Training practice I wish we’d see less

1. When you want to genuinely explore a topic and the trainer asks – what are the benefits of using this methodology? And – how does it benefit the person receiving? And – how does it benefit you?

They’re all nonsense questions. They don’t reveal insight. They don’t help explore the topic. They’re just filler. It’s most likely because of poor planning or poor understanding on the part of the trainer.

2. When the trainer isn’t comfortable with debate and they say – we’re not discussing what we’re here for, can we get back on track? Or something similar.

It’s really poor capability on the part of the trainer that they can’t and won’t engage in debate. The people may be going off piste, and that’s ok. They’re in a line of thinking they need to explore, and they need to express. How they do that, and how you engage with them on it matters. It’s rare someone goes into controversy, and more often than not, they’ve been alerted to a line of thinking they hadn’t arrive at previously.

3. When the trainer wants to gain ‘engagement’ and they say – raise your hand if you believe this thing I’m about to say. And – raise your hand if you’ve experienced this thing I’m about to say.

Dear. Fucking. God. Because the people we’re with are children and we’re back in the classroom? This isn’t engagement. It’s interaction for the sake of it. It does nothing beyond asking someone to raise their hand against a highly leading and suggestive statement. That’s not agreement. That’s called compliance. That’s not training. That’s called obedience.

4. When the trainer claims – I am so good at this, I know what’s best for you. You may not want to do this thing, but that’s because you’re closed off to stuff. I’m clearly more knowledgeable than you and know what you need. The trainer may not say these words, but everything they do intimates these things.

I hate this. It happens because there are trainers out there genuinely believe they have so much human insight that they can ‘read people’ and they ‘know psychology’. That’s just not what people need in your training. They want to learn about the content, not be told by you what you think about them. You as the trainer have no position of authority over the person in your training. If they choose to try stuff, it’s because they’re feeling safe to do so, not because you’ve demanded it of them.

5. On virtual training, a trainer doesn’t know how use the tech and they make claims about virtual training being less superior to in-person training.

Well, don’t try go virtual if you don’t know how to do it well. There are many examples of brilliant training being delivered virtually, and your opinion doesn’t matter.

6. When the trainer only has examples from their own experiences.

Because the world revolves around them. That’s why they’re a trainer, because they can recount their personal stuff, and after all they’ve practised their story and can do storytelling really well.  Forget that it’s not relevant or completely misjudged.

I’m gonna stop there. Add your own below yo.

Published by

Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

2 thoughts on “Training practice I wish we’d see less”

  1. 7. When the trainer has no real world experience to offer and is only using textbook cases/hoary shopworn stories as “examples.”

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