How can you build trust with stakeholders during training?

Absolutely love this question! Let me start by staying if you've collaborating with stakeholders during training, congrats! I like to think of collaboration as authenticity and transparency about what the training objectives are, in addition to the expected outcomes. Communicate clearly what the purpose is of the training and how it aligns with the overall goal and mission of the organization. Additionally, credibility is everything when collaborating with stakeholders; be ready to foster trust in the training process. Tailor the training to address the specific needs and concerns of the stakeholders AND make it interactive! They're the stakeholders for a reason! Be sure to show empathy and be ready to implement their recommendations!

Building trust with stakeholders during training involves clear communication, delivering on promises, and actively listening to their concerns. Demonstrate expertise through well-prepared materials and engaging presentations. Address their needs and provide solutions effectively. Be transparent about goals, progress, and potential challenges. Show empathy and understanding towards their perspectives. Encourage open dialogue and feedback to foster collaboration and continuous improvement. By consistently demonstrating reliability, competence, and responsiveness, you can cultivate trust and strengthen relationships with stakeholders. Remember, trust is earned over time through consistent actions and genuine interactions.

In training, fostering open communication, involving stakeholders in planning, tailoring materials to their needs, demonstrating expertise, taking responsibility, showing empathy and respect, and being dependable are essential for building trust. By prioritizing transparent communication, involving stakeholders, customizing content, and ensuring reliability, trainers can establish credibility and gain stakeholder support for training projects.

Conduct stakeholder analysis to identify and prioritize stakeholders based on their level of influence, interest, and impact on the project. Stakeholder analysis techniques such as power/interest grid, power/influence grid, or salience model can help you categorize stakeholders effectively.

Qualified Trainers - Ensure that trainers are not only knowledgeable in their subject matter but also skilled in teaching and engaging with the audience. Stakeholder confidence often hinges on the perceived competence of trainers. Evidence-Based Methods - Use training methods and materials that are based on proven research and best practices. Demonstrating an evidence-based approach can reassure stakeholders of the training program's value.

Setting the context is very important and also the training plan can be shared for better understanding as what they can expect form the session

It's all about communication. You want to be a trusted partner, but "just trust us" isn't enough. You can't take a no news is good news approach. It's important to let stakeholders know what and when they expect to hear from you and then you must deliver. Leaving a communication void lets others imagine what is going on and fill things in with their own voice. I always prefer to address the issues in our voice to better guide the message.

O líder deve ter uma comunica??o assertiva , transparente . Deve definir claramente objetivos a serem alcan?ados e o que espera de cada indivíduo da equipe. Deve repetir quantas vezes for necessário o que espera de cada um e do grupo como um todo. O líder deve abre ouvir . Estando atento a ideias , comportamentos e reivindica??es da equipe. Conquistas e resultados positivos devem ser comemorados , falhas e pontos negativos devem ser superados e servir de aprendizado para realizar melhor nas próximas vezes. A comunica??o deve sempre estar aberta a todos da equipe.

It requires clear communication, transparency, and delivering on promises. Start by understanding their expectations & concerns prior to training. If a stakeholder is worried about the relevancy of content, customize the training to address their specific needs. Keep them informed with regular updates on the training's progress and how it aligns with their goals. Encourage feedback and incorporate it into the training to show that their input is valued. Demonstrate the impact of training by sharing success stories & tangible results. By being responsive, reliable, and results-oriented, you'll not only build trust with your stakeholders but also foster a positive and collaborative training environment.

Maintain open, honest, and transparent communication with stakeholders throughout the training process. Clearly articulate the training objectives, expectations, timelines, and any potential challenges or risks.

This is very important. If the training process raises the confidence that the trainee will gain the knowledge needed to apply back in the work environment not only will you have buy-in, you have a repeat customer(s). Also, rarely have I had stakeholders who want an off the shelf training, they want a customized feel beyond just branding they want alignment to the business or behavior change needed. Here's a kicker, if the post training observations or knowledge application isn't cumbersome and feels like part of the routine work practices your stakeholders may upgrade to being a in the trenches partner to you!

Uma parte interessante é o facilitador construir junto aos participantes um código de ética para o treinamento. Deixar que os próprios participantes tragam regras importantes que devem ser respeitadas por todos os envolvidos. E é importante frisar essa última parte, para que o comprometimento seja de todos.

Before ever setting foot on stage for a keynote or training seminar, I speak to the clients to best understand their needs and desired outcome. Being able to effectively address their needs, and hearing firsthand what they have previously tried to fix the issue, is worth its weight in gold. Engaging the key stakeholders during the training session, armed with what you have already know, while allow you to help make bring the training home and your information actionable.

This is the most important part of facilitation that I have learnt -We do not have all the answers and we may not have all the answers to the questions of the participants. But we can definitely involve them and solicit answers from them. Of course, after making them understand and trust that they are in a safe environment. I have seen when trainers, facilitators or leaders behave in a vulnerable way in front of their audience or participants by stating in clear terms that they may not have the right answer, but are willing to attempt to answer their questions, the trust, relationship and the bond between the facilitator, and the participants go up by leaps and bounds.

Basic project management? But learn from the Agile concept, there are pigs and there are chickens. One is committed to the project, the other will sit on the fence and crow loudly. Know the difference. While on the topic, what is your commitment to this training? Is it about paying the accounts, a fireworks display or are you genuinely wanting to make a difference?

Showcase your expertise and knowledge in the subject matter being trained. Provide relevant examples, case studies, and best practices to illustrate key concepts and principles.

I honestly think this one is the core of Adult Learning Management. Kids would trust their teachers based on how they behave how they are treated. For adults, more than how you project yourself, you should also show confidence and knowledge in what you present.

Demonstrating your expertise is key. Showcase your knowledge: Highlight your qualifications and deep understanding of the training topic. Follow best practices: Adhere to industry standards and utilize effective training methods. Share your success: Present testimonials or case studies to showcase impactful training. Embrace feedback: Actively seek input from stakeholders and other trainers, demonstrating your commitment to continuous improvement. By combining expertise with a growth mindset, you build trust and ensure a successful training experience.

I am pleased with the success at training sessions and this is mainly because I engage with the participants without taking away their credibility. Giving them that due and relating to topics that the parts are familiar with. Citing examples which are local in nature and something that they can directly relate the training modules to. Sharing examples of past successes that I have had in similar industries or companies such as the current is a great way for the cohort to build confidence in me. It goes without saying that empathy and humility is definitely the foundation for success.

Apresente resultados positivos que ser?o resultados da boa realiza??o das fun??es pré determinadas pela empresa para atingir objetivos definidos. Demonstra possibilidades positivas para o profissional em termos de carreira na empresa , por vezes extensivas a vida pessoal e para empresa como um todo. Refor?ando a marca no mercado , possibilitando novos negócios , alcan?ando lucro , marcando o share of mind de stakeholders , e se posicionando em termos de produto ou servi?o no seu mercado específico.

J'utilise la communication non violente (CNV) : - Observer sans jugement : Remplacer "tu n'es pas attentif" par "j'ai remarqué que tu consultes souvent ton téléphone". - Expression des sentiments : Inciter à partager des sentiments liés aux observations. - Identification des besoins : clarifier les besoins sous-jacents aux sentiments exprimés. Exemple : "Mon besoin est que chacun participe activement pour apprendre efficacement ensemble". - Formulation de demandes claires : "Je vous demande de limiter l'usage de votre téléphone aux pauses. Est-ce possible pour vous ?"

Set realistic expectations about what can be achieved through the training program. Be honest about the limitations and constraints, and discuss potential trade-offs if necessary.

La empatía al día de hoy más que un sentimiento de deriva como una virtud de comprender que nosotros estamos frente a un grupo para guiarlos a ser mejores no para mostrarnos como los mejores!

The most important factor is the feedback .. This will help in adjusting the direction in order to meet the stakeholders expectations..we should seek & appreciate feedback.. We need to address the target stakeholders with what is really required not what we just feel it is required & this needs meaningful actions through measurements and alignments.. Sometimes the problems are because of the wrong direction which is the critical one ; however the speed may be a problem as well yet can be adjusted as long as you are on the right direction .. Remember: The feedback will help in solving all these issues..

Conduct a post-mortem activity to seek feedback as to how the training could be improved, areas to continue doing and key action items that must be monitored to sustain impact of training. By doing so could help keep the relationship with the stakeholders and ensure that we mean business by conducting continuous assessment and/or support check whether the training was indeed successful.

In my experience, providing ongoing support and follow-up after the training to ensure that stakeholders can apply what they’ve learned effectively, demonstrates a commitment to their success beyond the training sessions.

Share a relevant struggle or mistake, demonstrating authenticity and a growth mindset. This unexpected transparency improves connection and trust.

Encourage stakeholders to provide feedback on the training program, including what worked well and areas for improvement. Use this feedback to refine and enhance the training process moving forward.