What are some common challenges or pitfalls that trainers face when delivering training?

Trainers may face challenges when - there is lack of preparation - No defined clear set of objectives - Misalignment in the training objectives as compared to the organization's training needs - Inadequate engagement; running a one-man show - Poor time management - Technical issues ; Not aware of the potential back-ups which can be used if software fails - Overwhelming content - No examples to relate to & just theory. - Not sure how to handle diverse set of audience, bad research in understanding the target audience. - No resources to refer after the training sessions - Ambiguous questions in the assessments

Without well-defined learning objectives, training can meander, and participants might lose sight of the bigger picture. Trainers should clearly outline what knowledge, skills, or attitudes participants should gain by the end of the session. Adult learners crave interactive experiences. A trainer who relies solely on lectures risks losing their audience. Incorporating activities, discussions, case studies, or simulations can boost engagement and make the learning process more dynamic.

The top three pitfalls that trainers face when delivering trainings are: 1. Saying "Yes" to each and every training that comes their way, whether they have the expertise to deliver it or not. That way they are unable to find their Niche; 2. Not carrying out a focus group discussion to ensure that their program aligns and delivers the content which will help the delgates to go back and apply the learnings to overcome the challenges they face at their workplace or in their careers. 3. Not knowing how to write measurable learning outcomes which leaves them with very little room to measure their training program and demonstrate how the learning outcomes have been achieved. Trainers definitely need to work on the above three aspects.

Recent social and industrial changes had disrupted the traditional classroom structure. A byproduct of a global growth in online learning is precisely the challenge of keeping audiences actively involved. Care should be exercised while determining the overall duration of courses. Regular breaks are encouraged throughout the day or session. Active engagement may be increased by randomly asking questions, opinions, and insight from participants. Story sharing is also an excellent resource as long as it doesn’t open the room for controversy or an extended discussion. Trainer should be able to effectively manage such participation. Another efficient way of keeping the audience engaged is to create and divide the group in discussion rooms.

The gap between the training objectives, and the readiness of the team members to achieve the desired solid outcome, and here is the main rule of the trainer, to ensure the practicality of the training outcome, and the ability of the team members to acheive the desired outcome.

For a group of disengaged participants: 1) Plan for this. Know their possible reasons for resistance. Be empathetic instead of judgmental about their perspective. 2) Start with an upbeat acknowledgement of distractions, being volun-told to attend, etc. Remind them that they alone choose how engaged they will be. Tell them you value their perspective. 3) Don't assume people know (to put their phone away or close their inbox tab, etc.). Give clear expectations at the onset. 4) Use intentional language. Not "Do you have any questions?" but instead "What's one thing that's unclear or that you're wondering about?" 5) Embrace silence. Yup- it's awkward. Yet THINKING is easily misread as disengagement. Ask the question, then wait.

Technical issues are a given. Expect them. Get there early and test AV. Know who the AV support person is and ask what they recommend you do if a glitch happens mid-training. As you plan the workshop/training, literally plan what you will do if the computer goes down, the mic goes out, etc. Prepare a funny joke and a discussion question or meaningful activity you can have the room engage in while you troubleshoot. Avoid: "I love technology until it doesn't work. Hold on (and awkwardly watch me) as I try to fix this for the next 1-5 minutes)."

Take time to know your audience and their expectations. Give them time to know you and your style of training. Don't rush this step.

It is extremely important to consider the setting in which one is delivering the training program. I have had situations during the 60 plus TTT's that I have delivered where I have made clients change the settings and venue in order to make the delivery more effective. Although initially, the clients had resisted, however, later they understood why I had insisted on the changes. The participants also appreciated the fact that the venue / settings were changed in order to make the programs more effectively and less stressful on the learners. I would request trainers to ask clients to share pics of the setting for their trainings in advance and request for changes as may be needed to make the programs more effective.