Training Techniques
This gives you all the skills and qualities you need to train your employees. They know that you are a good communicator, very organized and have extensive knowledge of the industry. However, regardless of quality, trainee feedback is not desirable when using the same training techniques for outdated or cliché trainers. At
, how do you adapt to different audiences and choose the best method for your training organization?
Here are nine golden training tips for corporate coaches to help improve the game.
Step 1: Get to know the trainees
The number one golden rule. It doesn't matter if you are the clearest trainer in the industry. Even if you don't know who your entire training investment is for, it can be wasted. Why is it important? People have different ways to collect information. Some visual learners remember what they saw, not what they heard. Some learners at night, learners using the media, or thank you for your personal opinion. Others may be kinesthetic learners who need to do things to learn. Knowing and acknowledging the differences in their learning styles is very important and determines the effectiveness of your training.
Step 2: Plan in advance
Every idea has a concept. There should be one in your training too. If one piece of information doesn't match the other before the training day comes, don't fly around. This scenario can cause confusion among trainees. As long as you are an improvisational master, you can reduce the retention rate of your training. Remember that one of the basic skills of an effective trainer is organization. Therefore, we must also rely on practical skills in the sense of this order. Make sure you have a training calendar or session schedule in advance. Consider the fact that people are investing time and money and have high expectations for the equipment and behavioral changes you are trying to offer them.
Step 3: Positive approach to training
The active training approach allows learners to participate directly in the training process. This technique is known to be the best practical use for learners. This is because following incomprehensible lessons makes them responsible for learning. To attract more trainees, you need to practice case study reviews, quizzes, demonstrations, focus groups, and workshops. The important thing is that you need to get them to talk by also improving your critical thinking skills. This technique is primarily learner-centric, but requires a trainer to facilitate the process of interaction. Strengthen communication and group development by overcoming traditional training concepts through lectures.
Step 4: Experience-based training approach
This approach is closely related to active training techniques. Apart from that, we want the trainees to do what they have been taught through hands-on training, or hands-on training that is sometimes called. They want to apply the skills they have learned in their daily work environment. Here are four other specific techniques trainers use through experiential learning:
onboard training
Care, support
Roleplaying
simulation
The key to effective simulation and role-playing is to use real-world situations from work. While mentoring, you can assign older employees to support new employees. Each of these methods requires staff commitment and true commitment, making it an ideal situation for assessing the success of your training so far. You can also take notes about where to focus.
Step 5: Question, question, question
You might be wondering why you didn't include this as one of the trainer's tips for the techniques you've done before. That's because we don't want to undermine the importance of asking the right question and waiting for the actual relevant answer. "Thoughts are driven by questions, not answers." A quote from the art of Socrates questions, a book by Dr. Richard Paul and Dr. Linda Elder. Good trainers know that questions promote discussion and creativity. They expand their knowledge and support the trainees' memories. But above all, they promote a good feeling of acknowledging the different opinions of others. Use questioning techniques to influence and enhance the information that the group is trying to digest.
Step 6: Learning Management Systems (LMS)
Diving into this perfect and innovative way to distribute educational courses. Learning management systems are one of the most efficient training tools for trainers. Through LMS, you can identify gaps, gather relevant data on trainees, and you can use different authoring tools to make the whole training process much more effective. However, probably the most important quality of using an LMS is that you let learners be in control of their learning, 27/7. They develop a selfpaced technique, with more freedom to take their time or fasten up courses, based on their learning style. With all these LMS assets in mind, it is important to carefully choose your LMS platform with user-friendly features, pricing, and customer support in mind.
Step 7: Video training
Videos are no longer watched solely for entertainment purposes. According to a Brandon Hall Group survey, 95% of companies use video for learning purposes. This is an exciting trend and can include a number of interactive and fun tools to fully maintain the viewer's interest. Livestream videos online with themes via the LMS platform.
Why video? Because they are always accessible and available and can be used as a review when people want to go back to what they have learned. Especially when making it accessible from various devices such as smartphones and tablets. The video directly increases employee productivity and breaks down all the complex information you have prepared for them. And if you're wondering what makes a good video, here's an important point:
Viewer Understanding
Visually attractive
Clear and concise
Organized
Good lighting
Good edit
Excellent tone
Step 8: Gamed learning
In my last article on the importance of gamification, I defined gamification as the concept of applying game design thinking to non-gaming applications. Of particular importance when using the game for learning is the level of reflexes the game can provide. Of course, the combination of competition, achievement, and fun factors predicts productivity. However, gamification can also categorize the skills performed during gameplay. says that if an employee struggles with the game's critical thinking and problem-solving stages, he can take notes as a trainer and mark other areas of training investment. Overall, employees can try strategies and possible solutions to their problems without the pressure of having to do it perfectly. After all, it's the game they make.
Step 9: Blended learning
It is certainly difficult to customize training features to your individual tastes. First, it requires proper needs analysis and in-depth audience research. The good news is that you can actually enjoy the benefits of employee training methods by using blended learning. Practical training can be combined with online courses, gamification, social learning, or traditional teaching methods to create hybrid teaching methods that meet the expectations and needs of trainees. As a bonus, as a trainer, you can see that which method you use will improve your employee's performance and use it as future relevance material. To win. If you find these training tips to improve your long-term knowledge retention, you can use these training tips and incorporate them into the techniques you have already adapted. Updating and changing your exercise routine certainly has its benefits. And fortunately, there are plenty of additional resources available to fill the gaps encountered in training experiences at this scale.
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