A trainer is one of the most important elements in any training programme. And the key attribute of a trainer must be the knowledge s/he possesses on the subject of the programme. However, mere possession of knowledge is not sufficient; the trainer must be articulate enough to reach out to the participants with the concepts being covered in a programme.
Trainers play an important role in terms of empowering employees at the workplaces. Empowerment is a construct shared by not just one but many disciplines and arenas such as community development, psychology, economics, studies of social movements and organisations among others.
Individual training participation relates to the perceived empowerment of whole work units and it is done through two distinct processes.
The way empowerment is understood depends on the kind of perspective one takes into consideration. In recent empowerment literature, the meaning of the term empowerment is often assumed rather than explained or defined.
Individual training participation relates to the perceived empowerment of whole work units and it is done through two distinct processes.
Is a trainer merely an instructor in a lecture-based training programme or beyond? Many times even the best of knowledge cannot be imparted to learners due to lack of expression.
An effective trainer must be one who is able to put forth his/her ideas to the participants in simple words, duly coupling them with real life and relevant illustrations. This is where an in-house trainer would have a definite advantage over an external trainer.
Further, a trainer must have the prowess to link the various concepts discussed during a session, thus ensuring continuity of the modules and coherence of the concepts covered.
An interesting aspect of adult learning is that adult learners bring their own experiences from life and perspectives in the training sessions.
A trainer must encourage the participants to contribute to the discussions in the course and thus adopt an inclusive approach. The trainer may adopt ‘reflective listening’ to encourage group involvement; frequent feedback may also be used to clarify and expand on trainee contributions and to enhance trainees’ understanding of the content and concepts.
Further, a trainer must be conscious of the fact that it is not possible to know the answers to all the questions, and that there is no one answer to a question.
Hence a trainer must himself/herself be a learner in any training programme, by being open to new insights provided by learners on any topic, sometimes from their own job experiences.
Courtesy: www.peoplematters.in
