This is the final installment of my series on hiring a trainer.

One definition of effective training is that which brings about a change in attitude and action. If you have chosen the right trainer, you will want to get the most from his/her time at your facility but supporting him/her in any way you can.

Consider developing a checklist of goals you have for him/her and determine if there is sufficient time to cover the materials adequately. For instance, if it is certification training that requires an examination or test, are there manuals that need to be distributed ahead of time? Can students benefit by having study groups ahead of time? Remember that a good training environment is more than simply a data dump with those who have the best memory and test taking skills scoring high on a written test.

My recommendation is to provide any manuals and pre-tests ahead of time so that attendees are aware of the subject matter. They might even be encouraged to list questions to ask of the trainer. Using either a pre-test or a fill in the blank workbook can help attendees learn the material and also better understand how to use the manuals provided. The trainer’s goal should not be to see how many people he/she can fail; rather to focus on what is the best way of communicating the materials in an understandable, manageable fashion. It is of little value to have students leave the session with a lot of facts that do not make sense and have not practical value to their jobs.

Your comments and questions are important. I hope to hear from you soon. Until then, keep it clean...

Mickey Crowe has been involved in the industry for over 35 years. He is a trainer, speaker and consultant. You can reach Mickey at 678-314-2171 or CTCG50@comcast.net


posted on 9/25/2015