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Seb Anthony

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Exercise needed for Assessment day


Hi everyone,

I'm running two assessment centre's very soon, recuriting for two Training Executive roles. I'm looking to include some new exercises to "test" their overall trainer skills - development of work, 1:1 coaching skills (for sales advisors in-field) Building rapport, creativity and so on.

I'm looking for any new and innovative individual and group exercises to include, so any suggestions and help is greatly appreciated.

kindest regards

Buffy Sparks

4 Responses

  1. training exercises
    There are many kinds of exercises for this sort of activity. Since you want this as a test, there has to be a way to “measure” the success of the delegates. Many competitive exercises such as the following training exercises, can help you to set up problem solving activities or get the delegates to practice communication skills. Some exercises are quite entertaining which means the delegate won’t take them as been “trained” necessarily but more as having been shown to look at something in a different way. Delegates’ response to these sort of activities is usually quite positive.

    Hope this helps

  2. exercises
    Hi Buffy

    I remember going for an interview where I had to coach a member of the training team on a scenario that I had been given about 15/20 minutes beforehand. This was observed by another member of the team.

    Another exerfcise could be to get them to design a half/one hour session on a given subject. You could either get them to do it on the day (testing their ability to do it ‘on the hoof’). They could do this individually or as a group, which would also test their ability to work within a team or give them the subject beforehand and get them to run a short session on the day.



  3. Training and Feedback
    Hi Buffy
    The actual exercise might depend on what you want to check out. I remember reading about an example from Happy Computers. They set an initial task as Sue has described. They then gave feedback to the candidate who then had to deliver the session again showing that they had applied the feedback. This was because they wanted to test not just their “polished presentational skills” but they also wanted to see if they could be flexible in their response and if they could convert feedback into action. These were both considered vital skills to be successful at Happy Computers or at least this was my understanding from the article!
    Hope this helps


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