One of the criticisms sometimes aimed at training that there are too theoretical or too far removed from reality and it makes a real difference to the performance of men.

This is not always a fair criticism, but you need everything you can to ensure that everything that people do learn in the tutorial, the best chance of the impact when they return to work.

Here are 5 tips that help you.

Tip 1

Learn as much as possible about the people you are training and the work they do.

Talk to people, talk of the participants, if you can I know (which is not always possible) or at least send out questionnaires to people about what they ask what challenges they face and how they think the training is to help them.

Also, if possible, that they do something before the course in order to link it with their real situations. For example, when asking a time-management course, you to fill in a log time to the recording of their activities over a day or more. This will get them thinking in advance about the training and allows you to use real examples when they get there.

Tip 2

As I just said, use concrete examples from their careers no points that demonstrate you do, too.

This is especially important if you use any theories and models that people might see as irrelevant or divorced from their own lives.

If you are of the same organization, or have the same background as them, you can use examples from my own experience, to do so. You can also ask for examples.

If you are a model of a kind, ask them immediately what they Relationship between this and the work that they can not see. If they propose to do is not really relevant, you ask him how it could be made important. You might even ask them about the pattern, or adaptation of the theory, re-design in order to root them in their mother tongue and in the cases they come at regular intervals.

Tip 3

Get other people from the organization. For example, get some more older people to come and about their experiences, the skills that they think they have made a difference, or what they seek from the people on the pitch.

If it is not practical to get people to talk with them before the start of the course and play the interviews as part of the training documents. Failing that, ask the participants to talk to anyone before the course and give them a list of questions to ask, then they can get to report to.

Tip 4

People always ask what they are going to everything they have learned and what difference it makes them do.

Plenty of time for individual reflection and for group and pair discussion, as you proceed through the course, so there is plenty of opportunity for people to think about what do next. Get them to write down some goals and commit to them. You can have two people and make them accountable to each other what they are after the course.

Tip 5th

They help arrange follow - up activities of people to implement what you learned.

For example, you could send out to ask people how they put ideas into practice or what difference the training has made them.

If you can, arrange for participants to meet someone else after the course to a manager or mentor may discuss what they have received the training and how to move things forward. This will encourage them to take their actions, plans seriously and it is involved, other persons who may be able to help.

I know that not all of these things will be possible, but if you can implement at least some of them, you have a much better chance that your training relevant and sustainable, with an effect that, after all, is not the salient point, right?

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