What Makes a GOOD Trainer .. A Good person !!!

—–Raina Khatri Tandon

Gud morning friends , I am here to share my thoughts .. the views which my mind talks on what each entrepreneur /trainer someday would hve felt during their journey on the verge of becoming a trainer or start training .. same as I do ! My thought are here to share and uplift each person in the training and coaching field to the success of what they desire to achieve !!

Tell me something friends …When someone new joins your business, are they left to sink or swim?
Or are they put on a structured learning programme, supervised by a trainer who has received trainer skills training?

Truely ,Very often ,employees are left to muddle through, learning by their mistakes and picking up work practices (often bad ones) of others doing the Job better and efficiently .

By assigning a trainer, you are emphatically saying to a new hire that their job is valued. They are more likely to “get it right first time” and reach the required standard more quickly.
Even more importantly, their confidence and motivation to do well will improve. And their impression of your business will be much better than if left to their own devices.
So What Makes a Good Trainer?
I once asked an employee who had great trainer skills for her secret. She told me that she treated TREATED every LEARNER as and ‘INDIVIDUAL ‘. For example, some liked to use their own initiative as soon as possible whereas others wanted more guidance. She adapted her style to suit their needs. Here are other qualities of a good trainer:

**Lead by Example
In your role as a trainer, you need to have a strong sense of purpose and high standards in everything you do.
**Know Your Subject
You should know more about the subject than those you are trying to teach, and always be looking to learn more.
**Get to Know Your Learners
A strong working relationship between you and your learners is essential. It determines whether the process of learning is going to be a co-operative effort, an uneasy alliance, or a cold war. Be curious about what motivates learners, both inside and outside of work, without being intrusive.
**Be Patient
When someone knows less than you, there is sometimes the temptation to feel superior, and even to patronise them. Be respectful of their efforts if you want to maintain a good level of co-operation.
**Have Fun
If you set out to enjoy your work and use a little humour, it can go a long way to creating conditions for good learning to take place.
Be Enthusiastic
**Enthusiasm is infectious and sets a good tone for the learning event. It does need to be balanced with composure – an over-enthusiastic approach may undermine your credibility.
**Communicate n connect with others
The relationship with the learner is just one of a number of important communication channels. In order to do your job well, foster good relationships with key players throughout the business, who can support you and provide recognition for the importance of training and the work that you do.
**Be a Facilitator
A common mistake that new trainers make is that they present rather than facilitate in a group setting.
When you present information, you are in control. It feels safer. There is less risk of the training session going off on a tangent, or of not being able to manage a discussion between participants. The downside? It can result in tedious and ineffective training.

In one of my first training sessions, I remember I listed important points on a flipchart, and described them to participants and spoke and spoke n predominantly almost fell asleep. The next time I was in that situation, I asked participants to give me their list of points. It was better than my own. And they finished the session with very positive feedback about me as a trainer!
The lesson learned was: “Ask, Don’t Tell”.

Of course, there has to be a balance between giving information in a training session, and getting the audience to participate. But where possible, turn your subject into a list of clear, probing questions that draw from the experience of the group. You will be surprised at what you will learn, how your training skills will improve and how beneficial the process will be for all concerned.

Trainers need to constantly refresh and extend their repertoire of skills. But an essential start point is to understand exactly what those skills and qualities look like.
The listed below skills and qualities required by trainers, not in an exhaustive way but as markers are given :

Role skills:

1.Presentation – structuring and communicating ideas, using visual aids

2.Facilitation – managing activities, eliciting , contributions and learning

3.One-to-one – coaching, counselling, mentoring, advising, assessing

4.Consultancy – investigating, diagnosing, advising, evaluating, partnering

5.Troubleshooting – insightful, innovative, creative

6.Design – designing courses, materials, role plays , story telling , manuals ,discussions ,case study,activities, opportunities, e-literate

Personal skills & qualities:

1.Communication – listening, questioning, explaining, giving feedback
2.Interpersonal – building relationships, sensitivity, handling conflict,empathy, problem solving
3.Assertiveness – confidence, challenging and supporting, negotiating
4.Flexibility – responsive, creative, adaptable, manage change
5.Expertise – knowledgeable, experienced, insightful, up to date

Organizational skills:

A.Team working – egalitarian, supportive, dependable, collaborative
B.Self-management – managing stress, time and work, self starting, learning
C.Influencing – instigating and driving change, winning support
D.Strategic – co-ordinating, planning, leadership, linking, thinking
E.Problem solving – getting things done, working with operational difficulties
F.Business – financial, marketing, customer care, managing information.

From talking to other trainers it seems that it is the demands of the role ,that understandably, forming the connect ,passion , sole purpose that drives our early development.
But our continuing development is often more a product of our interests , ambitions , perceptions and aspirations and how we maintain our relationships.         Few appear to use any form of framework to help them diagnose how they can grow their professional expertise.
I would be the first to admit that a Structure, a Purpose, VISION ,Goal plan of where we want to stand 10 years down the line from now, what is the path to be taken for the journey should be clearly defined .But the truth is ..what we r not gud at What we are ?is giving a quick glimpse , what might be involved ‘beyond the event’ that has to be helpful if we are to be as effective in our own learning as we expect others to be with theirs

Stop think listen and take actions to what’s the focus on and this will help us grow together to the peak of success and transform the world around us !
Raina tandon