Training Session Scheduling

“Train-the-trainers” (TTT) is one of the most common methods used to scale up improvement & change capability across organisations, yet we often fail to set it up for success. A recent article, drawing on teacher professional development & transfer-of-training research, argues TTT should always be based on an “offer-and-use” model: OFFER: what the programme provides—facilitator expertise, session design, practice opportunities, feedback, follow-up support & evaluation. USE: what participants do with those opportunities—what they notice, how they make sense of it, how much they engage, what they learn, & whether they apply it in real work. How to design TTT that works & sticks: 1. Design for real-world use: Clarify the practical outcome - what trainers should do differently in their next sessions & what that should improve for the organisation. Plan beyond the classroom with post-course support so people can apply learning. Space learning over time rather than delivering it in one intensive block, because spacing & follow-ups support sustained use. 2. Use strong facilitators: Select facilitators who know the topic & how adults learn, how groups work & how to give useful feedback. Ensure they teach “how to make this stick at work” (apply & sustain practices), not only “how to deliver a session.” 3. Make practice central: Build the programme around realistic rehearsal: deliver, get feedback, & practise again until skills become automatic. Use participants’ real scenarios (especially change situations) to strengthen transfer. Include safe practice for difficult moments (challenge, unexpected questions) & treat mistakes as learning. Build peer learning so participants learn with & from each other, not just the facilitator. 4. Prepare participants to succeed: Assess what participants already know & can do, then tailor the learning. Build confidence to use skills at work (confidence predicts application). Help each person create a simple, specific plan for when & how they will use the approaches in their next training sessions. 5. Ensure workplace transfer support: Enable quick application (opportunities to deliver training soon after the course), plus time & resources to do it well. Provide ongoing support (feedback, coaching, & encouragement) from leaders, peers &/or the wider organisation. 6. Evaluate what matters: Go beyond satisfaction scores - assess whether trainers changed their practice & whether this improved outcomes for learners & the organisation. Use findings to improve the next iteration as a continuous improvement cycle, not a one-off event. https://lnkd.in/eJ-Xrxwm. By Prof. Dr. Susanne Wisshak & colleagues, sourced via John Whitfield MBA

Trainers must be more than experts— Here's the secret to delivering impactful training sessions, no matter what comes your way. As a trainer, being prepared for instant changes in the delivery of any concept requires a flexible and adaptive mindset. Here are key strategies to help you stay prepared: 1. Thorough Subject knowledge - 📕 Master the content so well that you can break it down or present it in multiple ways, adapting to the audience’s needs. This will allow you to explain complex ideas in simpler terms or delve deeper if required. 2. Audience Analysis - 🧐 Before the session, understand your audience's knowledge level, learning preferences, and possible challenges. This will help you anticipate where you might need to adjust your delivery. 3. Create a Session Outline - 📝 Have a structured outline that allows for adjustments. Include different examples, analogies, and activities so that you can switch methods if needed. 4. Plan for Flexibility 🧘 - Build in buffer time to the session plan, allowing you to address questions or revisit concepts without rushing. Be prepared to cut less essential content if time constraints arise. 5. Use Interactive Methods 🗣️ - Include interactive methods such as Q&A, group discussions, or problem-solving activities. These allow you to gauge understanding and shift the delivery based on immediate feedback. 6. Technology Familiarity - 🧑💻 Know the tools and platforms you are using so you can quickly adapt, whether it’s changing slides, moving between resources, or using multimedia to reinforce concepts. 7. Stay Calm and Confident ☺️ - If a change in delivery is necessary, remain calm and composed. Confidence reassures the audience, and maintaining a positive attitude will help you navigate unexpected changes smoothly. 8. Prepare Backup Plans 🖋️ - Have alternative examples, exercises, or activities ready in case the original approach does not resonate with the group. 9. Stay Current 🏃 - Keep up with the latest trends, tools, and methods in training and your field of expertise. This allows you to bring fresh perspectives and solutions to any spontaneous situation. 10. Gather Feedback ✍️ - After a session, ask for feedback to understand where adjustments were successful or where improvements are needed. This helps in refining your ability to adapt in future sessions. Being prepared for changes is about blending preparation with flexibility and having the confidence to switch gears when necessary. #confidence #trainthetrainer #training #softskills #leadership #communication #learning

Want more productive workshops? Try stopping them sooner. Workshops often lock people in a room for two or three hours and expect them to do their best thinking on demand. Do we really have to hold people hostage to be productive? Lately, I’ve been using a technique I call "Echo Sessions." Instead of forcing deep work to happen in real time, we kickstart an activity, get clarity, but then stop just as people are getting into it. That pause is intentional. It’s based on the same principle as the Pomodoro technique—when you leave something unfinished while still feeling engaged, you'll find it easy to return to it later and give it space to percolate. Instead of dragging out a long workshop, I schedule an Echo Session later—often in the same day—where everyone brings their independent or small group work back for discussion, iteration, and action. Why does this work? ✅ Encourages Deep Work – People get time to think, research, or create in their own way, rather than being forced into artificial collaboration. ✅ Optimizes Meeting Time – Workshops should be for shared understanding, decision-making, and iteration—not for quiet focus time. ✅ Respects Different Work Styles – Some need time to walk and think. Others need to sketch. Some want to research or tap into AI. Echo Sessions give people time and space to work in the way that’s best for them. ✅ Creates Natural Momentum – Stopping at a high-energy moment makes people want to continue later, giving them space to create, rather than leaving them drained from a marathon session. ✅ Reduces Calendar Lockdowns – Instead of monopolizing hours at a time, work is distributed more effectively and meetings are only used when necessary. Most importantly, this approach treats participants like adults. It gives them flexibility and agency while ensuring that meetings serve a clear, valuable purpose. We don’t need long workshops. We need better workshops. Curious—how do you approach workshop fatigue? Would this work in your team?

Stop fighting your body’s natural rhythm. Adopt chronoworking. Have you ever wondered why you feel sharp and creative at certain times of day but foggy and distracted at others? It’s because of your brain has a unique chronotype. Essentially, your personal body clock regulates your optimal times for focus, creativity, and recovery. I’ve been saying this for years - it doesn’t matter when you work, but rather the outcomes that you produce. This is the essence of "chronoworking" – aligning your schedule with your brain's natural rhythms, instead of forcing yourself to work at certain times or follow the arbitrary 9-5 schedule. By doing this one thing, you can dramatically enhance performance. Implement strategic time batching: - Reserve your peak cognitive hours (when your prefrontal cortex is most active) for complex analytical tasks requiring deep focus. - Save routine tasks for your "valley" periods when your brain needs less cognitive horsepower. - For maximum effectiveness, try habit stacking—link new productive behaviors to existing routines during your optimal performance windows. Forward-thinking companies are increasingly adopting flexible working styles. It’s my hope that it is only a matter of time before even more places accommodate different chronotypes. The payoff is substantial: reduced stress, higher creativity, lower burnout rates, and measurably better performance. What's your chronotype, are you a "lark" (morning person), "owl" (night person), or somewhere in between? Do you lean into it, or have to fight against it? #Chronoworking #Neuroscience #LinkedInNewsDACH #BrainScience

Let’s ditch “training notes”. To be honest, even when I was working in-house as part of a large training team, and we had to design training for others to deliver, they were always a bug bear of mine. (Remember the infamous session notes I wrote Emma Gillett which just said for Day 2 “follow the needs of the group??” 😂) Why have a completely standard “this is how we run the training workshop” when every single group is different?? Yes, there are always common themes, barriers and frustrations for leaders (across all industries) Yes, there are typical, helpful interventions, frameworks and tips. But the magic ALWAYS happens when participants focus on their own context. Their unique challenges. When they have chance to air frustrations, be heard, and then work together to overcome them. When they realise they have the choice to make changes and they determine what they’ll be and how they’ll implement them. When you share tips, frameworks that help them solve what they need to focus on - not just what you think fits a brief ahead of time. This DOESN’T happen when we create standard training sessions and expect them to work for everyone. This DOESN’T happen when we throw all the models and theories at people and expect them to work. It happens when you consciously and considerately shape a session around what both the participants need, and the outcomes expected by the business. And flex if it’s not right. When you create the space for discussion, connection and application & facilitate it well. It’s why when I train others to build workshops, I strongly suggest creating an outline plan along with a “Faciliators Treasure Chest”, so you’re not stuck with “one” way to deliver it. I love the challenge that each different workshop brings. Finding out what’s most useful when we’re together and shaping it as we go. Just yesterday, I even ditched the outline plan working with a fab group of Senior Leaders, as it was clear that it wasn’t what was needed and that it wouldn’t work. And the feedback? “Really engaging conversation and input from all members was really valuable. Katy facilitates these conversations fantastically, intervening when we go off topic” “Great to share experiences with peers. The worked examples / practise sessions were really instructive. Katy did a great job of bringing us back on topic whilst still enabling important discussions to take place” “What really worked? You being led by the group and not sticking to a plan if it didn’t work. The practise was short and sweet, allowing plenty of space for discussion and building on what we’d covered in previous workshops with you. A lot of openness and you were comfortable steering us back on topic when required. Powerful take homes from the day” It’s why I don’t have accredited programmes, as none of my workshops will run exactly the same way twice!

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

Great training does not happen by chance. It happens by design. After years of conducting workshops across industries, I have realized something simple but powerful. People do not learn when you speak. They learn when they engage. The most memorable programs I have delivered, the ones people talk about months later, all had one thing in common. Participants did not sit and listen. They moved, reflected, discussed, practiced, and applied. Here are the seven training methods that consistently create the strongest learning experiences for teams: 1. Experiential Activities People learn best by doing. Simulations, team challenges, and real scenarios create instant connection with the concept. 2. Case Studies Real stories make learning real. When participants analyze situations they relate to, insights come naturally. 3. Role Plays This is where theory becomes skill. Whether it is feedback, negotiation, or communication, practice builds muscle memory. 4. Group Discussions People bring more wisdom than any slideshow ever can. Peer learning is one of the most underrated tools. 5. Games and Gamification Competition adds energy. Games break inhibitions and make even serious topics enjoyable. 6. Video Based Learning A thirty second clip can spark more reflection than ten slides. Videos trigger emotion and emotion drives change. 7. Reflection Tools Journaling, self assessments, feedback rounds. This is where participants internalize what they have learned and turn insight into action. A training session is not a presentation. It is an experience. The richer the experience, the deeper the learning. If you want to conduct engaging training workshops for your organization, connect with me

I talk to 10+ compliance leaders a week: I’m hearing there's more pressure than ever to reduce overall training time. How to reduce seat time while increasing training quality? 1. Streamline topics Over the years, every stakeholder piles on a few extra topics here and there. Always adding, never subtracting. The issue is there isn't anyone looking at the bigger picture and tackling training governance. Airbnb fixed this by taking a targeted, streamlined approach: “So rather than a new hire coming on, [and saying] ‘Here’s your 14 hours of random trainings,’ now it’s, ‘Here are the two, three hours of very specific training activities that we know you need to do.’” From Dave Stephenson, Chief Business Officer, Airbnb in a Fortune article. 2. Test out/Test down We’ve implemented test-out with several customers this year. Catherine Choe at Zendesk comes to mind. On a recent podcast she said: “It wasn’t an easy test,” Catherine admitted. “Even I didn’t get 100%. But I passed. And instead of spending an hour taking a course, I spent 15 minutes proving I knew what to do. That’s a win for me and the company.” Test out ensures each employee's training is tailored to their needs. If you want to see how much time/money you can save with test out, check out the ROI calculator in the comments. 3. Role and risk based training (powered by AI) Not every employee needs the same training!! Make role and risk based tracks (specific ABAC training for sales; Data Privacy for HR) so training is targeted. Ethena's AI course builder is a phenomenal tool for making specific trainings without having to start from scratch. What did I miss?

Im facilitating a “Building Trust” Workshop for an Executive Team this week. Here’s how I prepare: 📌I am using my proprietary framework, but customizing for the company Leadership development material is either too custom or too generic. This hybrid model provides a foundation that clients can trust with the nuance needed for their specific situation. (And as the company delivering, it allows you to NOT reinvent the wheel + scale) 📌Provide prep work Giving a little bit of work for the team to do prior to the workshop provides more context and gets every participant excited/thinking about the topic at hand. 📌Include activities that keep all learning styles engaged I include exercises that help: - auditory learners - visual learners - kinesthetic learners - strengthen team bonds - make it fun and not like a boring lecture 📌Create lots of space for discussion. The best workshops are those where you can - you guessed it - WORKSHOP through real examples. 📌Have deliverables and practical next steps Too many L&D providers give open ended/one-way content. Instead, we want every team member to come away with one practical thing they can do tomorrow. 📌 Ask, “What was your biggest takeaway” Not only is this good market research for our company, it’s helpful for participants to reflect on WHY XYZ thing was their biggest takeaway. Which one of these is most interesting? —- P. S. In addition to our outplacement, we provide customizable, actionable leadership development training for teams of all sizes. 😉