Trainers' Qualities: The External Personality

Trainers' Additional Qualities: Physical Presence (The External Personality)

In addition to what has been mentioned about the desirable qualities of excellent trainers (http://trainers-qualities.blogspot.com/2009/05/trainers-qualities.html) it is important to know a few more dimensions of their personality. It has to do with the first impression they create on their audience. Howsoever great their subsequent delivery is, the first impression counts a lot.

First impression is often created by their outward appearance- their external personality. That is surely first seen by the authorities with whom they deal with in order to bag a training contract and later by their audience in the training programs they conduct. Both consciously or unconsciously make an opinion about them and to some extent also make up their judgments on how good the trainers they could be. You may argue it is wrong but that's the fact of life. You may say that the trainers' knowledge and expertise on the subject (their internal personality) should be what the authorities and audience should be concerned with. But people do get impressed or are not impressed by your looks, postures, dress etc, no one can deny it.

So why not make a great impact on them in the very first encounter? If the first impression tarnishes the trainers' image in their minds,  trainers might lose an otherwise obtainable contract or even if they win a contract they will find it an uphill task winning their audience. It will require proportionately lot more effort now to create a second good impression during the delivery of the training program.

The essentials to create the first good impression by way of the external personality are:

• Controlled weight of the body: slim and trim rather than fat or obese
• Well-trimmed hair and decent hair style
• Clean-shaved (for men)
• Pleasant, warm and genuine smile
• Exude confidence (what people these days call an "attitude" but in the positive sense)- eye-contact, confident walk, confident initial talk, firm handshake
• Formal dress (but don't over-dress)
• Right body posture: do not slouch
• Avoid distracting mannerisms: fiddling with thumb/fingers, constantly scratching the nose or ears, adjusting the spectacles every now and then

Related Recommended Reading

Train the Trainers: http://train-trainer.blogspot.com/

Trainers' Qualities

Exceptional Trainers are Different than So So Trainers; Engage Them

• There is a vast difference between the exceptional or great trainers and the average or below average (the so so trainers).
• It is hard to find the great or exceptional trainers. Organizations need to put in efforts to locate the right trainers.
• Generally, organizations are tempted to employ or contract the so so trainers since they charge much less than the exceptional trainers.
• But training employees the right way is a serious business and organizations should not act penny wise pound foolish.
• Employees' training is a long term investment whose returns are enormous only if the trainees are exceptionally trained.
• And that is possible only by training your employees under the guidance of exceptionally great trainers. Even if their professional fees are far more than the so so trainers, it is prudent to invest in that kind of trainer with that kind of professional fee because of very high returns on this investment.
• Winning team is always trained by an ace coach.

Qualities of Exceptional/Great Trainers

(Also refer the related topics: Training and Development http://training-function.blogspot.com/, Presentation Skills http://presentation-effectiveness.blogspot.com/)

• Has generosity of sharing his knowledge with the people.
• Feels happy in development and growth of the people he trains.
• Should be willing to unleash the human potential.
• Comes fully prepared for every session.
• Practices delivery of his sessions.
• Has complete mastery over his subject knowledge.
• Exudes authority in his subjects.
• Exudes confidence about himself.
• Exudes enthusiasm.
• Creates a conducive environment for learning.
• Motivates learners to learn.
• Creates a conducive environment for teaching.
• Knows his audience very well.
• Sets out the objectives of the sessions and the take-aways by the trainees.
• Designs and develops the syllabus as per the learning needs and audience profile.
• Organizes the session plan effectively.
• Delivers the topic in simple to understand and simple to retain manner for every participant.
• Is a very good communicator.
• Maintains the authenticity of the topic throughout his delivery.
• Facilitates learning with lots of creativity.
• Is adept in all the training methodologies like lectures, discussions, case study, role play, management game, sensitivity training, introspecting questionnaires, individual and group exercise, question-answer.
• Uses the modern technology hardware and software for teaching with ease.
• Promotes active learning by eliciting learners' participation.
• Encourages questions from the audiences and provides correct and satisfactory answers.
• Maintains patience with the learners.
• Is empathic towards the learners.
• Maintains discipline and decorum in training sessions.
• Is result focused. Makes sure that objectives of the training sessions are met.
• Ensures that the learning can be easily implemented by the trainees in their professional and personal life.
• Does not brag about himself to the audience.
• Does not please the audience just for getting popularity or to make them feel good.
• Willing to appreciate different viewpoints on the subject matter he teaches from audience and from various other people and then deliver the subject in the most authentic way.
• Brings in humor in the session occasionally if appropriate or pertinent and infuses lightness in the session but never makes mistake of using the session as a jokes telling session.
• Adheres to the time management of the session.

Training Course/Training Module Design Model Adopted by Good Trainers

1. Training course/training module objectives.
2. Target audience.
3. Learning objectives.
4. Evaluation plan.
5. Current status.
6. Learning gaps.
7. Design options.
8. Budget analysis.
9. Detailed design.
10. Produce materials.
11. Test course/test module
12. Revise design.
13. Revise materials.
14. Run course/module.
15. Evaluate outcome.
16. Celebrate success.

Related Recommended Reading

Train the Trainers: http://train-trainer.blogspot.com/

For More Guidance, Assistance, Training and Consultation

Contact: prodcons@prodcons.com

For "Training the Trainers", engage Prodcons Group's Mr Shyam Bhatawdekar and/or Dr (Mrs) Kalpana Bhatawdekar, the renowned management educationists and consultants and trainers- par excellence, with distinction of having trained over 150,000 people from around 250 organizations.

Also refer: (Prodcons Group) http://prodcons-group.blogspot.com/, (Training Programs by Prodcons Group) http://training-development-function.blogspot.com/, (Productivity Consultants) http://productivity-consultants.blogspot.com/

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