Why your training might not work (and how to fix it)

Simple fixes for training that does not work

Let's be honest, when you hear the word “training”, what comes to your mind? Some could imagine learning something new, growing their skills, perhaps even feeling inspired. For others, it's just the death of PowerPoint, long -term lectures and thought: “I could do something much more useful at the moment.” If your training sessions are more like a chore than an opportunity, it could be time to step back and ask: what is really wrong? In this article, we will decompose the most common reasons that do not stick – and what you can do to repair it. Consider it as your guide to transform dull sessions into something that people really expect.

5 ways to repair your training program

1. Training is not always the answer

This is a classic. A problem appears at work, customers are unhappy, people compete, errors accumulate and the first reaction is: “Let's do a training!” But not all problems need training. Before designing a session, ask two simple questions:

1. Do people have the skills and knowledge they need?
2. Do they want to do the job well?

If they are motivated but do not know how to do something, training can help. But if the problem is the attitude, motivation or unclear expectations, no amount of slides or documents will solve it.

" target="_blank" rel="sponsored noopener nofollow">

Rapid solution

Before building a course, determine what is the real problem. If this is not about skills or knowledge, training will not solve it. Maybe what is really necessary is a conversation, a change of process or coaching support. Your work is to guide the team to the right solution, even if it is not training.

2. Training does not seem useful

Have you ever attended a session and thought: “Does that have nothing to do with my work”? It happens more than you think. If the content is not linked to real challenges that people face day by day, it is easy for them to present themselves. For example, imagine teaching a main seller how to present themselves on calls, while what he really needs is to help conclude agreements or manage objections. You will lose them before you even start.

Rapid solution

Find out what people really need help. Talk to them, send a quick investigation or spend time observing how they work. What slows them down? What do they want to know how to do better? Design your training around this. The better you understand their world, the more your training will be relevant (and appreciated).

" target="_blank" rel="sponsored noopener nofollow">

3. People do not know training

This one is surprisingly common: people lack major sessions simply because no one has told them clearly or often. Too often, coaches assume that once a planned session, people will present themselves. But in occupied workplaces, things fall through the meshes of the net.

Rapid solution

Promote your training as you would for a nice event. Use several channels – Email, Slage, Posters, Ads in meetings. Ask managers to personally invite their teams. And don't just say What The training is roughly: adjust them Why It matters and how it will help them. Reminders also help. A quick monitoring message or calendar invitation can make a long way.

4. It's boring

Let's face it, no one wants to sit through two hours of flea and monotonous voice. A boring training is not only boring, it is a waste of time of everyone. If the learners are not engaged, they will not remember much. Worse, they will fear the next session.

Rapid solution

Make things interactive. Ask questions. Use real examples. Create space so that people speak and reflect. Try to mix things with videos, short quizs or group activities. Even better – make it personal. Show how the content connects to their daily work. When people can see how something applies to them, they pay attention.

5. There is no “time” for that

“I would love, but I don't have time.” Does that seem familiar? Most employees want to grow and learn, but between meetings, emails and deadlines, training looks like one more thing on the list.

Rapid solution

Be flexible. Offer the size of a bite to which people can access when it works for them. If they are on the move, make it suitable for mobiles. If they are in the workshop, keep it by hand and runs. Online modules, short videos or “lunch and learning” formats can do wonders. And if you offer something longer, make sure it's worth their time – and they know it. In addition, facilitating managers to support training time. If the leaders appreciate it, their teams will do it too.

Wrap

Excellent training is not a question of content – it is a connection. When you know your audience, meet them where they are and offer something really useful, everything changes. Here is a quick summary:

1. First ask the right questions: Training is not always the solution.
2. Rendezer relevant: Help solve real problems.
3. Pass the word: Promote your sessions as you speak.
4. Keep it interesting: No one likes boring.
5. Respect their time: Be flexible and practical.

London Intercultural Academy (Lia)

The London Intercultural Academy (LIA) is a global online learning platform, dedicated to business excellence, offering a diverse range of dynamic and interactive accredited courses with high completion rates, guaranteeing an excellent return on investment and results