How to Get the Best From a Training Course
How to get the best from a training course
These guidelines will help you get the best out of any training course you attend.
1. Before you attend a training course, spend a little time analysing your own strengths and relative weaknesses*. This early self-analysis will help you to identify your most important learning objectives.
2. When you have your learning objectives clearly understood, then pay close attention to the course content, and pick-out those elements that relate specifically to those objectives. Think about how you can use the course content to eliminate any weak-links in your performance.
3. Give 100% commitment to the training day. Involve yourself both intellectually and emotionally.
4. As the day progresses, the course content will likely trigger new ideas, in your mind. When that happens, make additional hand-written notes and think about how you can best put your new ideas into practice at work (and at home).
5. Talk to the other delegates and ask them how they are reacting to the course material. Remember that other delegates may see things differently to you.
You may gain additional benefits by explaining your ideas and listening to theirs.
6. If you don't quite understand any point made by the trainer, don't let it pass. Instead, ask the trainer for a clarification of the point, or an illustrative example. If you have a question, ask it!
7. After the course is over, review your notes several times and build plans that describe when, where and with whom, you will apply the material.
8. Try to ensure that it's YOU who extracts the most value from the training.
9. Whatever you learn, try to pass the knowledge onto someone else. Teaching what you have learned will embed the material deep into your mind and multiply the value of the initial training.
10. Enjoy the day!
*Training Needs Analysis Questionnaire
Our free Training Needs Analysis has been designed to reveal your relative strengths and how to make the most of them, together with your relative weak points and what training you could undertake to improve them.
Definition: Training Needs Analysis
A training needs analysis is a workplace learning process that compares an employee's current skills with the skills the job demands, pinpoints any performance gaps, turns these gaps into sharp learning goals, and ranks training actions by business impact. Without all four steps, it is not a true analysis.
Show CG4D Definition
- Compares current skills to role requirements
- Detects performance gaps needing improvement
- Converts gaps into measurable learning objectives
- Prioritises training actions by urgency and impact
Article Summary
To get the most from any training course, first check your strengths with a quick training needs analysis, set sharp goals, join in fully with the tutor and other learners, then review your notes and use the new skills at work the next day.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
Why is a training needs analysis useful before attending a course?
How can I set clear learning objectives before the training day?
What active learning strategies keep me engaged during sessions?
Is hand-written note taking still better than typing in a course?
How soon should I review my notes after the course ends?
Why talk with other delegates during breaks?
What should I do if the trainer's point is unclear?
Thought of something that's not been answered? Ask Us Today!
Did You Know: Key Statistics
In the LinkedIn 2024 Workplace Learning Report, 94% of workers say they would stay at a firm longer if it invests in their learning and growth. CIPD’s Learning at Work 2023 survey found that 81% of UK learning teams now run live online sessions, up from 36% in 2019.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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