TRAINING THE TRAINERS

CHANGE IS PERMANENT, FLEXIBILITY IS A SKILL, ADAPTABILITY IS FOR THE TRAINED

Training is the backbone for the growth of an organisation.  Changing according to demand of the situation is more valid in today’s global world.  Institutions look forward for the ability to adapt, learn and facilitate learning among its employees.  These qualities has taken a lead in the 21^st century job skills.  It is well accepted that the ability to adapt and learn is not so natural among its people.  ‘Fear of the unknown’ is what dominates during the process of ‘change’.  It is here that ‘trainers’ play their magic.  The question which dominates in such a scenario are

·         ‘Are the trainers natural or well trained?’

·         How are trainers trained?

Obviously, not all abilities are natural some are trained and practiced.

Trainers are generally quick learners who are able to connect and correlate their working atmosphere to the learned techniques.  Training them should focus on the direction of the instructional flow.

DIRECTED FLOW OF INSTRUCTIONS PROVIDE RIGHT DIRECTION IN GROWTH

Formal training sessions do not include all the nitty gritties of practical experiences. The main reason for this is the ‘lack of time’ and ‘practicality of the situation’. However, it becomes essential for the trainer to design and train on the possible problem areas.  Trainers carry, load of experiences and expertise on their working platform. Generally, they are excellent communicators and negotiators.  Training them would require the super trainer to concentrate on the policy matters and implementation concerns. 

Organization policies need to be strategized in a manner that it sustains until it penetrates the grassroots. The organisation design on training should emphasize on the vision statement and set the achievable and deliverable based on this statement.

1. Identify quick learners and risk takers:

Selection for the trainers is based on qualities like – Good communicator, negotiator, avid learner and risk taker.  These are most essential qualities during and after the training process.

2. Set your objective:

Organisation sets its objective as its ‘vision and mission’, the statements are filtered and applied for the working process and procedures.  The training need to focus on the organizational objective rather that path and procedures.  The deliverable and achievable become the process of attaining such objective.

3. Train and train:

Established norms are then trained as per the process.  It is key to understand that all learners do not have the same level of learning.  To achieve practicality of the learnt, it is a must to focus on individual learning ability and adaptability.  Making mistakes are always part of learning, providing scope for making mistakes allow training to become successful.

4. Refine and allow practice:

Demonstration of the trained skill is essential.  With demonstration, the ability of the trainer to handle various practical situations is well understood.  The objective of training can be reiterated and allowed to follow as and when diversions happen.  Remember, ‘Unlearn to Relearn’ needs time and practice.

5. Reflect on trained

Training does not end with the training phase.  It is a continuous process.  During the sessions, and after the sessions, feedback is essential for the trainer to improve in areas of delivery and expertise.  Once the process is implemented the analyzed feedback of it gives an immense ‘know-how’ of the extent of the validity of the implementation path and procedures.

Support during implementation is as essential as the training itself.  It is during the starting phase the ‘hesitation towards implementation’ is observed.  On time action is what is needed to push the work towards the rolling phase.

Training has become an integral part of every organisation.  It is now more than ever the requirement of trainers is in demand.  The success of every organisation is very much depended upon the understanding of its employees on the ‘Organisation philosophy’.  Working towards this goal becomes possible when the trainers are well equipped with the process that determines its achievement.

Providing scope for improvement in all the nitty-gritties are essential to accept and adapt to change.  Trainers and the trainees are to be made aware of the same as, ‘Change is permanent and is here to stay’.