You're starting a new job in training. What are the most important skills to develop?

Listen. Observe. Be humble. No two areas are alike. No one wants to hear you did this or that in your old company and you were a superstar. Know where you are. The context. The environment. The people. What training do they need to succeed? Help them succeed.

Being able to research, develop and deliver training programs is one thing but communication is key particularly since you will need to assess training programs which is typically done verbally, on the other hand eventually you will need to put this together in written format (a proposal) expressing your thoughts to management and leadership to gain financing and time to implement the training, while other instructors may ultimately deliver that material. You must communicate effectively across numerous audiences and mediums…which may include translators if presenting to culturally diverse audiences where english is not the common language or a second language, words and phrases get lost in translation and humor is different.

Fundamentally, communication stands as the vital bridge facilitating the transfer of ideas from one individual to another. The significance of this skill becomes particularly pronounced when one is entrusted with the responsibility of conveying large and intricate ideas to a group. In such scenarios, communication transcends its basic function and transforms into a dynamic art form. The communicator becomes not only a conveyor of information but a translator, breaking down the complexity of ideas into digestible components that can be comprehended and internalized by each member of the audience. Needless to say, this is one of the most crucial skills for you to hone if you intend to train people at any level.

As a trainer starting a new job, developing critical skills is essential. One crucial skill is instructional design. This involves creating and delivering effective learning experiences based on the needs of the target audience. Basic instructional design skills include conducting needs analysis, defining learning outcomes, designing learning activities, selecting appropriate learning materials, and evaluating learning results. Familiarity with instructional design models and principles such as ADDIE, SAM, and Gagne's Nine Events of Instruction, as well as Bloom's Taxonomy, can enhance our skills. To enhance our instructional design abilities, consider taking courses, reading books and blogs, or using online tools and templates.

Learning to be flexible when things don’t go according to plan (tech snafus or fails, disruptive participants, etc.) is key. Comfort handling the unexpected comes with experience, but in your planning it never hurts to have some alternatives in your tool belt (think about how you could still run an exercise in the absence of a tech tool, have a parking lot at the ready to note contributions that are off-track, consider opportunities for teachable moments in the face of resistance, etc.).

In my experience, I've found the most effective way to enhance knowledge retention is by actively involving individuals in the learning process. It is during these moments of active engagement that facilitation skills are essential. The ability to guide discussions, encourage questions, and create an inclusive environment fosters a dynamic learning atmosphere. Whether in a classroom setting or a professional workshop, facilitation skills not only empower learners but also ensure that the educational experience is interactive and memorable. In essence, the art of facilitation transforms the learning journey into a collaborative and engaging venture, instead of a lecture.

Digital skills are crucial for trainers in today's rapidly evolving landscape. To excel in our new job, it's essential to enhance our proficiency in various digital tools and online platforms. This includes utilising online learning management systems (LMS), web conferencing tools, e-learning authoring tools, video editing tools, and social media. Additionally, staying updated on best practices and challenges associated with online learning, such as accessibility, engagement, interaction, and assessment, is highly beneficial. To enhance our digital skills, we should consider taking online courses, attending workshops, or experimenting with different tools and effectively deliver and manage training programs in this digital age.

One thing that is often overlooked in training is whether the person being trained is a good fit for the position. On paper, someone can look like a perfect fit, but it's when that rubber meets the road that you get to see how their skills translate into execution. As a trainer, you are often the one who sees the very first signs of a poor alignment, and it's tremendously important to your organization to have the courage to speak up. Not just for the company, but for the person in the position as well. There's nothing more discouraging than being in a place where you're operating out of your weaknesses, and as a trainer, you have an opportunity to spare both the individual and the company tremendous frustration.

When I first started training, I was taught that "it is not about you," meaning it is easy to take a learner's actions personally or structure the training in our own preferred method. By adopting a learner-centric mindset, trainers acknowledge that each learner is unique in their background, experiences, and learning styles. This recognition shifts the focus away from the trainer's expertise or presentation style and places it squarely on the learner's needs and objectives. By focusing on the learner's needs, you can enhance engagement, improve knowledge retention, and ultimately drive more significant impact and success in the training program.