Frequently Asked Questions
- How many of our delegates can we have in a training group?
- What time does a full day training session start?
- How does your guarantee ensure my satisfaction?
- What training style will work best to give my delegates valuable and applicable work skills?
- How do you cater for the varying learning styles?
- How do you ensure the workshop is specifically targeted to the needs of our delegates?
- Can our managers take part in the workshop with their staff?
- How often should employees be trained? Is further training needed to constantly up skill our employees?
- How is the workshop effectiveness to up skill and empower employees evaluated?
How many of our delegates can we have in a training group?
Through conducting many workshops over the last 10 years I’ve found that 12 is the perfect sized group. Why? Because the attendees can easily be divided into groups of 2,3 and 4 for group work and activities. This also allows for lots of participation and for interaction. Attendees open up and ideas flow when the group is smaller and less intimidating, which means your delegates will benefit from greater individual interaction with our qualified trainers.
What time does a full day training session start?
Courses usually start at 9am and run until 4.30pm or 5pm. I like to give delegates a mid morning and afternoon tea break and a break for lunch. Sometimes delegates like to cut their lunch break from an hour to half an hour to finish earlier, especially on a Friday, without sacrificing on the quality of their training experience.
How does your guarantee ensure my satisfaction?
My “WeTrain Employee Empowerment Training Workshops” will give your delegates cutting edge soft skills training that will empower and give them the tools to perform at their peak, after attending one of our 1-2 day workshops.
In the unlikely event that you are not completely satisfied with the results your delegates get from the “WeTrain Employee Empowerment Training Workshops” you get a no hassle, prompt and courteous refund.
Or, if you prefer, we will book and pay for your treatment with one of our competitors.
If you’re not 100% satisfied then neither am I…it’s that simple!
What training style will work best to give my delegates valuable and applicable work skills?
Our training programs are designed to involve all our attendees. Let’s face it, there’s nothing worse than a boring training course! Attendees don’t get the full benefits of the course unless it’s dynamic and involving. So yes, content is paramount but we believe a fun learning environment will ultimately lead to much better retention of the information presented.
It is essential to pack a course full of a variety of techniques to keep the group interested, involved and to cater to all the different learning styles. In our courses we give delegates short chunks of content followed by a variety of learning tools such as discussion, activities, games or group work. It is important that the learning “sticks.” Our courses are dynamic and fun as well as informative and practical.
How do you cater for the varying learning styles?
There are three main learning styles: visual, auditory and kinesthetic. We use PowerPoint and demonstration for the visual learners, stories and discussions for the auditory learners and exercises and activities and games for the kinesthetic learners. Regardless of your delegates learning style, we have designed our programs to cater for all three.
How do you ensure the workshop is specifically targeted to the needs of our delegates?
We take time to discuss learning objectives and expectations with the decision maker well before the course is to be run. We like to establish exactly what training needs the delegates have and what training they have had previously. We then tailor the course outline specifically for the group’s level and experience. Good trainers are also able to read their audience, on the day, and are flexible enough to change the content and delivery, when necessary, to make sure the delegates get both what they want and need out of the session.
Can our managers take part in the workshop with their staff?
This depends on the course being run and the relationship that the staff have with their manager. If it is a good, open relationship then it is often a great idea to have all staff attend together so that the manager can keep reinforcing the learning after the training session.
Sometimes, having a senior manager attend makes the delegates feel they are being judged. This can cause them to be apprehensive about giving honest feedback and revealing any issues they are having at work. A successful approach is to run a workshop for the managers so they have an appreciation of the new skill set their employees have been armed with.
How often should employees be trained? Is further training needed to constantly up skill our employees?
The best training is continuous so delegates feel they are being developed on an on-going basis and this sets a wonderful foundation for learning and seeing positive behavioural changes in the workplace. It would be ideal to run training once a month. If this is not possible, a full day of training every quarter is recommended.
How is the workshop effectiveness to up skill and empower employees evaluated?
Delegates are asked to complete a full evaluation form and personal action plan at the end of every training session. Our team then tabulates the results to assess the ratings given for training content, trainer’s delivery, ability to handle questions, venue etc. If appropriate, managers are also able to see the action plans that delegates have committed to implement and to help them to continue putting their new skills into practice.
Our trainers also follow up with the managers a few weeks and months after the course to see how the delegates are going. Delegates also have ongoing email access to the trainers after the course has been completed.