Seeking Trainer Insights: Can You Share Your Experiences on Methodology and Tools?

Dear Trainers,

I am Bhavana, and I am doing the Train the Trainer Course. I have been allotted a project on interviewing trainers in the following areas:

1. Training Methodology and Delivery
2. Discipline Handling
3. Use of Learning Tools

I request you to kindly help me successfully complete my project by sharing your knowledge and experiences. If you would like to help me, please email me at bhavana.dutt@gmail.com.

Thank You

Regards,
Bhavana

Hi Ketan,

Thank you for your reply. I would like to know about the training methods and tools you use to make your sessions effective as a trainer. How do you address disciplinary issues during your sessions? Additionally, I am interested in learning more about your educational background and work experience.

Regards,
Bhavana

Bhavana - I handle large teams in operations and the contact center world. Based on my experience, I would suggest two things that are extremely crucial for a trainer:

1) Content – One needs to know granular level details about the training content to handle Q/A efficiently.

2) Personality of the trainer – It's the trainer who adds life to the slides, a tint of pleasing attitude, and loads of confidence. When taking trainings, one needs to feel that you have arrived and you are THE most confident creature on the planet. Trust me, once you feel it from within, you have it.

I will be pleased to know your career progression, so do find time to write back.

Good luck!

Goldy A

Hi Ketan,

This is Suddhadeb Banerjee. I am going to sit for an interview for an Assistant Manager Training position. Please help in case you are available.

Please find the resume attached for your reference.

Thanks & Regards,
Suddhadeb Banerjee
9818772731

Hi Bhavana,

I find that for behavioral/soft skills training, experiential training programs are good and they create a positive impact on the participants. It is not always necessary to have lengthy workshops. Smaller 2 to 3-hour sessions can be focused on specific issues. I initiate discussions by introducing a topic or key words to prompt the participants to engage in conversation on the subject. I summarize the key points that emerge, subtly incorporating any missed points during the discussion. Following this, I conduct activities designed to emphasize the specific desired learning outcomes. After the activity, I encourage participants to share their observations and summarize the learnings.

As for training on technical topics, it requires different strategies to be effective. Interactions, participant queries, micro-tasks, group assignments, and engaging presentations can make these sessions interesting, thereby enhancing the participants' takeaways and impact on their skills.

I hope this information is helpful to you.

Pawar

Dear Suddha,

Typically, for a trainer's interview, the basic things an interviewer looks for are pleasantness, communication skills, and good listening ability. You need to have a good command over your organized thoughts, logical replies, and a proactive attitude. Key knowledge in your field is a must; being a jack of all trades and master of none doesn't work. You need to be a master in your field.

Typical questions you may face include:

Q1: Why did you shift from a background in Hotel Management, Catering, and Applied Nutrition to the BPO industry?

Q2: Why did you leave AMEX?

Q3: The interviewer may challenge the role and responsibilities, especially regarding finance qualifications for a credit analyst position.

Q4: The interviewer may question the stability of your employment history, such as the gap between your employment at AMEX and SPANCO.

Overall, I see some aspects missing in your profile that a typical trainer needs:

1. Specific knowledge in a field like finance, CRM, or any technical expertise.
2. Your educational qualifications do not align with your current profile.
3. Changing companies frequently in the last five years may raise stability concerns.
4. Your CV is lengthy; consider making it more concise and to the point.
5. If you feel necessary, consider changing the format of your CV.
6. Be prepared for a sample presentation on any topic.
7. Why have you chosen "Training" as a career?

I hope you don't mind my critiques. Please revert.

Regards,
Ketan
9827710911

[QUOTE=bhavana.dutt;914085]

1. Training Methodology and Delivery
2. Discipline Handling
3. Use of Learning Tools

1. Directive Communication Methodology - Delivery: 7 - 20 experiential with inspired implementation
2. Accept the hecklers looking for significance in your class and use their actions to make a light fun while relating the action to a specific learning point
3. DC psychology and learning reinforcement tools: see 'Tools for Trainers' at: DC Advance Shopping Cart (Alternative e-store). Each tool page has full explanations.
Hope this helps.

Hi Bhavna,

Trainers firstly need to know the nuts and bolts of their relevant area of expertise. Secondly, a simple, constructive, enthusiastic, empathetic, confident approach adds value to the subject. Thirdly, a presentable attire, a positive body language, and a well-trained voice that leaves an impact.

I shall be glad to help or be corrected.

Regards, Reema, Communications Trainer.

Hello All,

Thank you for your suggestions and replies. I have attached a Word document. I would like all of you to go through the document and fill in the details. I would like to know, as a trainer, what you would do. If you are not able to understand, please provide your contact number or email address, or you can call me at +919866188763.

Regards,
Bhavana

Dear Bhavana,

Wishing you a Happy Diwali.

Benjamin Bloom's Taxonomy of Learning would help you to design questions that will assist you in understanding the Knowledge, Skills, and Abilities of the person you are interviewing, especially trainers.

Cheers!
Maanveer Singh
maanveer@gmail.com

Dear Rajesh Singh,

It's a good topic, but I need a few days to collect information and help you out with the same.

Regards,
Rajesh Singh
Pune