A Trainer’s field of knowledge has two dimensions:
- Field that is already explored
- Field that is yet to be explored.
A person with least knowledge can put up an act of a knowledgeable person.
A Trainer cannot be pretentious. The Trainer has to demonstrate true knowledge which naturally gets acknowledged by the trainees.
How does a trainer acquire the knowledge base?
Step 1: Assess where you are (“Field that is already explored”)
Step 2: Decide where you want to be (“Field that is yet to be explored”).
Step 3: To move from step 1 to step 2, prepare a list of things to be done.
Step 4: Follow the list meticulously.
Step 5: Evaluate – Identify whether some of the areas that were in the list of “yet to be explored” have fallen to the list of “already explored”.
Step 6: Cross check with peers or external evaluators.
If you are shown to be on the negative track, start the exercise all over again.
Every trainer is a constant learner.
What are the Stages prompting a trainer towards advanced learning?
Stage 1: Stage of confusion
Trainer may start questioning “I think I know so much about this topic. But do I really know what is required to be known by a trainer?”
Stage 2: Continuation of confusion
“I know many things. But all that I know may not be enough. I have to learn many things. But I can efficiently manage with what I know”.
Stage 3: Stage of Clarity
“I am sure that I don’t know _____, _____ and ______ in this field. I have to work hard to learn. I should move on to the unexplored field.”
Unfortunately, many trainers stay in second stage and stop working on themselves. Movement from the second to the third stage is a step towards progress.
Despite having come to the third stage, a trainer who does not put in appropriate effort, will not achieve excellence.
What prevents a trainer from learning?
Many try to pretend to be who they are not. They are dependent on what others think of them. They care too much for others’ opinions and rely upon it. Unfortunately, many do not give true feedback. Many a times, feedback is also given with ignorance. If trainers constantly get false feedback from many that they are good/very good or excellent trainers, they may go back to the second stage and decide to stay comfortably in that stage.
How does a trainer overcome this trap?
- Move with successful people in the field of training who have mastered the art of training and observe them critically.
- Move with those who are less capable than yourself.
- Do not forget your journey on the bridge starting from the field of explored to that of unexplored is a continuous journey until you retire from being a trainer.
The more you learn, the more concepts that are yet to be learnt, get explored. You learn that the “Field of yet to be explored” is always greater than the “field of already explored”.
(All copy rights reserved by the author S.Susheela.)
Training of Trainers in Mediation 
So precise and clear, kudos
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Very good information which trainers must keep in mind.
Training as in most fields involves continuous learning. And self evaluation.
The day we stop learning or we decide we know enough that is the beginning of decline.
Thanks Susheelaji. You’ve helped us understand the role of a trainer better.
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Wonderfuly explained ma’am. It usually hapaens with a new trainer that he/she faced so many type of quries and questions by the trainees.As you earlier said to us a trainer should be honest about answering the question.if he/she doesnt know accurate answer he should not give wrong answer to the trainees.Ma ‘am really wonderful write up …i feel like growing with your every write up.for me its a platform of distant learning.Thank you so much for sharing this.
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Thank you Neenaji
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In your usual forthright manner, you have pointed out the fallacies trainers suffer from regarding their own knowledge. It is usual for a trainer to fall for fake praise and start believing to be the best. But training, specially mediation training, is a highly responsible job. If a trainer is ill-equipped, the result may be an ill-equipped mediator. The best analogy to an ill-equipped mediator would be an ill-equipped doctor. The ultimate loser is the end-user of mediation. It is therefore absolutely necessary for trainers to keep updating themselves with knowledge of latest developments in mediation, mediation techniques, training skills and techniques by undergoing frequent trainings not just in training skills but also in mediation from different institutions. You, as always, lead by example as I have seen that your thirst for knowledge and perfection is unquenchable. Kudos Ma’am. As always, you are an inspiration.
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The two stages of explored and unexplored are very well explained. For a trainer this is a constant reminder which helps him to educate oneself if he has to improve on the knowledge content. Thank you .
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Dear Susheela. You have constantly demonstrated that there is no room for being complacent in ur trainings and u have now taken that to the next level in ur writings. What I find interesting is that the skills u write about and the steps narrated can be used in every field not just for mediation but even for capacity building in human resources student teacher relationship why even in ones own personal life. All the best and more power to ur pen👍
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The “TRAINERS’ MIRROR”.
Thank you for giving us one !
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What struck me on second thoughts is that a trainer is the person who encourages the individual to explore and to follow a path. So the bar is set high as responsibility for motivation and setting standards rests on the trainer. Being conscious of what one knows, being eager to gather more valid knowledge and to expand horizons; and ultimately to develop team work is the unwritten expectation from a trainer. Thanks for reminding me that I have many more miles to go
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Thank you Uma
Valid points from your feed back are worth considering .
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“What prevents a trainer from learning?” – the question that needs to be explored in very wide angle by the trainer. The different aspects (1) learning from one’s one mistake (2) learning from observing others (3) learning from other resources.
The first step learning from our own mistakes … we need honest and knowledgeable trainers like you, Uma Ma’am, Jawad , Barath and many more.
secondly – learning from observation – is an art… many learn just the subject but i feel that we need to learn and master the techniques, style of presentation…and all also.
Uma Ma’am has rightly said “the bar is set high as responsibility for motivation and setting standards rests on the trainer” we should be conscious of the responsibility!
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Absolutely right Kavitha .
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