You're tasked with training senior-level executives. How do you gain their trust and expertise?

Speak Their Language: Show you understand their industry, company, and their specific challenges. Respect Their Time: Keep it short and sweet – get to the point quickly. Connect the Dots: Personalize your approach by tying your training to their strategic goals and past achievements. Real-World Relevance: Use relatable anecdotes and case studies that mirror their experiences. This builds trust and establishes a connection.

Start by demonstrating a deep understanding of their industry and specific challenges. Prepare thoroughly, using relevant data and examples to tailor your content. Show respect for their experience by acknowledging their expertise and encouraging open dialogue. Use clear, concise language, and focus on actionable insights that align with their strategic goals. Provide evidence of your credibility through past successes, credentials, and testimonials.

En mi experiencia en empresas, he observado que ganar la confianza de los ejecutivos de alto nivel es crucial para una capacitación exitosa. Aquí algunos pasos clave: > Realizar investigación previa: Estudiá las necesidades individuales y estilos de los ejecutivos. > Posicionarse como solucionador: Presentá la capacitación como una solución a sus puntos de dolor específicos. > Adaptar la formación: Asegurá que lo aprendido pueda aplicarse con sus equipos. Si como trainers somos útiles para resolver sus problemas, nos prestarán atención y la capacitación será un éxito.

When training senior-level executives, gaining their trust and respect involves a few key steps. First, be well-prepared and knowledgeable about the topic, showing that you understand their level of expertise and the challenges they face. Engage them in meaningful discussions, valuing their input and experiences. Be confident yet humble, demonstrating that you are there to support and enhance their skills, not to lecture them. Building rapport through genuine communication and understanding their goals will help in establishing a trustworthy and productive relationship.

Be the Expert: Showcase your knowledge and experience related to the training topic. Focus on Value: Highlight how your background directly benefits their needs and the training goals. Answer with Confidence: Be prepared for tough questions and provide practical examples to solidify your expertise. Insights that Impress: Deliver deep insights that connect your knowledge to their world, demonstrating your credibility.

Research the specific needs and challenges faced by your executive team. Tailor your training content to address those issues directly. Avoid excessive academic jargon and focus on practical applications. Use real-world examples and case studies relevant to their industry. Respect is earned. Showcase your expertise in the training topic. Present data, research findings, and industry trends to support your claims. Don't forget to do open communication and actively listen to all their questions.

This is often a step that is missed as a lot of people forget that Senior Executives also attend trainings. More often than not, Senior executives are a wealth of knowledge. Always remember to speak to their level of experience. Customizing your content tailored specifically to their needs will make the training more hands on (VOLUNTEERS, YAY!) and will bring out the less stern nature.

Keep it simple! Too often, I see trainers using C-Suite trainings as an opportunity to showcase every skill they have to impress. Instead, show them how efficient you can be and curate your content to ONLY solve the problem you’re asked to address.

Design activities, polls, or group discussions that encourage active participation. This keeps them engaged and allows you to address their specific needs in real-time. Discussing strategic decision-making. Pose open-ended questions that prompt executives to share past successes and challenges. Present real-world case studies, industry trends, and examples relevant to their specific roles. This shows how the training directly impacts their work.

Agregar valor é a palavra de ordem para cargos executivos. é, portanto, necessário que no momento da busca por uma conex?o com a alta dire??o da empresa, se busque utilizar a mesma linguagem habitualmente utilizada por eles. Se você n?o conseguir essa conex?o através de suas ferramentas de comunica??o, todo o restante do seu treinamento estará comprometido.

My type of follow up will be: - Shortly after the training, send a concise email recap of the key takeaways and action items. Include links to any additional resources mentioned during the session. - Show your commitment by ending your initial email with an open invitation for follow-up questions. Offer multiple options for reaching you, like email, phone, or even a quick virtual chat. - Celebrate their wins! Publicly acknowledge their progress in a follow-up email or company newsletter (with their permission). - Share valuable insights or articles with the executives in a follow-up email, showcasing your commitment to staying ahead of the curve.

Don’t send a survey that takes 15 minutes to complete on a training that took 5 minutes! Instead, build feedback into your course by having learners rate or comment as they go to assess the effectiveness of the learning. You’ll get better feedback in real time then a week later they are busy and have moved on from your course; don’t bring it up again unless you have to.

I don't know about you but I am grateful when someone shares a useful tip or insight and I learn from them. That makes my time meaningful and people never forget who they have learned from, positive or negative.