Training
During the Training
As a trainer, your goal is to help participants learn new information and build skills. The best way to help people learn is to use techniques that recognize and build on participants’ knowledge, skills and experiences.
For detailed information on different training methods, see Appendix B: Selecting Appropriate Training Methods. However, there are some general considerations to keep in mind:
- When speaking, be natural. Speak in a conversational tone. Slow down and emphasize important points, and pause before and after key points to set them apart.
- Be sincere and build rapport with your audience. Involve them in the presentation. Ask your audience questions to be sure that they’re following you. If appropriate, get feedback from them after the presentation and use this feedback to make your next presentation even better.
- Be respectful of your participants’ schedules. Start on time and keep a discrete eye on a nearby clock or watch as the presentation progresses.
- Inform the group about the schedule, even if you have provided a written agenda. For example, you might say something like: Next, we?ll discuss the basic facts about SIDS. After that, we?ll have a 10-minute break.
- Announce any changes in or adaptations to the schedule as soon as you are aware of them.
- Have a glass of water close at hand, just in case you need to relieve a dry throat during the presentation.
- Training team composition sends a message. Whenever possible, trainers’ cultural backgrounds should be representative of participants’ backgrounds. Diverse groups of participants will benefit from seeing people from their own communities among the trainers. In addition, a multicultural training team models cooperation and sharing among cultures.
- Trainer styles differ, just as learning styles do. Therefore, be careful in designing the training on the basis of an individual trainer’s preferred style.
- Acknowledge areas of weakness and expertise. If given a direct question, make an attempt to answer it in an accurate and forthright manner. If you do not know the answer, say so. If you can get back to the questioner with the correct answer at a later date, say so.
- Keep training goals and objectives in mind at all times, but especially when processing. Be aware of participants who might take over or seek to control. If you are uncomfortable with conflict, or uncertain about how to address it, seek training in conflict resolution.
