Creating Inspired Trainers and Assessors

Creating Inspired Trainers and Assessors

5 ways to inspire them towards great commitment

Key Takeaway

Inspired trainers and assessors feel valued and recognised, ultimately having a positive impact on their roles.

We are continually being asked to do more with less in our training organisations and this can be quite the demotivating experience for the staff involved. Trainers and assessors, in particular, can feel unappreciated or undervalued. This  will ultimately impact on their commitment to their roles and in the end, the client experience. Therefore, we have to find appropriate and cost-effective ways to recognise the contributions of our teams and inspire them to work at their best.

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Here are five ways to support this process:

  1. Stretch them professionally

Trainers and assessors may not always put their hands up for additional professional development, but it is important to keep them actively engaged in their profession. This can include involving them in conference proposals, article submissions, learning event development or even collaborating on a resource.

  1. Honour their experience

Often in our training departments, we find the combined experience of the team adding up to hundreds of years, but career progression can be limited. Solve this dilemma by taking time to recognise contributions made by trainers and assessors and look for ways to honour their experience.

This will help them to feel valued and motivate them to continue to work enthusiastically. Recognition can include :-

  • public displays of years served;
  • an honour board listing key milestones; or
  • something as simple as modifying their job title to reflect their contribution (i.e. Senior Training Consultant or Lead Assessor).
  1. Role model best practice

Great leaders are not defined by what they do, but how they do it.

Inspiration can be found when we practise what we preach and are prepared to do the same work that we ask of our teams. Standing side-by-side with them in the trenches builds respect, but it also helps the team to identify the expectations of the business and gives them an understanding of what good practice looks like.

  1. Involve them in decisions that affect them

Genuine involvement and collaboration can be a fast track to buy-in. If trainers and assessors are included in decisions that affect them, (such as resourcing, scheduling and methods of reporting), they are more likely to support new procedures and implement planned changes or improvements with greater commitment.

When decisions are made in isolation without consultation, our teams will understandably feel dis-empowered and are thus less likely to embrace change.

  1. Give them ownership, but allow them to make mistakes

It is well documented that risk-taking is an important part of learning. However, if we create clinical environments where no one is prepared to try something new, organisations will stagnate.

The key is to give ownership of projects with latitude for team members to provide their own ideas, while being available to provide guidance, mentoring and support when things don’t go according to plan.

This, in the truest sense, becomes a “miss-take”, rather than a mistake and learning and growth can come from it. This approach, which shares the fame and the blame, creates a collegial atmosphere where great ideas are fostered and performance can thrive.

Everyone in the VET sector benefits from having skilled and motivated trainers and assessors. We need to take the time to inspire and extend our teams so we can reach that holy grail of development – one which delivers great learning experiences, sustainable businesses, happy workers and the confidence of industry.

The ongoing challenge will be finding new ways to raise our people up. Is your organisation ready for the challenge?

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Talking-1239092 image courtesy Valeer Vandenbosch of freeimages.com
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