Speaker 0 00:00:00 From Roman Leadership, I'm Oscar Romano. This is Learn Reflect Lead Leadership and DIA Development are mission driven individuals and organizations. This episode is titled, is Your Training a Painer or Pain Reliever? This episode is for you if you are a leader who wants to improve the planning or execution of your trainings. If you want to know how to avoid leading a disengaging or off-putting training, or if you're looking for tips on how to lead an engaging and supportive training, today we're gonna focus on what you can do to create a training session that leaves pain for your staff. Instead of giving them pain, I want you to think about the last training you led or sat through. How did it go? How did you feel? Hopefully it was great, but too many times they don't go as well as they should. We've all sat through a training session that's underwhelming, irrelevant to your role or entirely out of touch with more significant needs instead of sitting through training.
Speaker 0 00:01:12 That should be a pain reliever you're experiencing. One that's a pain giver even worse is when you're the one in charge of that training. The leader controls whether their training is a pain giver or a pain reliever, so you're the one that has the power to make that difference. Let's talk about the pain giver training. The pain comes from a problem that staff is experiencing. Nobody wants to give a pain giver training that doesn't address issues, solve problems, or relate to the audience, and yet too many leaders find themselves in that situation regularly. How does that happen? Here's six reasons why leaders might inadvertently facilitate a pain giving training instead of pain relieving one. Number one, you're crunched for time. You have so many things on your plate that you don't sufficiently plan the content or prepare the execution for the training. When this happens, staff might feel like it wasn't well put together.
Speaker 0 00:02:09 They can lose confidence in you and you don't want that. Number two, you're going through the motions. You've facilitated this training for so long, or you're reciting a script word for word, so you don't need room for flexibility. When this happens, staff can get bored. They become easily distracted because they aren't fully engaged in the training. Number three, you have to deliver training that comes from above your superiors. Pass on a training session to you and you have to deliver it, but you aren't completely bought in. When this happens, staff can sense a disconnect. They feel how disengaged you are with the session topics. Number four, you read a great book or attend and excellent training and lead a session on it. You're excited about a unique new concept you learned about and immediately start planning a session. When this happens, staff might not be too sure if this is just related as fad.
Speaker 0 00:02:58 They don't know if they should spend time on this or not. Will it last until next week? Number five, you decide on training without getting any input. You're confident you know what type of training your staff needs and move forward on your own. When this happens, staff might not see how it relates to them. When you don't elicit input from others, you risk creating a training that doesn't relate to them. Number six, you focus on a fantastic strategy without highlighting the problem. You plan and execute an incredible training session with excellent concepts, but don't connect it to the problem it's addressing. And when this happens, staff doesn't see how it can help them. They might just see your, your training and what you cover as just another list of things to do. In each of those situations I I just talked about, there's a potentially harmful AL community to avoid.
Speaker 0 00:03:45 Otherwise, they're just giving a pain giver training. Now let's talk about the pain reliever training. Great leaders strive to relieve some pain during every training. They ensure that training topics are relevant to their staff and solve legitimate problems. Staff members who leave a session given by a great leader often feel a sense of relief and excitement about how they're finally going to tackle the problem that they've been having for a while. So how do great leaders give a pain reliever training? Here are six tactics that great re great leaders used to give a pain reliever training. Number one, they elicit input from their staff. Great leaders utilize various methods to determine what pains their staff are experiencing, which could be addressed through a training session. For example, they might give out a survey months before the expected training date to collect data and help them plan their session.
Speaker 0 00:04:38 Number two, they provide differentiated training sessions. Great leaders know that their staff consists of people with varying levels of experience, passions and needs. So these leaders provide different training sessions for each group of staff. For example, this could be as simple as providing sessions for new staff members that veteran staff members don't have to attend, or as complex as giving sessions for different groups of staff members based on ability levels. It's up to you. Number three, they work with veterans to highlight problems for new staff. Great leaders lean on veteran staff because these leaders recognize that newer staff members may not see the value of specific training sessions. For example, they might work with veteran staff to share specific situations that cause them headaches to get new staff brought in, you know, bought into these ideas that you're talking about. Number four, they get feedback from veterans ahead of time.
Speaker 0 00:05:28 Great leaders recognize that veteran staff members have been through so many pieces of training and could provide valuable feedback. For example, they might have a council of veterans who meet with the leader ahead of the training to review some of the materials. Number five, they spend a lot of time on the problem. Great leaders start every training session emphasizing the problem so that the staff sees a direct connection to the ideas they're discussing in training. For example, they might bring up stories or statistics that help people bring home how crucial it is that they relieve this pain. And number six, they push staff to remember the pain that they're solving. Great leaders push their staff to remember when they've experienced pain and how severe it was. For example, they have them work together in partners or groups to discuss prior painful experiences. Here's some closing thoughts. What makes a great training session? It's one that's relevant, solves problems and leaves trainees with the tools they need to handle those issues moving forward. A great leader controls whether their training is a painer or pain reliever by making sure every session they lead addresses problems that staff members are experiencing and provides tools that allow them to deal with those issues.
Speaker 0 00:06:44 Try it yourself. It's time to commit. Your staff already experiences enough pain. Don't burden them with training that doesn't solve their problems or lead their pain. By being intentional with your preparation and execution. Take one or more of the above strategies to help you right and deliver pain relieving training. Your staff will thank you for the training that solves the pain they've been experiencing for a while. Let me know how it goes. Thanks.
Speaker 1 00:07:11 That's it for this episode of Learn, reflect Lead. Thank you for watching on YouTube or listening via podcast. If you're interested in more, you can find
[email protected] or connect with me on LinkedIn mono leadership. If you like this episode, please share it with your friends. Subscribe and leave a review. I'm Oscar Romano. Until next time.
