Ten tips for trainers

Training sessions should be fun and enjoyable if they are to be effective. Here are some tips to make your sessions memorable:

1. Make sure everyone knows the purpose of the training session
Successful training is all about motivation - yours and that of your delegates. While you might be confident that you are keen to lead the session, you also need to make sure that your delegates want to take part in it. You need to let them know what the purpose is and how the session will benefit them. Try to engage the whole group, otherwise their minds (or even their feet) will wander.

2. Remember the four Ps
Think about the following before you do the session:

• Presentation - what do your delegates need to know and what is the best way to present it?

• Practice - what roles do your delegates play in the workplace and how can they use what they will learn?

• Performance - how can your delegates use what they will learn to make improvements?

3. Employ the eight preferred learning styles
People respond in different ways to different teaching methods, so it makes sense to employ the top eight preferred styles in your session, so that you appeal to everyone. Variety will also help you keep their attention. Here are the eight learning styles:

• Mathematical/logical - responds to patterns, numbers and reasoning. Are there models or diagrams you can use to illustrate your training?

• Verbal/linguistic - relates to spoken and written words. Think about the language and structure of the information you are giving the delegates.

• Intrapersonal - relates to self-reflection and awareness. Ensure there is enough time for the delegates to think.

• Interpersonal - relates to communication and social relationships. Ensure there are there group activities.

• Visual/spatial - relies on sight and visualisation. Use pictures and colours to relay messages.

• Physical - responds to physical movement. Involve them in physical exercises.

• Musical/rhythmic - relates to sounds and tonal patterns. Can you introduce music to your session?

• Emotional - responds to common ground and emotional connections. Can you share any stories with your delegates to connect with them?

4. Start well
Try to make everyone relax at the beginning. Remember: icebreakers are not just an opportunity for your delegates to get to know each other, they are a chance for you to get to know the delegates.

5. Believe in your delegates
Studies show that trainers put 98% more energy and effort into a group they believe are keen and will perform well. If you show faith, the group will respond to this positively.

6. Be patient and know your stuff
Confidence comes from good preparation and knowing your group, the required outcomes and how to get there. Gaining the group's understanding and trust in your ability should be your target.

7. Be flexible
It has been said that there is no such thing as an inflexible delegate - just an inflexible trainer. Maybe this isn't completely true, but the more flexible the trainer, the greater his or her influence on the group. Just think of the bad teacher at school who just shouted at you when you didn't understand, compared with the good one who explained it a different way.

8. Summarise and have an action plan
Whether you play a game to get delegates to remember what they've learnt or you run through a set list, it is important to recap. Even more important is for the group to decide what they are going to do as a result of being there. Get them to agree action points before they leave. Getting them to present them to the rest of the group is even better as it reinforces what they have learnt. This will ensure the training is effective and not just a one-off experience.

9. Ensure you gather feedback
Like your delegates, you need to do some follow-up work after the training session. First, assess how you did and what you could do to improve next time. A simple way to evaluate the effectiveness of the training is to ask delegates to complete a questionnaire or feedback form at the end of the session. You could also do some follow-up work several weeks later to monitor the effects of the training in the workplace.

10. Encourage further development
Training is an ongoing process. You should seek to improve your knowledge and encourage the development of your delegates. Ensure your organisation assesses training needs thoroughly and prioritises them into a training plan.

Produced by Caterer-online in association with learnpurple