Shared by Terence Yeung

During a recent exchange with senior management, I was inspired to reflect deeply on what makes training effective.  With over two decades of experience collaborating with trainers globally, I have come to realize that there are differing understandings among trainers and clients about what training truly entails and how it should be evaluated. I wish to share my perspective with you and invite your thoughts on the matter.

1. Training Should Inspire, Motivate, and Teach Change

Before delving into the specifics, it is crucial to ask ourselves: Why do we train? This fundamental question serves as the guiding principle for effective training. Training should serve the following purposes:

• Trainees should acquire or enhance knowledge, skills, and techniques that are useful and applicable to their personal or professional lives. This involves equipping them with practical tools and capabilities that they can readily utilize.
• Trainees should develop new ways of thinking that inspire them to make better decisions, exercise sound judgment, and add value to their endeavors. Training should ignite a spark within individuals, providing them with fresh perspectives and encouraging them to embrace positive change.

Therefore, by its very nature, training should deliver value to the trainees. This value can manifest in both educational and thought-provoking ways, empowering individuals to grow and evolve.

2. Training Should Not Be Measured Solely by Energy and Engagement

While participant engagement is undeniably important, we must not solely rely on the energy in the room or the level of engagement as the primary indicators of effective training. Research findings consistently show that high levels of engagement enhance knowledge retention and make learning more memorable, thereby increasing the likelihood of skill application. However, it is crucial to emphasize that engagement alone does not constitute good training if there is no genuine learning taking place.

Consider the common scenario where the following conversation occurs:

• A: “How did you find today’s training?”
• B: “It was excellent! The participants were highly engaged, and the room was filled with energy. It was a great session!”

Unfortunately, such conversations often transpire even when the trainer fails to deliver meaningful learning points during the training. To illustrate this further, let’s take an extreme example: If each participant were asked to share an interesting joke, the energy and engagement levels would undoubtedly be high, but the absence of genuine learning would render it ineffective as a training session.

In my humble opinion, training without effectively transferring knowledge and skills to participants cannot be considered good training, regardless of high participant engagement.

3. Facilitation Involves More Than Inviting People to Speak

Trainers often facilitate discussions and group activities, encouraging participants to share their thoughts. However, I have witnessed instances where even experienced trainers fail to extract meaningful training points after soliciting responses from participants or conducting group discussions. For example, a trainer might ask participants to discuss certain topics in groups and subsequently invite them to share their views. However, once each group presents, the trainer moves on with a simple “Excellent! Great sharing. Next,” without fully unpacking and analyzing the insights shared. While it is commendable to encourage participants, a skilled trainer should also actively listen, understand, paraphrase, and connect the group’s contributions to the desired training objectives.

4. Experiential Exercises Should Be Relevant and Purposeful

Experiential exercises have gained popularity in training sessions for their ability to create energy and engagement. However, it is essential to ensure that these exercises are thoughtfully designed and aligned with the intended training outcomes. They should not be included solely for the sake of energizing the room. The debriefing phase following these exercises must be relevant, connecting the experiences to the training points and enabling participants to reflect, internalize, and apply their newfound insights effectively.

5. Trainers May Not Have All the Answers, but They Should Offer Their Views

During training sessions, participants often pose questions related to the subject matter. While redirecting questions to the group can be a useful technique, it is equally important for trainers to share their own perspectives. Trainees seek the trainer’s expertise and insights. Therefore, after hearing various responses, a trainer should express their viewpoint, providing a balanced perspective that combines the contributions of the group with their own knowledge and experience.

In conclusion, effective training goes beyond mere participant engagement and energy in the room. It should inspire, motivate, and teach change while delivering tangible value to the trainees. Training should be a catalyst for acquiring new knowledge, developing essential skills, and adopting fresh perspectives.  As trainers, we must strive to facilitate meaningful discussions, design relevant experiential exercises, and actively contribute our own insights. By doing so, we can create an environment that fosters genuine learning and growth. Remember, training without effective knowledge transfer cannot be considered successful, regardless of the energy and engagement levels. Let us continue to explore and refine our approach to training, ensuring that it truly serves the needs of our trainees and empowers them to thrive in their personal and professional lives.