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woman presenting a training session

 

“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.”

  – Brian Herbert

How do you get employees excited about training? Firstly make the training relevant for the audience.  Does the learning make their job easier? Will it inspire and make people feel more confident and self-assured?  How can it help people feel connected to purpose and key objectives?  Is it personally developmental?  When training is relevant, you’re starting on the front foot.

Secondly, make sure everyone feels included and involved.  Find a facilitator who is animated and doesn’t look bored just because they’ve covered the learning numerous times before. Engage participants in a conversation, rather than talking at them.  Use multi-media, role play, actors – anything that that makes the process interactive and engaging.

Base training on your experiences

When you look back on your experiences of attending training sessions at work, what do you remember? Even if varied are the ones that come to mind those that drained you of energy and made you switch off? No doubt you’ve had stand out training experiences too – what was it that made these great for you?

As a trainer, manager, facilitator or other member of the learning and development team, you’ll know it’s important to head off any negative preconceptions and get your employees excited about training from the get-go!

Here are our top tips on how to get your employees excited about training

1.Include storytelling

This can be a wonderful way to keep delegates engaged and helps to provide context to learning which in turn is effective for reinforcing key points. Applying real life scenarios illustrates relevance and encourages reflection. A story can help make a complex or abstract concept easier to understand too. Depending on the subject matter, it could be a personal story you tell or something from within the relevant industry.

“He who laughs most, learns best.” — John Cleese

building relationships in the workplace

2.Inject humour

Making use of humour goes a long way to keep people engaged, entertained and on your side. If this isn’t your company style or your trainers forte, that’s fine, don’t force it.  Do make sure the people you have brought in to lead training are enthusiastic, generating that same energy from within audience.

3.Use visuals

Most people learn through multiple mediums, but visual learning is certainly stimulating for the majority. Employ different kinds of graphics as it makes it easy for learners to understand, remember and engage with the material. A study found that even when people were prompted to use verbal thinking, they created visual images to accompany their inner speech, suggesting that visual thinking is deeply ingrained in the brain.  Read here for more theory on The power of picturing thoughts in the Harvard Gazette.

4.Incorporate video training

We’ve all seen how video content is king on social media and there’s a good reason for that; most of the information transmitted to the brain is visual, and visuals are processed thousands of times faster in the brain than text. According to Forbes, viewers retain 95% of a message when they watch it on video, compared to 10% when reading it in text.”

a man taking a team through a learning and development plan

5.Mix up the classroom environment

With so much online, the way in which training is presented has changed. Digital tools allow you to now deliver training using the same mediums as traditional classroom training – think break out chat rooms, digital whiteboards, and innovation apps. Mix using traditional and technology to the max.

“Tell me and I forget, teach me and I may remember, involve me and I learn. —

Benjamin Franklin

 

6.Know your audience

Are the attendees from one country only or do you need to take a more global view? Do you need to adopt a big picture approach or do the course delegates need something more practical? Don’t presume to know all the answers either. Ask your delegates what’s important. If you can, gather pre course information about what the attendees want from the training and survey the competence, level, and positions of attendees to help you prepare.

Getting employees excited about training relies on research, preparation, and brilliant execution. Obviously, not all training is created equal and with some more formal stuff it might not be possible to completely capture the imagination or raise a smile.

With these tips in mind, you’ll give yourself the best chance!

 

 

 

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