Basic Bricks for Behavioral Trainers

When I look my Journey as Role of a Trainer in the Organizations where I worked as part of HR, it started with an aspiration of sharing what I studied in the University Education and little ( Very Little ? ) experience in HR. What i realized in the later stage what I’m teaching with PPT’ s ( This PPT’ might help to support trainer to present his point but most of the times it become an obstacle if we don’t use properly ) in the classrooms really don’t have effect on Participants Learning


Here I would like to mention the definition of Learning-as per Psychology ,Learning means Relative change in the Behavior.

As a Trainer I feel we have to impact and work as catalyst for participants Learning Curve.

When I realized this that still I have to improve some more Insight in the Training as process only I work as Trainer. I asked my boss to another assignment .In the mean time I use to work as Regional HR Manager, as a part of Profile I use to do Training Coordination. In this process, I met one person called Ravi Shankar from Hyderabad who was come to an MDP Program. I mentioned my dilemma about working as an effective Trainer in the frame work of Learning. He suggested few points to me,


q Attend Human Labs conducted by ISABS
q Study further on Learning ( He is the person Introduced me the word Androgagy )
q Spend some quality time with YOU ( YOU means a lot )
q Study Training Delivery Methodologies
q Do Training areas which excites’ you




Above are few suggestions, but those are helped me a lot in the later stage not only as Trainer as Human.

The most important Learning s ( I refer defining of Learning of above )


q Trainer should know himself and accept himself

v This is not a destination. .but its Journey. As we talk in Johari Windows as the two pans I feel Receiving feedback and understand our dark areas makes us aware more about us. But most important point is accepting as we are and trying to work on the areas required to improve
v What is required to improve is should responsibility of the Individual, may be somebody can help the Individual but the final Decision should lies with Individual


q Understanding Trainers Interpersonal Skills Orientation


Here I would like to mention FIRO ( Fundamental Interpersonal Relations Orientation ) proposed by Schutz Model

The final version of the FIRO theory states that there are three central and unidimensional needs that affect the behaviour of people in any interpersonal relationship. They are ,
v Inclusion (the need to socialize, to be in the company of or in contact with, people),
v Control (the need to influence, make decisions, direct, have power over, have impact on)
v Openness (the need to share one's inner thoughts and feelings).

Corresponding to these three interpersonal behavioural needs are three needs that affect the feelings of people in interaction. These feeling-level needs are,
v Significance (the need to feel worthwhile, important, meaningful), Inclusion at the behavioural level corresponds to Significance at the feeling level
v Competence, (the need to feel strong, intelligent, capable) Control and Openness at the behavioural level correspond to Competence
v Likability (the need to feel one is good, attractive, likable)and Likability, respectively, at the level of feelings.

The trainer should know his Inter Personal Needs or Orientation. There is no requirement all the Trainers go for assessment tests to understand their Orientation but consciously for some time they monitor themselves, they will get an Insight.
What I observed with above needs are require balance. More or less orientation will have an effect on our Personality Rather than effect, the important point is trainer awareness about his orientation



Remaining areas like Training Tools and Methodologies, Expertise in Subject matter, Continuous Learning, Learning principles and other training delivery subject matters also very important.

I feel the two points I mentioned are basic bricks for a Behavioral Trainer

Shiva Prasad