The training processes in organizations have focused in recent years on the development of internal instructors with a dual purpose, on the one hand, to reduce the costs associated with the training and training of personnel through external organizations and on the other, to value and take advantage of the internal knowledge of its professionals, especially those who, due to their experience and training, have a deep understanding of each of the organization's processes.
However, one of the difficulties most frequently manifested by apprentices has to do with the communication skills and pedagogical skills of the internal instructors, which means that at the end of the training days there are comments such as “It cannot be denied that he knows a lot about the subject, too bad he can't transmit it ”.
This phrase undoubtedly offers a question to the person in charge of training within the company, since it is possible that the expertise and knowledge of the expert may be available, but it is also necessary to train him in the basic skills of pedagogy and methodology to be an instructor successful.
A successful instructor is one who manages to communicate his message well, triggers learning processes and improves the productivity of each of the attendees. For this, the instructor must know then some important elements when offering his knowledge.
Some of these elements are:
1. Before the Workshop: You must adequately prepare the message that you are going to transmit, taking into account the profile of the attendees, their motivation, the expectations they have for the workshop, define the number of attendees, prepare the aids that you will use, etc…
2. During the Workshop: Develop techniques and group dynamics, properly manage learning spaces, use audiovisual aids, manage group behavior, transmit the message in a clear and entertaining way, etc.
3. After the Workshop: Evaluate the learning outcomes, monitor the transfer of learning in the workplace, apply instruments to measure learning (the latter with the help of the training manager).
The responsibility of the internal instructor goes beyond the classroom, his work is not limited to transmitting knowledge but to generate learning and when this difference is understood, productivity is positively affected. Therefore, the internal instructor must also have her own training and training process in order to optimize the results of the training and its impact on the job.
