How do you succeed at training delivery?

An essential part of this topic is to move from the word "DELIVERY to FACILITATION or ENGAGING CONVERSATIONS & REFLECTIONS" Learning the art to engage the audience through storytelling, using latest online tools to engage, using VAK methodologies to create an experience, can yield more effectiveness & impact

Call the participants with their first name, so have a better connection with them. Learn to practice more of the listening skill.

Knowing my content is number one, and then knowing who my audience is, I can tailor it to meet their needs. My preference over the last two and a bit decades, has been to deliver content in engaging ways, encouraging interaction within the group, and time to discuss and process content in context. Unfortunately process time is often sadly overlooked in trainings, as is follow-up. And yet we know that as humans, we rarely ever take in content for the first time, transfer it straight into practice and continue to confidently and consistently utilise the new information.

Thinking of how you can't deliver it in just one way. When you want to get the right level... you use all angles. Provide the same information in different formats. Some prefer face to face, some want to have a document of concept to mule over. Myself personally I love to express and gain knowledge via Visual/Video. That's just how I work so I know others work differently.

To excel in training delivery, it's essential to understand that success is not just about conveying information but fostering a transformative experience. Recognize that your learners are active participants in their own learning journey, and your role is to facilitate their growth. Embrace a learner-centered approach where you encourage critical thinking, collaboration, and self-directed learning. Beyond content knowledge, focus on building essential skills such as problem-solving, adaptability, and emotional intelligence, preparing learners for real-world challenges. Remember that success in training delivery isn't solely measured by what you teach, but by the positive impact you enable your audience to create in their lives and careers.

Planning is the backbone of any successful training. An organized session reflects professionalism and ensures comprehensive coverage of content. However, the real art lies in the balance between structure and adaptability. While a detailed plan provides direction, it's vital to remain receptive to the room's energy and adjust based on participants' needs. Incorporate interactive segments to ensure engagement. Plan for both best-case scenarios and potential challenges, preparing contingency exercises or discussion points. Regularly updating session plans based on past feedback allows for iterative improvements. A well-planned session is more than a roadmap; it's a dynamic tool that evolves with each training, optimizing learning outcomes.

Quality planning is essential (but also the courage to adapt if needed). I think about the three C's Communication: How can I communicate in a way that will engage people where they are? Clarity: Have I pitched it at a level that works for them? Are the concepts clear? What is my main message? Cohesion: How can I link ideas and concepts into practice? How do I show how what I am teaching links to professional practice?

Training always go in a flow and we should make an outline, depending upon number of days/hours of the training. If we are ready with a tentative plan, means what all topics we will cover each day, it will keep your training delivery systematic.

Planning in training sessions is the compass that guides effective learning. It ensures that objectives are clear and content is organized which results in maximized engagement and participants leave with tangible knowledge. A well-structured plan not only benefits the trainer but also creates a positive and productive learning environment, ultimately leading to successful outcomes .

Effective session planning goes beyond templates and structure; it's about understanding the dynamic nature of learning. While templates provide a valuable framework, remain open to spontaneity and adapting to learners' needs. Flexibility allows you to seize teachable moments and address unexpected questions. Prioritize clarity not only in your plan but in your delivery, ensuring learners grasp complex concepts. Beyond evaluation, gauge understanding through real-time feedback, fostering a responsive and interactive environment. Ultimately, view session planning as a dynamic tool that empowers both you and your learners to co-create meaningful educational experiences.

I found a few studies previously that showed you need engagement (no matter how small) every 3-5 minutes. This is something I’ve tried to follow and encourage my teams to follow. It’s not always easy, but it also doesn’t have to be a grand event. With all the distractions that exist, it’s our job to Pull the learners back in.

Fostering engagement is more than just techniques; it's about building a genuine connection. Instead of solely relying on tools, strive for authentic communication that resonates with your audience's interests and experiences. Share personal anecdotes or relevant anecdotes to make the content relatable. Encourage questions not just for participation but to spark critical thinking and discussion. Empower learners to take ownership of their learning by providing opportunities for self-directed exploration and discovery. Remember, true engagement arises when learners feel heard, valued, and an integral part of the learning process.

If you are not engaging the audience, you run the risk of becoming the "sage on the stage". No one wants to attend training where someone is reading to them or lecturing them. Providing training that is participant centered is crucial to the success of the training provided. Whether it's zoom or in-person, providing some kind of engagement every 3-5 minutes keeps the audience engaged, active, and away from day dreaming. Also, it helps with information retention. Trainers who are stuck in the traditional way of training will lose the audience and create an environment of time watchers and restlessness.

I didn’t make this up but I’ve heard, “Don’t let the PowerPoint be the point of power.” I have always tried to keep this in mind anytime I design a webinar.

If your audiance is not part of the discussion, you are not delivering a good training. I always make it clear on the very first day that we are going to have "two way communication" through out the session. Make your audience comfortable, ask relevant questions and wait for the response.

Adaptability in training is akin to a musician reading the room. While the notes (or the core content) remain consistent, the tempo or style might change based on the audience's vibe. In the realm of training, this means being attuned to participants' reactions and feedback. It's essential not to view deviations from the plan as disruptions but as opportunities for deeper, more relevant engagement. Digital tools can provide real-time feedback, allowing trainers to pivot swiftly. Embracing a growth mindset, where every hiccup is a learning opportunity, can turn challenges into valuable teaching moments. In essence, a successful trainer is both a planner and a spontaneous performer, ensuring learning journey resonates with every participant.

Be prepared! So much adaptation is in the planning. Ask yourself a lot of "what if" questions. What if the tech glitches? What if I have too little time? What if I have too much time? What if they aren't engaging? What if we need to follow an interesting line of questioning? What if... Have contingencies ready. Different approaches, different resources, different stories. Keep in your mind the core essentials of the training and then be willing to adapt to meet the learners needs.

Different people learn and understand in a number of different ways. Some people are quick at picking up new skills, some people are not. Some people learn by "getting stuck in" and having a go, some people like to watch and hear the theory first. As a professional you need to understand this and have several different ways of delivering the thing. You need to have 10 ways of training the same thing if that's what it takes one person to finally 'get it'

Always be prepared for uncomfortable situation in the training. We may get some difficult questions or queries all of the sudden, we are not aware of. We should know how to handle the situation calmly. If we are not sure about anything, ask a counter question that if anyone in the audiance has any idea about the same. We may get few good points, help us to prepare our response.

As much as I love having a plan, we all know that sometimes nothing goes to plan. That's why I usually have a plan B or C or even D. That might just be in the form of a different exercise if I see the one I had planned doesn't spark enthusiasm or maybe the dynamic in the room is different than expected. It really comes down to being prepared for various scenarios. If that's the case and you can switch plans easily because you have numerous in place, no one has to become nervous and awkward situations are easily avoided.

One of the biggest mistakes a trainer can make is trying to be something they are not. They 'act' in accordance with what they think a good trainer should do. Your audience will easily spot this fa?ade. Be yourself. Practice twice as much as you think you need...and breathe.

A good trainer understands the class will absorb everything they do, every mistake the trainer makes, every hesitation, but especially, every time the trainer stammered their way through an answer (or information), which creates doubt and lack of effectiveness. Control the speed of the information, while reading the room for absorption. Revisiting information, differently, to provide the same information when identifying a student who doesn't understand and doesn't want to ask a question (due to shyness or fear). Speak with confidence and provide visual proof (if applicable) of techniques being delivered. Acknowledge not knowing something, but follow up with "I'll get back to you with that answer".

Have a conversation with your audience instead of talking to them or at them. Ask questions, invite comments, discuss ideas and laugh off your mistakes and technical problems. Your audience is more likely to connect with your presentation if they feel they have a connection with you.

It's important, not only make your audience comfortable, but you too. Spend the first 20-30 mins talk to your audience. This will help both of us be normal and comfortable. If we get fumble (which is very common), take a pause. If we are not comfortable or found that the audience is not attentive, take a quick break.

Managing delivery is akin to the art of orchestration. Every element, from voice modulation to body language, plays a unique role in crafting the learner's experience. In the digital era, where distractions are plentiful, a trainer's ability to captivate becomes even more paramount. Integrate technology, like voice analytics, to assess and enhance vocal delivery. Virtual reality can be used to rehearse and fine-tune body language for online sessions. Being self-aware and present in the moment, adjusting real-time based on participants' reactions, can make training more dynamic. Remember, it's about creating an environment where learning is a journey. The key lies in mastering the symphony of these elements to resonate with every learner.

Evaluate should and needs to include post-training performance. Did the metrics that matter move? Surveys, tests, etc are fine for retention of knowledge and satisfaction but the reality is if the training didn't have any impact on performance, that's a massive issue.

I have found that realistic scenarios, carefully crafted to ensure you are testing the learning objectives has far better results then using other mediums. One way that we evaluate our students is put them into uncomfortable or foreign circumstances and allow them to experience a range of emotions, try different approaches and adapt their approach. We use this concept in most training which empowers students to try new things and avoid box ticking. We follow-up all our assessments with one-one interviews which we get very useful feedback and data allowing us to improve our scenarios and often hear stories from individuals that help us constantly improve our processes.

It's important to evaluate your session, because it will help you to deliver effectively next time when your presentation and training are scheduled. Recently I did a training at St. Xaviers's University and the session was post lunch. I found the audience to be sleepy even if they wanted to focus. So taking training sessions in the first half when people are full of energy is something my key takeaway is and it will help me to prepare for the next session

Take an interest in your audience! Get there early -smile and welcome them. Encourage participants to share their relevant comments by drawing them out. Keep it moving,! Everyone wins in this learning environment. Surveys will always be a part of it, but if as an instructor you cannot 'feel' the reactions of your audience then work on tuning into them. Everyone has something to offer and appreciate it when, as instructors, we acknowledge it. Have fun!

The best to tackle this is to begin and end the session with gathering feedback. Asking few questions at the start and before finishing off will help you gain a more accurate feedback then sending a form after the training session. You can easily use a jamboard, mentimeter or an in-app voting tool for a quick check.

Regardless of how "unscripted" you want your session to be, rehearse the key points. Your facilitation guide should have what you want to get across, so make sure that you know how you want to convey the message in your own voice. Doing an internal runthrough with team members is invaluable, but in a pinch, recording yourself on a Teams/Zoom call helps you review your facilitation/delivery and address any corners that you might otherwise fumble.

When I am training someone one-on-one, I like to have a typed up outline beforehand. This serves several purposes: 1. To be sure I don't miss any of the items I wanted/needed to cover 2. It provides the trainee with a guideline they can keep and refer to as needed.

As a trainer, you should always be several pages ahead of your learners in your knowledge of the content you are teaching. It makes you prepared to answer any question they might ask or clarify any confusion. However, should it come to a situation where you are unsure of your knowledge of a topic, do not be afraid to admit what you don't know. It's always better than to provide inaccurate information. Trainers are lifelong learners too and the first step to learning something is knowing what you don't know. Just provide reassurance that you will confirm the information and make sure to follow through.

Evaluation is the compass that guides future training endeavors. In today's data-driven age, integrating analytics tools can provide deeper insights into learner behavior and content engagement, beyond traditional feedback forms. A holistic approach also involves self-evaluation, encouraging trainers to reflect on their delivery style. It's not just about what went right, but understanding the 'why' behind successes and shortcomings. Moreover, in an era of continuous learning, consider re-evaluation at periodic intervals post-training, assessing knowledge retention and real-world application. True success in training delivery lies in viewing evaluation not as a conclusion, but as a launching pad for iterative improvement and innovation.