Week 48: Why do Trainers Fail?

It is quite common to hear many trainers taking a strong decision after every training. “By next time I will not commit the mistakes I have committed in this training program.”  This stand needs to be appreciated. But unfortunately it stops at that. What needs to be done in order to see to it that the mistakes are not committed, or the level of performance improves is not determined  by the trainer. At times even though it is  determined it is not followed up. There is a big gap between what one wants to do, what one decides to do, and what one actually does.

“I have decided to do it. I will do it.

I will definitely do it.

I can do it any day.

I know what to do.”

Such affirmative statements are helpful to some extent. But who will make an adult do what he/she has decided to do, or what he/she should do? By waiting to take some corrective steps things will not fall in place. One has to work. Planning not being followed by action is of no use.

Following steps may be considered:

STEP 1:

• Find out what went well in the previous training?
• What did not go well in the previous training?
• What does the trainer plan to do for the future?

STEP 2:

Trainer has to chalk out a schedule.

Announce the schedule to co-trainers. Involve like-minded people. 

STEP 3:

Trainer has to work on the smaller bits. 

Each topic is to be divided into several sub-topics. Each sub-topic is to be divided into further sub-topics. Each quarter has to be worked carefully and repeatedly until the trainer gets hold on it. Doubts, if any, must be got clarified by consulting lead trainers or other experts. There cannot be any compromise on the correct understanding of concepts. If a trainer is found to be going wrong on fundamental understanding of the concepts, any day he /she may have to be prepared to move out of the system of training itself.

STEP 4:

Examples

Trainer has to work on example/s for each of the sub-topics, and share it with co-trainers, and get their feed back. Trainer has to discuss on the examples from case studies of actual mediations done by different trainers.

STEP 5:

Forming a small group of 4-5 trainers.

Through Zoom or Webex, a group meeting is to be organized.

Trainer can identify a topic for presentation each week. He/she can coordinate with others in the group as to who should speak on which sub-topic that is related to the main topic. After 4 trainers speak, the fifth trainer has to speak/give presentation based on what the other presentations given by four trainers earlier.

STEP 6:

Inviting constructive criticism.

Everyone in the group should not step back in pointing out the mistakes identified by them in the presentation given by their co-trainer. When constructive criticism is offered, the trainer who has presented the topic must receive the same with a positive attitude, without getting into justification mode. 

STEP 7:

Repeat

Next week’s presentation on the same topic must be repeated. Entire topic along with sub-topics is to be taken by one trainer. Others must be requested to give their feedback.

STEP 8:

Covering all the phases

All the topics-including the sub-topics are to be covered in a phased manner as mentioned above.

As the trainers move forward by following the above method, their level of confidence increases.

Slowly one can start working on the larger bits. 

“When you avoid doing some things, you will find time to do many things. The choice is yours.”

Slamw

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(All copy rights reserved by the author S.Susheela)