants in advance of the session. Share background information on learning styles.
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- Unable to spend time on assessment upfront to identify learning gaps
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Needs assessments greatly reduce the need for redesign and retraining. Insist on time for a quick needs assessment at minimum.
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- Dry, boring content
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There is no such thing as dry, boring content, only dry, boring presentations. Create activities that teach and engage. Utilize a variety of media and mediums to engage and increase retention.
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