Learning from my Mistakes as a Trainer

My First PowerPoint Presentation

I was not yet used to using PowerPoint presentations in my training, in fact it was my first time to create a PowerPoint presentation for a training session and use it during the session. I was volunteering to deliver such a session at some local place in my hometown. At first I was not planning to use a PowerPoint presentation for the session but the team organizing the training requested that I use one. I huddled and assembled a group of slides in which I kept listing points in bullet form in one slide after the other.

Saving the Day

During the training itself, I experimented by using the think and listen technique. It was my first time to use it after reading about it online. I had not even experienced it in any training I had attended before. Although the elements of interactivity I have used combined with my confidence in speaking to an audience helped save the day for that training session, which I was delivering for the first time, yet the dry sequence of bulleted slides I had been using was poor enough to reduce the overall quality of the training. The PowerPoint slides I had prepared contained no images, graphs or photos at all! My slides consisted of nothing but bare text in bullet form.

Poor Evaluation

The average evaluation of the training session as per the training evaluation forms for the trainer performance section was “good”. Compared to other trainers who had been getting “excellent” for their performance at that place my performance was considered pretty modest.

Feedback from Organizers

I remember those organizing the training politely suggesting to me, after the training session was over, that I add some images to the PowerPoint presentation to give it some visual appeal. They noted, however, that participants were “happy,” which seemed to surprise the organizers in light of my bland PowerPoint presentation.

Photo Slides

This experience I had gone through preparing and using my first PowerPoint presentation during a training session was enlightening and resulted in a powerful transformation of my skills later on. As I prepared PowerPoint presentations after that incident I started including some photos to provide visual appeal. This kept developing till my PowerPoint presentations were largely nothing but a sequence of full size photo slides with a few captions and minimal bulleted text which I found to be way more effective than cramming lots of text in bulleted form into the heads of participants.

Learning from Mistakes

Without having gone through the difficult and stressful experience of presenting my first bare PowerPoint presentation I would probably not have learned in such a powerful way the importance of using images and visual appeal in a PowerPoint presentation and would not have had the strong energy propelling me towards creating highly visual PowerPoint presentations later on.

Lessons Learned

Although a trainer should prepare well for the training program he is about to deliver and should practice before actually delivering it to participants yet poor performance and mistakes a trainer makes during the training itself can be a powerful way by which he learns and transforms his skills from a mediocre state to an exceptionally effective one.

So next time you make an embarrassing mistake while delivering a training program do not dwell on it, just use such force to fuel your efforts in developing your skills further in order to avoid such an embarrassing mistake or such poor performance from taking place once again. You will be surprised at the great positive transformation that can result in yourself after going through such an initially stressful situation.

Is there a difficult or embarrassing situation that you have been through which has helped transform the way you see things and has resulted in a positive transformation in your skills? Share your it with us.

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Handling Complaining Employees

Complaining

Often times when I am delivering soft skills training to employees working at some large organization I find some of them strongly complaining about their work and the difficulties they are facing there. They complain about the workload, the lack of sufficient resources, the bad conduct of customers, their managers and even their own colleagues. Sometimes there is only one or two such complaining employees during training and sometimes there are many. When attempting to develop the skills of employees during the training, the complaining ones start to arise complaining about the difficult conditions they are facing at work.

Drowning

If the trainer gives way to such complaining employees they might turn the whole atmosphere of the training program into a bitter and negative one hindering any positive impact from the training. They would eat up and consume a lot of time from the training program and drain their own energy, the energy of their colleges and perhaps even the energy of the trainer himself. Therefore, the corporate training should prevent by all means such negative behavior from those participants to take over the training program and reduce it into nothing but a large avenue for venting out their frustration about difficulties they are facing at work.

There are several methods by which the corporate trainer can control and limit such negative and harmful behavior. Here is a list of some of those methods.

Release

One way to keep employee complaints in check is to allow participants at the beginning of the training to release the complaints they may have in an organized and controlled manner. This can be done using the think and listen technique. Participants are asked to pair up and express problems or difficulties they are facing at work that are making their work harder or preventing them from providing top performance. Then through a round of go round, the most pressing problems can be gathered from participants and written on the flip chart.

Giving all participants a chance to express their problems to their colleagues then to everyone in the training room and then documenting those problems in written form takes out a lot of steam from the complaining employees and allows them to relax during the rest of the training program. An alternative method for collecting employee problems is through the clustering technique.

Proactivity

In addition to allowing participants to express problems they are facing at work during the beginning of the training program, the trainer may also start by talking about the circle of influence and explain how successful people find solutions within their reach and carry them out while unsuccessful people just keep complaining and blame all their problems on other people or on external factors. Explaining this concept thoroughly by the aid of charting diagrams on the flip chart and giving examples through storytelling results in a total halt of complaints from employees attending the training.

Harsh Conditions

The trainer may also mention that it is the competent person who is able to perform well in difficult conditions and that if conditions were to be ideal then any employee with average skills would be able to perform well. Therefore, difficult conditions are actually a means by which highly competent employees can be distinguished.

Ground Rules

A further method by which a corporate trainer can stem the rush of employee complaints from the start of a training program is to include a slide at the beginning of the PowerPoint presentation in which he writes “We are not here today to complain about our work problems!” This can be considered as part of the ground rules and helps eliminate any such negative talk from participants during the training.

Appreciation

A trainer may also explain that we all as humans seek to gain the respect of and appreciation from others. The competent aim for acquiring that through their distinguished and exceptional performance while the incompetent attempt to gain it through complaining about their difficult conditions.

Conclusion

A competent corporate trainer is able to keep employee complaints about their work under control during the training by completely eliminating such complaints or by allowing participants to vent out such complaints in a controlled manner. This helps in maintaining a healthy positive atmosphere throughout the training program.

How else can you handle complaints from employees about their work during a training session?

Role of Training

Solving Problems

Effective training must effect positive change in trainees on the knowledge, skills and behavioral levels in a way that completely or partially solves problems faced by those trainees, their organizations or their communities. If a training program does not lead to positive change in trainees attending it then such training is of little value. Even if a training program does happen to make some changes in trainees, let’s say on the knowledge level and even on the skills level too, yet fails to help in solving any real problem or fulfill any strong need then such training as well is not very useful. The role of training is to problem solve through effective positive change in participants on various levels.

Transformational

Highly successful training transforms individuals completely by making them have a paradigm shift thus changing their behavior by changing their beliefs in addition to developing their skills. Such transformational training does not have to be long. It should focus on experiential learning, total immersion training, powerful story telling, lots of visuals and videos as well as informational stats to support and effect belief change and thus a powerful and sustained positive change in behavior.

Story of a Mind Maps Workshop

I once attended a training session about brainstorming using mind maps. The session was largely nothing but a PowerPoint presentation that had lovely illustrations of colorful mind maps while the ‘trainer’ or presenter set about to speak about the history of mind maps, their uses and how they can be constructed. He even asked us to each draw a mind map on paper for how we see ourselves in 5 years. I admit that the visuals were good, his explanation was clear and his providing of an activity was a good idea yet by the end of the training we did not really grasp how to use mind maps to problem solve.

The session was also a bit too boring with me wanting so much to leave. The person next to me actually left early in the session telling me he found it boring. The most astonishing part to note here was the big smile on the face of the trainer by the end of the session and his sense of pride and happiness thinking that he had done an amazing job in that session! I believe if evaluation forms have been provided to participants and in particular questions about practicality of the training and its usefulness in real life were included the trainer would have known better about his real performance. The session was largely information based with lots of visuals but with no focus on actually using mind maps to solve problems.

Conclusion

Effective training is that which leads to positive change in the behavior, skills and knowledge of participants attending it in a way that helps solve pressing problems and fulfill strong needs. A training program that fails to problem solve or achieve a positive change in trainees is of little or no value at all.

Have you ever attended a training program only to find that it was completely worthless and useless? Tell us why you found it as so.