When I talk to customers about their training programs, I often hear the same frustration: “I know so much about this topic… but as soon as I try to explain it, people lose interest.” Sounds familiar? Sometimes it’s already difficult to explain your work clearly at home (if that’s even allowed, of course), let alone to a group of colleagues or customers.
Yet, when a training is needed, organizations often automatically turn to an expert. That seems logical: who else knows so much about the subject? But being a good trainer requires more than just subject‑matter expertise.
Why experts are not automatically good trainers?
During our Train‑the‑Trainer workshops, I see the same thing happen time and again. Experts are full of knowledge, but they struggle with questions such as:
- Where do I start?
- What should I explain and what not?
- What is the best way to convey my message?
Many training sessions don’t run smoothly because they mainly consist of one‑way communication: a lecture in which the expert shares everything they know. But effective training works differently. Not everything needs to be explained. Some things need to be done, discussed, or experienced. What you choose depends entirely on the learning objectives: what should participants know and be able to do by the end? That may sound simple, but for many subject‑matter experts, this is a real eye‑opener.
Learning by doing
In our workshops, we let experts experience what a good trainer does. They choose a topic they know well, create a training plan, and develop a detailed session script. Their training is recorded on video, allowing them to reflect on:
- how they come across to the group,
- the impact of their non‑verbal communication, and
- where participants disengage or, conversely, become more enthusiastic.
They also practice working with assignments, using anecdotes, managing pace, and encouraging interaction. And of course, they learn how to adjust when the group’s needs differ from what was anticipated in advance.
Delivering training requires different skills
In my previous knowledge update, I mentioned how important it is to have a clear overview of the skills within your organization. Different roles require different skills and that certainly applies to delivering training as well.
Training requires didactic skills that you don’t automatically have, but can learn. And that is what makes the difference between simply transferring knowledge and truly teaching people something.
Could your organization use some extra support?
Does your organization have experts with valuable knowledge who sometimes struggle to convey it effectively? Get in touch with us and sign up for our Train‑the‑Trainer workshop. We ensure that your trainers gain the skills they need to grow from expert to effective trainer.
P.S. Good preparation is important, but during a training session you also need to stay flexible. Is attention fading? Address it, and plan a short hands‑on exercise or quiz. During the Train‑the‑Trainer workshop, you’ll receive plenty of practical tips and tools to help with this.
Kind regards, Jelte Meijer
jelte.meijer@eluxis.com
LinkedIn: Jelte Meijer
