Leading Difficult Training


Published on

This is a presentation for the Trainers to hold difficult training sessions.

1 Like
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Leading Difficult Training

  1. 1. Leading Difficult Training Sessions By: Rohan Bhatt
  2. 2. Introduction <ul><li>Training sessions should be enjoyable for both the participants and the trainer </li></ul><ul><li>– Participants learn new skills and gain knowledge </li></ul><ul><li>– The trainer should feel a sense of satisfaction that through their able facilitation the participants are developing </li></ul>
  3. 3. Difficult Training Sessions <ul><li>• Sometimes the training session may become derailed by the behaviour of individuals in the session </li></ul><ul><li>– Dominating individuals in the group </li></ul><ul><li>– Quiet members of the group etc </li></ul><ul><li>• This presentation suggests tools and techniques the trainer can use to deal with these difficult situations </li></ul>
  4. 4. <ul><li>Dominating the </li></ul><ul><li>Session </li></ul>
  5. 5. Small Group Exercise <ul><li>• A participant is dominating, doing all the </li></ul><ul><li>talking, answering the trainer all the time, </li></ul><ul><li>and monopolizing the group's time. </li></ul><ul><li>– If participant has a worthwhile contribution this may not be a problem </li></ul><ul><li>– It becomes a problem is other people are getting annoyed. You want everyone to participate and share their input. </li></ul><ul><li>Working in your groups identify: </li></ul><ul><li>• What can be done? </li></ul><ul><li>• What not to do? </li></ul>
  6. 6. What can be done? <ul><li>– Ask the rest of the group for their reaction </li></ul><ul><li>&quot; How do the rest of you feel about that?&quot; </li></ul><ul><li>– Use other means of eliciting responses &quot; I'd </li></ul><ul><li>like you to discuss this in three person </li></ul><ul><li>groups &quot; . Then assign the groups. </li></ul><ul><li>– Avoid eye contact with dominating participant. When you pose a question look at other people. If the dominator continues to talk, interrupt by rephrasing “I'd like to hear from some others this time.” </li></ul>
  7. 7. What not to do… <ul><li>– Attack the dominating participant with </li></ul><ul><li>jibes “What a surprise, Harry has his hand </li></ul><ul><li>up again” </li></ul><ul><li>– Tell them to stop contributing </li></ul>
  8. 8. <ul><li>Quiet Individuals </li></ul>
  9. 9. Small Group Exercise <ul><li>• One or two people have not spoken or </li></ul><ul><li>contributed during the training session. </li></ul><ul><li>– We cannot assume from this that they are </li></ul><ul><li>bored, confused or anything else. </li></ul><ul><li>– The only problem we have is that we aren't </li></ul><ul><li>getting any responses to know whether they </li></ul><ul><li>are following the discussion. </li></ul><ul><li>Working in your groups identify: </li></ul><ul><li>• What can be done? </li></ul><ul><li>• What not to do? </li></ul>
  10. 10. What Can be Done? <ul><li>– Try and ease the silent ones into the </li></ul><ul><li>group without embarrassing them </li></ul><ul><li>– Pose an assignment and break the </li></ul><ul><li>group into subgroups of 3-4 persons. </li></ul><ul><li>As you circulate amongst the groups </li></ul><ul><li>pay attention to the silent ones. </li></ul>
  11. 11. What not to do? <ul><li>– Call the silent participants by name, </li></ul><ul><li>unless you are inviting them to share with </li></ul><ul><li>an experience in which they feel </li></ul><ul><li>comfortable. </li></ul><ul><li>– Put pressure on the silent one such as </li></ul><ul><li>“How about this one, Janet....&quot; </li></ul>
  12. 12. <ul><li>Talking During the Sessions </li></ul>
  13. 13. Small Group Exercise <ul><li>• Two or three people who sit together are </li></ul><ul><li>talking softly among themselves and not </li></ul><ul><li>paying attention to the trainer. This has </li></ul><ul><li>been going on for five minutes. </li></ul><ul><li>• On the surface it may appear that they are not </li></ul><ul><li>paying attention. However they might be sharing an </li></ul><ul><li>insight on how to apply a new idea that they have </li></ul><ul><li>just picked up. </li></ul><ul><li>• Working in your groups identify: </li></ul><ul><li>– What can be done? </li></ul><ul><li>– What not to do? </li></ul>
  14. 14. What can be Done? <ul><li>– If the participants are seated around U shaped tables or in a circle, the trainer might walk slowly toward the talking participants, while looking at the rest of the group. If their comments are relevant they will have no guilt finishing their comments. </li></ul><ul><li>– The trainer might pose a question to the group, and then split the group into subgroups. This allows the trainer to split up the two people talking. </li></ul><ul><li>– The trainer might call on the person next to the two people speaking. This is likely to get them to return to the main discussions. </li></ul><ul><li>– Finally you might decide to be more directive and say &quot; Excuse me, but I wonder if you two could rejoin the groups. Some of us are having trouble hearing.&quot; </li></ul>
  15. 15. What not to do <ul><li>– Resort to treating them as children. </li></ul><ul><li>– Scold the two people talking. </li></ul><ul><li>– Lower your voice to catch the talkers out </li></ul>
  16. 16. <ul><li>Antagonists </li></ul>
  17. 17. Small Group Exercise <ul><li>• Several participants are making their negative attitude known to others - by their side comments, scoffs, folded arms and un- cooperative or antagonistic attitude. This is creating an unhealthy climate and making </li></ul><ul><li>things unpleasant for others. </li></ul><ul><li>• Working in your groups identify: </li></ul><ul><li>– What can be done? </li></ul><ul><li>– What not to do? </li></ul>
  18. 18. What can be Done? <ul><li>• As soon as you get negative feedback from some of the group ask the others &quot; how do the rest of you feel?” The rest of the group will feedback if they feel the others are being negative. </li></ul><ul><li>• Put the antagonists to work for example, ask the antagonists to take notes, or elect them to write up on the flip </li></ul><ul><li>• Talk to the antagonists during a break &quot; I have the feeling that these sessions are not meeting your expectations, or aren't relevant to your needs, I wanted to discuss it with you as I certainly don't want you wasting your time here.” </li></ul>
  19. 19. What not to do <ul><li>– Take the antagonist on, you may lose. </li></ul><ul><li>– Reinforce their behaviour by granting </li></ul><ul><li>them the stage. </li></ul><ul><li>– Insult the antagonist as this may add to </li></ul><ul><li>the negative feelings in the group. </li></ul>
  20. 20. Other Important things that we forget <ul><li>Science proves that an average adult has a brain of about 1,400 grams which means that we all are born equal </li></ul><ul><li>It is also well known that there are 24 hours in a day. Again common for all. </li></ul><ul><li>This proves that no one is lesser or more in terms of potential or talent. </li></ul><ul><li>Any Industry depends on the most important and crucial resource in the World: Human Resources </li></ul>
  21. 21. Remember these points <ul><li>And try being a better trainer or a speaker. </li></ul><ul><li>The above all… The job of a good trainer is that he/she should always be the most enthusiastic and co-operative person at all times. </li></ul><ul><li>This presentation will hopefully give you a better understanding </li></ul>
  22. 22. Thanks and Regards Rohan Bhatt [SQuare Consulting and Management Services]