Tip #1078: The Biggest Mistake Trainers Make
The biggest mistake trainers make is believing that the training is about themselves instead of about the learners. I once audited a classroom training program
May 19, 2025
HELP YOUR NEW TRAINERS AND MANAGERS BECOME GREAT AT WHAT THEY DO!
Strengthen their skills so they can have a positive impact on your employees, your customers, and your company.
This two-part assessment is designed for you to evaluate the effectiveness of your new managers and trainers.
In addition to facilitating train the trainer and management training, Laurel and Associates, Ltd. offers employee development training to maximize employee effectiveness and minimize their stress. Our other services include curriculum design and training audits.
Laurel and Associates, Ltd.’s Management and Team Development programs strengthen your leadership skills in areas like communication, delegation, motivation, and team building. We provide training that equips your managers to lead more effectively, fostering a productive and engaged workforce.
Laurel and Associates, Ltd.’s Management and Team Development programs are being converted into online training programs. We provide training that equips your managers to lead more effectively, by fostering a productive and engaged workforce.
Introduction: A state agency sought to develop a more cohesive management team.
Challenge: Preliminary survey results and individual interviews indicated that there was a low level of trust and a lack of open communication both within the team and outside it.
Strategies: Facilitate a full day in-person retreat with highly interactive skill-building learning activities that enabled the team members to get to know each other better, develop team operating principles, and collaborate in a problem-solving activities.
Results: Participant evaluations indicated a positive response to the retreat. A survey conducted two months after the retreat indicated that the levels of trust and open communication had increased dramatically.
Impact: The team members felt that the management team now fostered a culture of collaboration and cooperation.
Introduction: An international nonprofit organization needed to help its managers become more comfortable with coaching poor performers.
Challenge: The managers tended to avoid handling issues of poor performance.
Strategies: Facilitate a full-day in-person workshop with highly interactive skill-building learning activities that enabled the managers to learn how to give coaching feedback to poor performers and then practice their new skills to build a level of confidence.
Results: Participant evaluations indicated a positive response to the workshop. The effectiveness of the program convinced the nonprofit to provide the same skill-building training program to additional managers from around the world. They, also, learned how to give coaching feedback and then practiced their new skills.
Impact: Both groups of managers became more comfortable with coaching poor performers.
Getting to Yes: Separate the People from the Problem
Getting to Yes Skills Week 1:
We are involved in large and small negotiations all the time. Deciding what to eat for dinner. Discussing different ideas about where to go on vacation. Determining what software to purchase. Negotiation doesn’t need to end in one person winning and the other losing. But it can be highly emotional, especially if the two parties have opposing personalities or a difficult history. This week we will identify the five steps involved in Getting to Yes. We’ll look at the first step: how to separate the people from the problem. If you are a manager who has to negotiate or mediate negotiations, please join on our LinkedIn Live series titled What Managers Need to Know on May 27th at 10 am CDT.
Getting to Yes: Focus on Interests, Not Positions.
Getting to Yes Skills Week 2:
If you’ve ever watched difficult negotiations in the movies, the parties have opposing positions that are firm and inflexible. They are not going to easily get to any agreement. But it doesn’t have to be this way. This week we look at the second step in Getting to Yes: focus on interests, not positions. If you are a manager who would like your team members to realize they have the same goals and needs when issues arise, join us on our LinkedIn Live series What Managers Need to Know on June 3rd at 10 am CDT.
Getting to Yes: Invent Options for Mutual Gain.
Getting to Yes Skills Week 3:
Once we have separated the people from the problem and focused on interests, not positions, we are ready to invent options for mutual gain. This is the third step in Getting to Yes. Instead of a fixed pie where there is always a worry that someone else will get a bigger piece, we look beyond it to broaden the options that will satisfy the opposing parties’ interests. If you are a manager who needs to think outside the box to mediate charged differences between your employees, other managers, customers, or vendors, join us on our LinkedIn Live series titled What Managers Need to Know on June 10th at 10 am CDT.
Getting to Yes: Insist on Objective Standards.
Getting to Yes Skills Week 4:
Sometimes it is not possible to find a creative option that will reconcile conflicting interests during a negotiation. In this case we need the fourth step in Getting to Yes: insist on objective standards. If they are reasonable, the opposing parties can conduct a joint search to identify relevant and acceptable objective standards. If you are a manager who finds that the first three steps don’t resolve the issue under negotiation, join us on our LinkedIn Live series titled What Managers Need to Know on June 17th at 10 am CDT.
Getting to Yes: Keep Your BATNA in Your Hip Pocket.
Getting to Yes Skills Week 5:
There are times when it is no longer effective trying to find a mutually acceptable solution in a negotiation. In this case, you need to know what your Best Alternative to a Negotiated Agreement, or BATNA, is. This will enable you to walk away from the negotiation, so you don’t feel forced to accept an unsatisfactory agreement. If you are a manager and you find yourself in such situations join us on our LinkedIn Live series What Managers Need to Know on June 24th at 10 am CDT.
The biggest mistake trainers make is believing that the training is about themselves instead of about the learners. I once audited a classroom training program
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Thank you Deb for all the great learning!!!
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