All of us are natural trainers. It’s a talent we were born with. Not all of us are natural trainers when it comes to imparting information in the workplace. This is a learned process.
Imparting knowledge is a vital component of our learning existence. We do this at school when we write exams. As leaders of a sports’ team it’s imperative that we get messages across to the team with urgency and in such a way that the members of the team answer it.
The workplace is different. There are many agendas, egos and positions that needs to be considered. In the past it was simply a matter of transferring knowledge in a one to many fashion. This has all changed because of the pace of change and the multiple means of knowledge acquisition. For a trainer to be effective, that trainer needs to know that they are experts in their field but there are people around them that may have mastered a certain aspect of the job that the trainer and colleagues may not be aware of. This could be critical information that everyone in the seminar room could benefit from. In fact this two way transfer of knowledge must be encouraged and nurtured. It’s not unusual for the trainer to feel threatened by this expertise. Embracing this transfer leads to three desired outcomes.
- It introduces innovations in the workplace
- Creates a greater level of respect between colleagues
- Should lead to efficiencies in the workplace that may not have been considered in the past
We have found that the EXCHANGE method of training the trainer to be the best approach when it comes to developing and encouraging INNOVATIONS in the workplace.
EXCHANGE is made up eight components
Engage |
Start out with an open mind by letting the people in the room that you are an expert but not an expert in everything |
eXplore |
Look for ways to train and to receive information |
Challenge |
Put concepts out to the room. Ask for ideas. Debate as to how these ideas can be incorporated in the workplace |
Habits |
We are looking to nurture new habits and to understand how existing habits can be improved. Habits can lead to complacency. But habits can be removed |
Adapt |
Adaptation is key. Some adaptations may take a while and require new technology. Most habits require a minor change in attitude |
Normalise |
Innovations must become a normal part of performing a task or job. Getting the buy-in of all the players requires normalisation |
Grow |
The trainer wants their team to grow in confidence and in turn they themselves will grow in confidence because everyone is benefiting from the process |
ReinforcE |
Reinforce these innovations over a 12 month process through seminars and training sessions. Each session looks to improve on the session before |
Each person on this programme is regarded as an intern known as an INTRATERN. This is not casual on-the-job training, it is formalised programme that rewards each person with a certificate of accomplishment. Something that makes that person more useful in the workplace. It can be used for promotion purposes too.
To learn more go to Rise Training's website
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