What do you do if your team members lack trust and confidence in your training role?

If your team members lack trust & confidence in your training role, it's essential to address this issue promptly & effectively. Start by having open & honest conversations with them to understand their concerns & perceptions. Actively listen to their feedback & acknowledge their feelings. Demonstrate your expertise & knowledge through well-prepared training sessions that are relevant & impactful. Seek opportunities to build rapport & credibility by delivering on your promises & consistently providing support & guidance. Encourage feedback & implement constructive suggestions to continuously improve your training approach. Building trust takes time & effort, so be patient & consistent in your efforts to rebuild confidence in your role.

Building rapport is really important to earn trust, and to do it well, you need to dedicate time to it. Start by making a list of your team members and organising one-on-one meetings with them. Depending on how many people are in your team, this might take some planning. Next, identify who in your team is more focused on goals and development, and who prefers longer chats to get to know you better on a personal level. Tailor your one-on-one conversations accordingly to meet their needs. A couple of tips to keep in mind: try not to cancel these meetings once they're scheduled, and encourage your team members not to cancel on their side either. This shows your commitment to these moments with them.

This is a really good question. Mutual trust in both the team members and the trainer is essential to the success of the team members development. It's critical to address the issues promptly. Start by having open dialogue to understand the concerns and perceptions. Listen actively, acknowledge their feelings, and create a plan together to identify the areas of opportunity. Reassure them of your commitment to their development and offer additional support or resources. It's critical to remain transparent about your training approach and to adapt that approach based on the needs of the learner.

One way to build trust with your team is to engage them in the learning design and development process early. Collaboration will have a number of benefits, including training relevance and early adoption. Start by leveraging focus groups to generate insight and engagement. Let them brainstorm with you on the deliverables and needs. Gently guide the with underlying objectives, but allow space for adaptations as necessary. This will help establish buy in and also position the focus group as evangelists for the learning events. Continue to seek feedback as you deploy the training and demonstrate the willingness to change and adapt accordingly.

Some channels are helpful in that respect, viz., coordinators with different groups in various skills groups can be helpful to create rapport fast

Being an open-minded person to all suggestions and criticism is good for us as a trainer. Even though we are trainers, we still position ourselves as humans who always need evaluation from other people. Because from the feedback, we can build our values and develop ourselves to be better trainer.

Including relevant data and recent studies can help to establish credibility for your training. First, this will show that you are leaning into best practices and outside expertise to provide a foundation for the learning. Second, this will demonstrate that you are committed to researching and delivering modern trends or science to help your audience get up to speed on the topic. Lastly, it will present you as a facilitator who is willing to put in the work to ensure accuracy and accountability for what you are offering. Quick note, don’t over rely on these tools. Balance this with creating space to discuss, dissect, and disagree with the content. This will help you navigate the fine line between lecturer and facilitator.

Always update your knowledge according to the field of training you are pursuing. Then, instill a sense of trust in your colleagues that you are the only source of the latest information, and convey the latest information that they don't know at all until they are impressed with the information you provide.

Build your credibility in the field. Wear a consultant hat which demonstrates thought leadership - that you are a partner in training, not just one who orchestrates everything.

Realizing that each person has a different learning style is important as a trainer. Create a comfortable and enjoyable atmosphere for training activities. Because everyone has different abilities, and then some need more assistance, accompany them wholeheartedly. Make sure they don't feel isolated because of their limited abilities.

Administer learning style assessments to identify the preferred learning styles of team members, such as visual, auditory, kinesthetic, or read/write learners. Use this information to tailor training materials and delivery methods to align with individual preferences.

Let them be independent and organize brainstorming sessions or idea-generation activities where team members can freely contribute creative solutions, innovative ideas, or insights related to the training topic. Brainstorming sessions stimulate engagement and encourage divergent thinking.