Discover innovative and engaging methods to design impactful learning sessions.
Conducting a Training Session
One key responsibility of management and leadership is conducting training sessions for their teams. Investing in skill development is crucial for the success of any organization. However, training sessions often fall short in terms of productivity or fail to resonate with participants.
So, how can we design training sessions that are both enjoyable and memorable?
Here are five tips to ensure your training sessions are effective, engaging, and beneficial for both you and your team.
Embrace the Role of Facilitator
When tasked with running a training session, it’s often because we have significant expertise in the subject. However, this expertise can sometimes present a challenge. Since the topic is second nature to us, it can be difficult to break it down into manageable pieces for those learning it for the first time. This disconnect may lead to overwhelming or confusing the team by introducing too much information too quickly, instead of building understanding step by step.
The key is to adopt a beginner’s mindset. Step out of the expert role and focus on simplifying the topic. Resist the urge to share everything you know and instead concentrate on breaking it down into its most essential and digestible parts.
Keep Your Talking to a Minimum
Be deliberate about what to share and what to leave out—learn to self-edit. People learn best when they are actively engaged, so it’s essential to pace the session according to their needs. Structure your training into short, focused segments of information, followed by interactive activities like discussions or Q&A.
Allow participants enough time to process each piece of information and encourage them to relate it to their everyday experiences. This helps them take ownership of the material, making it more memorable and easier to retain over time.
Ask Thought-Provoking Questions
To foster engagement during training, focus on asking thoughtful and meaningful questions. What makes a question “good”? A good question encourages participants to reflect on the information they’ve just received and connect it to their own experiences. It helps them take ownership of what they’ve learned and actively participate in the process.
Good questions also stimulate involvement, ensuring that participants make the most of their time in training. They can reveal what the team already knows, allowing for collaborative learning. When people share their thoughts and hear others attempt to understand a new concept, it opens up new perspectives and learning opportunities for the entire group.
Remember that not everyone enjoys learning, and some may feel hesitant to participate. Be patient and generous with your time, showing genuine appreciation when people ask questions. When participants see that you value and support their curiosity, it creates a safe and encouraging environment. Over time, this fosters confidence, making the entire group more willing to engage and make the most of your training sessions.
Measure Progress Before and After
A valuable approach to creating effective training sessions is to continuously evaluate both your process and the team’s progress. Conducting evaluations before and after the session can provide meaningful insights. Start by turning your training objectives into questions that assess participants’ baseline knowledge of the topic. After the session, ask the same questions to measure how much they’ve learned.
This method not only demonstrates the session’s impact but also motivates everyone involved. It reinforces the value of training for you, your team, and the organization, while contributing to the development of a strong learning culture.
Emphasize the Learning Achieved
The final tip for creating engaging training sessions is to emphasize the key takeaways throughout the session and revisit them at the end. Encourage participants to identify and articulate these key points after the session. This not only fosters engagement but also helps them solidify and retain the information more effectively.
For example, you could ask:
- “What is one key takeaway you have from this training session?”
- “What was your biggest surprise during the session?”
Invite your team to share feedback on what worked well and what could be improved. Encouraging open dialogue about enhancing future training sessions and identifying potential next steps can be incredibly empowering. This approach not only improves the learning experience but also fosters a culture of continuous improvement and collaboration.