Register now or log in to join your professional community.
The basic features of a successful coach:
--- Faith in his work
Honesty in performance
--altakiam The league for his performance (been asked yourself if Avetok)
- A review of the results of training for the class intern
- His passion to his job because of her love motive for creativity
--altaaml Professional ethics
Continuing with new --ermam in their respective fields and who leaves it around him sense Baltkor
1. knowing what you are talking about. it is quite a shame to be in a front of a group of people as a trainer without knowing very well the themes of the training
2. have patience to listen and understand the questions
3. be conscient that everybody is different, have a different level of knowledge, culture, life and work experience
4. patience to explain. because what you could consider simple is not simple for everybody.
5. patience to repeat as many times as needed because the scope of work is to increase the skills of participants, their level of understanding for the themes of training. A training is usually done in order to improve the overall performance in the organization. ( kaizen groups for instance).
1- Self confidence
2-Good listener
3-A strong body language skills
4-Creative
5-Alwayes go to the extra miles to ensure the understanding of your materials.
6-has the ability to say " i dont know" cause the trainer doesnt have to know everyting in the world
Know their subject matter.
They have researched their topic and are well informed; learners perceive them as credible.
Take the time to get to know their audience.
They demonstrate respect for, and listen to, the learners. They call learners by name, if possible.
Are nonjudgmental
They validate everyone’s experiences and their right to their own perspective.
They respect differences of opinion and life choices.
They know that key learning can take place when people express different viewpoints and bring their own perspectives into the adult learning classroom.
Are culturally sensitive.
They are aware that their cultural background shapes their views and beliefs, just as the perspectives of learners are shaped by their own culture and life experiences.
Are self-aware.
They recognize their own biases and act in a professional manner when their “hot buttons” are pushed.
Are inclusive.
They encourage all learners to share their experiences and contribute to the group-learning process in their unique ways.
Are lively, enthusiastic and original.
They use humor, contrasts, metaphors and suspense. They keep their listeners interested and challenge their thinking.
Use a variety of vocal qualities
They vary their pitch, speaking rate, and volume. They avoid speaking in monotones.
Use “body language” effectively.
Their body posture, gestures, and facial expressions are natural and meaningful, reinforcing their subject matter.
Make their remarks clear and easy to remember.
They present one idea at a time and show relationships between ideas. They summarize when necessary.
Illustrate their points.
They use examples, charts, and visual and audio aids to illustrate subject matter.
Understand group dynamics and are comfortable managing groups.
They are comfortable with conflict resolution and know how to facilitate an inclusive course or workshop, where everyone’s participation is encouraged.
Are flexible.
They read and interpret learners’ responses—verbal and nonverbal—and adapt training plans to meet their needs. They are “in charge” without being overly controlling.
Are open to new ideas and perspectives.
They are aware that they do not know all the answers. They recognize that as well as offering their audience new knowledge or perspectives; theycan also learn from course participants.
Are compassionate.
They understand that the topics addressed during training may have an emotional impact on learners. They are empathetic and understanding about learners’ emotional reactions.
Are receptive to feedback.
They encourage co-trainers and learners to give them feedback, both informally and through formal evaluation. When they receive negative feedback about their performance, they critically analyze this feedback instead of becoming defensive.
Continuously work to improve their teaching and training.
Even the most experienced trainers can improve their training skills. Effective trainers seek out opportunities to learn new skills and use negative feedback as an opportunity to improve.
confidence, good listing skills, technical knowledge, problem solving abilities,. etc.
Creativity, excellent interpersonal and communication skills, and overall knowledge if the training course/curriculum.
I would prefer the term facilitator over trainer. It takes two to tango or shall I say learning is a two-way process. The trainee learns from you and you learn from them. Don't assume to be the mister know-it-all because nobody is, only God is omnipotent. Therefore, do not be afraid to commit mistakes and to admit that you do not know something if you really do not know anything.
