Training: It’s More than Telling
Six Practices for Successful Trainers
Learning Objectives
Participants will:
 Question what they already believe about training and reflect on this knowledge
 Complete a course design (lesson plan) on their area of expertise
 Incorporate various training techniques to maximize participant learning
 Utilize the six practices for successful trainers:
1. Customization
2. Documentation
3. Timing
4. Creativity
5. Articulation
6. Diplomacy
Importance of Learning Objectives
View the Wendy Warman Quick Talk Video
(2 minutes – login to Skillport required; search for
Learning Objectives QuickTalk video)
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6 Practices for Successful Trainers
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2.
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6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
6 Practices for Successful Trainers
1.
2.
3.
4.
5.
6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Customization
•We need to customize
program content to fit the
specific needs of our audience
•We need to understand the
nature of our trainees’ jobs
and the problems and
frustrations they face so our
training content addresses
these special needs
•A “needs analysis” helps us
with this
Customization
Ask good questions of:
 Managers
 Trainees
 Other related parties
Customization
You will want to know:
 What is the demographic makeup of the audience?
 Is the program voluntary or mandatory?
 What do they already know about the topic?
 What more do they need to know?
 What problems and frustrations can this training alleviate for
them?
 How can I build credibility and rapport with them?
 What danger zones and obstacles should I prepare for?
Activity

Please take a few minutes to take the Training
Techniques Matching Challenge
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Answers
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F
B
Q
G
L
A
P
H
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10. N
11. O
12. I
13. J
14. K
15. C
16. M
17. E
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Caution
•Asking only one source
what the needs are
•Using an off-the-shelf
program “as is”
•Not allowing enough
time for customization
6 Practices for Successful Trainers
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2.
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6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Documentation Litmus Test
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Every word, activity, and
moment of your program should
be relevant to the trainees’ job.
They should be able to see how
it will truly be able to help them
do their jobs better
Caution
• Relying on only one
source
• Relying on too many
sources
• Trying to cover too
much material into
the training program
Documentation Motto
LESS IS MORE
Documentation Guidelines
Concepts should be broken down into concrete
how-to instructions
 It should be easy to transfer learning to the job
 It should be easy to convert into job-aids
 It should be graphically appealing
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6 Practices for Successful Trainers
1.
2.
3.
4.
5.
6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Timing
Add times to your agenda items
 Your agenda is your roadmap to success; it will help
you present ideas coherently and stay on schedule
 They also provide a mental pathway that leads
trainees through your program’s design
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Timing
Tell them what you’re going to tell them
Tell them
Tell them what you told them
6 Practices for Successful Trainers
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2.
3.
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5.
6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Creativity – How do trainees learn
5%
Lecture
Reading
10%
Audio-Visual
20%
Demonstration 30%
Discussion 50%
Practice 75%
Teach Others 90%
Creativity
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Build in many opportunities for trainees to express
themselves, work together, be ACTIVE, and be
responsible for their own learning
Attention Span
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Average adult attention span ranges from 8 seconds to
20 minutes
Change activities, methods, media, etc., at 20 minute
intervals
Present no more than 7 items of information before the
learners are asked to DO something
Have frequent summaries and breaks
Always seek opportunities for learners to respond and
BE ACTIVE
The 7 Learning Styles
Visual (spatial)
Prefer using pictures, images, and spatial
understanding
Aural (auditory-musical) Prefer using sound or music
Verbal (linguistic)
Prefer using words, both in speech and
writing
Physical (kinesthetic)
Prefer using your body, hands and sense of
touch
Logical (mathematical)
Prefer using logic, reasoning and systems
Social (interpersonal)
Prefer to learn in groups or with other
people
Solitary (intrapersonal)
Prefer to work alone or self-study
Creativity
The more learning styles you
can satisfy, the better:
 Tell them
 Show them
 Let them try/apply it
 Let them discover it on their
own
How Long Does it Take to Develop
Training?
“It depends. If I am to speak ten minutes, I need a
week for preparation. If fifteen minutes, three days. If
half an hour, two days. If an hour, I am ready now.”
-Woodrow Wilson
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More Words of Wisdom
“I write, re-write and re-write and re-write until by the
fourth or fifth draft I finally achieve spontaneity.”
-John “Ken” Galbraith
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Caution
•Too much technology
•Losing human
connection
•Trying to be “cute”
•Making things
complicated
•Not having a back-up
plan if all your
technology fails
6 Practices for Successful Trainers
1.
2.
3.
4.
5.
6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Articulation
If you aren’t careful your voice could put people
to sleep
 Don’t be a talking head
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Articulation
Language should be:
 Clear and concrete
 Abstract concepts should be clarified with concrete
examples and stories that come from the trainee’s
world of work
 Short sentences, simple vocabulary
 Repetition of key points
 Alliteration, Acronyms, Catchy Phrases & Quotations
Language Samples
Alliteration
Super Supervisors
Acronyms
T Together
E Each
A Achieves
M More
Is the juice worth the
squeeze?
Catchy Phrases
Quotation
“Dreams are goals with
deadlines.”
Language Samples Activity
Come up with a sample for one of the following:
 Alliteration for your function area training topic
 Acronym for a teambuilding activity
 Catchy phrase for your training
 Quote applicable to your training
Voice
•Don’t fall in love
with the sound of
your own voice
•Present each
session with the
illusion of it being
the first time
•Talk to the entire
audience
Speaking Tips
Remember the audience wants you to succeed
 Be Yourself
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 Acting
 Performing
“We agree. All business is show business. All leadership is
show business. That doesn’t mean tap dancing; it means
shaping values…” Tom Peters, A Passion for Excellence
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Listener Impressions
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Caution
• Avoid reading notes
or slides verbatim
• Be aware of your pet
words or phrases, i.e.,
um, uh, actually
6 Practices for Successful Trainers
1.
2.
3.
4.
5.
6.
Customization
Documentation
Timing
Creativity
Articulation
Diplomacy
Diplomacy
Be aware of your audience
 Acknowledge everyone’s contributions, right or
wrong
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Diplomacy
20/60/20 Rule:
20% will love your work
60% will like your work
20% will dislike your work
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Diplomacy
The unusual nature of Training
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Evaluating Training
Step 4: Results
Step 3: Behavior
Step 2: Learning
Step 1: Reaction
Dealing with Criticism
Ask yourself:
 Did I hear the same criticism from others?
 Is the critic a reliable source?
 Can the criticism help me improve my
program?
 How important is it for me to respond to this?
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3 Tools for Handling Criticism NonDefensively
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Correct the generalization or faulty accusation.
Accept your misstep and communicate how you
plan to move forward.
Seek to increase understanding and
communication by asking specifically what your
critic believes went wrong and what a good
correction would be.
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Higher Standard
Like HR professionals, Training Professionals are
held to a higher standard in organizations
 We are expected to behave at the highest levels of
professionalism and avoid petty interpersonal
conflicts.
 Hence, the constant need for DIPLOMACY.
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Review: 6 Practices for Successful
Trainers
1.
2.
3.
4.
5.
6.
Customization: Tailor each program to the special needs
of the trainees
Documentation: Less is more
Timing: 1/3 of time should be spend on presentation; 2/3
of time on practice and feedback
Creativity: Use variety in your training
Articulation: Don’t fall in love with the sound of your own
voice
Diplomacy: Trainers are held to higher standards and
don’t expect everyone to love you
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Questions