Trainer’s Tip: Evaluating Vocational Training
Evaluate vocational training effectiveness using dual perspectives: assess students’ skill application and usefulness three months post-course, and gather manager feedback on improved performance and organizational impact. This two-angle approach provides more accurate insights than standard evaluation methods.
Trainer’s Tip: How to Get Learners to Log in
Boost staff engagement with your learning intranet by combining work-focused content with topical news, interactive games, and general interest features. Higher traffic from engaging elements drives increased visits to professional development resources.
Trainer’s Tip: Ditch the Name Plates
Learn an effective ice-breaker technique that helps trainers remember attendees’ names without using name plates. By asking participants to introduce themselves by comparing their names to famous people, this method creates memorable connections that aid recall while encouraging engagement.
Trainer’s Tip: Diversity Exercises
Learn practical exercises to help training delegates develop diversity awareness, including health checks, definition-matching activities, and reflection exercises on personal experiences and workplace perceptions that build understanding of discrimination and inclusion.
Trainer’s Tip: Engaging E-Learning
Create engaging e-learning by first clarifying its purpose and identifying why content seems dull before adding multimedia elements. Consider whether your CBT should teach new concepts or serve as a reference tool, then strategically use audio, visuals, and interactions while minimizing text and ensuring accessibility compliance.
Trainer’s Tip: The Induction
A rolling induction program using multiple delivery methods, senior leader involvement, and themed content helps new employees retain information and feel welcomed. Clive Boorman shares how his organization reduced attrition through a six-week induction spanning two to three days weekly, featuring games, e-learning, and practical activities tailored to different learning styles.
Trainer’s Tip: Stress Management
Learn how to build the case for stress management training in high-pressure environments. Identify key workplace stressors, fix underlying systems and management practices, and calculate ROI before implementing stress management courses.
Trainer’s Tip: Customer Service Call Monitoring
Learn how to create an effective call monitoring sheet for staff development. Andrew Laycock outlines key evaluation areas including call opening, communication skills, product knowledge, sales techniques, problem resolution, and call closure, plus a simple four-tier rating system to track agent performance and identify coaching opportunities.
Trainer’s Tip: Prioritising Training Needs
Learn how to prioritize training needs effectively by categorizing them into short, medium, and long-term goals. This approach ensures employees receive essential job training first while balancing personal development opportunities and business objectives.
Trainer’s Tip: Getting their Full Attention
Trainer Jenny Kent shares how adding competition to training sessions can boost engagement with disinterested delegates. Using question cards and team-based games encourages participation while making learning more interactive and enjoyable.
Trainer’s Tip: Set Perfomance Targets that Motivate
Set performance targets collaboratively with your team rather than imposing them from above. When employees help establish their own goals, they’re more likely to exceed them and feel motivated to achieve results they genuinely own.
Trainer’s Tip: How to Make the Case for E-Learning
Learn how to build a business case for e-learning by positioning it as part of a comprehensive training strategy. Discover key success factors including addressing accessibility needs, conducting cost-benefit analysis, establishing management support, and creating community networks for learner engagement.
Trainer’s Tip: How to Beat Presentation Nerves
Overcome presentation anxiety using mental visualization techniques. By rehearsing your presentation in detail each night—imagining success, hearing your confident voice, and feeling calm—you can significantly reduce nerves before speaking. This simple practice, done for just a few minutes, helps access the confidence you need to perform well.
Trainer’s Tip: Cultural Change Programmes
Successful cultural change programmes require leadership commitment, internal involvement, and identifying existing strengths to build on. Rather than relying solely on workshops or external consultants, organizations should address systemic barriers while integrating change throughout all operations.
Trainer’s Tip: Course Take Up
Boost staff training course enrollment by ensuring content quality, effectively marketing benefits, promoting learning alongside organizational values, engaging managers, and connecting training to personal development plans and career growth.
Trainer’s Tip: What Percentage of Payroll to Spend on Training
Successful companies often spend more on training, but higher spending doesn’t cause success—it’s a result of it. Rather than benchmarking against competitors, base training investments on proven ROI and business outcomes, demonstrating how training dollars directly impact revenue and employee performance.
Trainer’s Tip: The Investment Centre
Running a training department as an investment centre rather than a cost or profit centre better aligns with strategic organizational goals. Andrew Mayo explains why profit-focused models undermine learning outcomes and proposes a hybrid charging system: central funding for strategic, cross-departmental initiatives and market-rate fees for unit-specific training.
Trainer’s Tip: Learning Retention
Effective learning retention requires full engagement through multiple methods. Different learning styles and delivery methods produce varying retention rates, with hands-on practice and teaching others to colleagues proving most effective. Follow-up reinforcement after days and weeks helps embed knowledge into long-term memory.
The Future for Coaching
Large organizations predict significant increases in coaching use, according to The Coaching Study 2004. Research reveals that while coaching delivers results, there’s growing confusion around quality and value in the market, with organizations seeking clearer standards and measurable outcomes.