In my previous article, I focused on the importance of training and coaching leaders to develop their emotional intelligence. This skill is often overlooked in recruitment and promotion, yet research has shown a correlation between emotionally intelligent leaders and productive teams. However, I now wish to focus on the trainers and facilitators who equip leaders and other personnel with workplace skills. I believe that trainers need emotional intelligence, as much as the knowledge of their subject.
How to Create an Emotional Connection With Learning
What makes learning memorable?
We’ve all attended a meeting or training session where the information shared has not stuck. At the end, you’ve little understanding of what was said, and nothing changes as a result. What a waste of everyone’s time!
The fact is that it’s difficult to retain information that we are simply told. We’ve got so many other things demanding our attention, so we need approaches that engage and motivate us. This is a critical factor in putting the learning into action, and it’s achieved when trainers find an emotional connection.
As trainers, we need to think beyond WHAT the delegates need to know, to encompass WHY they need to learn and HOW to create that connection using emotive and multi-sensory resources. We’re going to see far better outcomes if we can incite interest and action, rather than simply telling others what they need to know.
Training is an act of persuasion. Our role as trainers is to convince the delegates that the knowledge and resulting actions will benefit them. We’re all a bit resistant to change, so how do we entice people out of their comfort zone and encourage them to think or act differently?
As trainers, we must also be aware that the delegates’ motivations and desired outcomes may be different from the objectives of the team leader or manager who organised the training. Therefore, it’s good to start with the set objectives and then invite further contributions from the participants.
The Emotional Intelligence to Adapt
Do you follow the same format in every training session or adapt to the audience?
Adaptability is vital for effective training and development. It requires you to read the room and understand how others are feeling.
You need to assess whether they:
- Are excited by the prospect of learning, or is this a tick box exercise?
- Recognise training as a great opportunity to help them in their role, or is there a more pressing priority on their mind?
- Are comfortable with the training style and resources, or do they have additional needs?
Then you can adapt the training style and content to create a good learning environment.
As a trainer, I prepare a range of resources that enable me to be flexible and responsive to the individuals I’m working with. I also use accessible formats and invite people to share specific needs in advance. In addition, I use open questions and encourage interaction to build an understanding of those I train and what they want from the session.
Equally, it’s important to pick up on fluctuating emotions. When you sense that focus, energy levels and enthusiasm are dipping, switch it up.
For example, you might:
- Interject with an activity.
- Throw in a break after an insightful discussion, to allow people to process and reflect.
- Skip quickly through a section if the team’s priority lies in a different area of the training.
A change of pace often helps people to refocus. If you often deliver remote training, why not download my tips on boosting engagement in virtual training?
Using Emotional Intelligence to Create a Psychologically Safe Training Environment
Do delegates ask questions or challenge points raised in your training sessions?
To me, delegate-led interaction is essential for learning. People may need the trainer to clarify facts or expand on points before they can move on. That’s because they are building the learning into what they already know or believe. And, it may conflict with what they’ve previously learnt, so it may not be readily understood or accepted.
Now, interactions can throw your training plan off, and I know some trainers dread the unpredictability of questions. I also know that many delegates feel they can’t ask questions or raise a point, for fear of looking stupid, negative or argumentative. The easy option is for the trainer to plough on and for delegates to stay quiet. Yet, this means learning opportunities are missed.
What we need is learning environments where questions, discussions and different perspectives are encouraged. In psychologically safe training, we model curiosity, honesty and adaptability. We value interactions where emotional connections to the subject matter are made and understanding grows. If you are asked something that you can’t answer, be honest and admit that you don’t know. Promise to find out and get back to them after the event.
At this point, I also want to say that being able to regulate your emotions is important if you have a disruptive or negative delegate. Remaining in control helps to manage the room, encourage others to contribute, and turn the situation around. It’s easy to place blame or take it personally when things don’t go to plan. However, use your emotional intelligence and reflect on how you could approach it differently next time.
Why Emotionally Intelligent Trainers Embrace Continuous Learning
How do you keep training fresh?
Another aspect of emotional intelligence is acknowledging the breadth of your knowledge and skills, as well as the limitations. As a trainer, you will be deeply informed about your subject, but that doesn’t mean you know it all. Your role is not just about training others; it’s also about your continuous learning.
I love that every individual or team I train or coach brings something different to the interaction. I’m open to the fact that there is always more for me to learn, and I model curiosity because I am genuinely motivated to build my knowledge, understanding, resources and skills. I believe that continuous learning is essential for keeping training fresh, relevant and enjoyable. Do you?
One way to achieve this is by joining my Premier Training Club. Our monthly sessions and supportive online group provide valuable insight that helps you address challenges and spot opportunities for your training or facilitation services. Places are limited to encourage participation and openness, so to check availability or ask further questions, call me on 07775 624724.