Consider the following statements, if you will:
- training is a change management effort
- change is often unwelcomed
- to help people change through training, we must reach their emotions
- emotions affect our motivations
As suggested by the author of the below article, if we follow this thought process, we will realise that "understanding our own emotional intelligence is essential to how we help others cope with change, such as new technologies, processes or procedures or change on a larger scale such organizational realignments".
I couldn't agree more with this.
When I deliver any type of training, my two key goals are to a) explain the subject clearly and b) to create energy and enthusiasm amongst the learners. The kind of energy and enthusiasm that would lead them to take action.
What action? - you may ask.
The action that takes place when deciding to apply the knowledge into practice.
As many research show, only then lasting change happens - that is when your learners make a decision to use the newly-gained knowledge and apply/test it in a real-life situation.
But for that to happen, the learners need to feel that they can succeed and that's where the trainer's own communication and emotional skills play a key role in driving those feelings!
Still not convinced?
Push yourself to show more positive emotions whilst delivering your next training and you will know if what I am saying works :)
Training at its core, is a change management effort, with any training program something needs to change. A skill needs to be developed or improved, or behaviour should be on the road to modification. If there is no change expected, then you shouldn’t be creating a training program. Now, because change is expected – we must reach a person’s emotional core. It’s all about reaching hearts and minds, people. If we do not reach the hearts and minds of the HUMANS in your organization, meaning if we do not provoke thought and evoke feelings, your training >will fail.