Employees are struggling with new training initiatives. How can you help them overcome feelings of overwhelm?

Every organization needs to effectively invest in understanding the people behind the roles they occupy. This is especially true in aviation, where I strongly believe training must be tailored to suit the specific needs of the target audience. A primary focus should be on the trainer, evaluating how they can best deliver content to the audience. When this alignment is achieved, you win the audience's trust and can effectively navigate the feelings of overwhelm.

There are times when new technologies and new training initiatives are introduced and employees are struggling with them. There are some ideas to help them overcome such feelings - 1. Clear Communication - Clear and Open Communication channels can help in resolving most of the issues. 2. Supportive Learning - Learning supported by feedback and appreciation can make the fear go away. 3. Training Relevance - It is important to enroll employees in the training similar to their tasks and having relevance in day to day activities. 4. Engaging Content - There should be ice-breaking sessions to involve participation from all. 5. Flexible Scheduling - Timing for the training programs should be flexible as per availability of employees.

To help employees overcome feelings of overwhelm with new training initiatives, you can break down the training into manageable chunks and provide clear guidance on priorities. For example, create a structured timeline or roadmap for the training modules, highlighting key milestones and goals. Additionally, offer support through regular check-ins, Q&A sessions, or peer learning groups to address questions and reinforce learning. This approach can help employees feel more organized and confident in their ability to navigate the new training successfully.

Gerar curiosidade para o aprendizado é fundamental no início de qualquer ação de desenvolvimento. Precisamos lembrar que o engajamento das pessoas deve começar antes do convite oficial para uma sessão. Gestores têm um papel essencial para explicar de maneira clara os porquês da formação, os benefícios para os participantes e os resultados esperados. Se há a sensação de sobrecarga com uma ação de treinamento, é nítida a falta de alguma etapa na comunicação e engajamento dos gestores. O grande desafio é que ainda muitos funcionários acabam sabendo de uma ação de aprendizagem com um convite que subitamente recebem por e-mail sem muitas vezes nem saberem do que se trata. Amo a frase que diz: “Treinamento é um processo e não um evento isolado”

Learning by doing: Cross-training employees involves demonstrating the abilities required to carry out a variety of jobs or responsibilities and providing them with the chance to use those abilities right away. Most of us learn best through doing, which is why cross-training is such an effective approach.

Organizations are shifting from a one-time training model to a culture of continuous learning. This involves providing ongoing learning opportunities, such as regular workshops, webinars, and access to online learning platforms, to help employees continuously improve their skills.

In my experience, when employees are struggling with or not supporting training initiatives, one to one or group discussions are helpful for me to determine the real cause. I've found two main reasons: i) The impact of the training initiatives are not well communicated or ii) Training initiatives are not aligned to their personal and career growth ( this is very critical, need assessment process could have gone wrong) It's easier for me to handle the first scenario by communicating the benefits to have strong purpose. However, for second one, i will have to relook at entire needs assessment process to determine what has gone wrong to address the weakness within the process.

Nuestra capacidad para comprender las experiencias de los trabajadores influencia profundamente si van a aprender algo o no en nuestra compañía. Y esto hay que hacerlo explícitamente: necesitamos asegurarnos de que planificamos oportunidades para demostrar estas cualidades. Ser modelos de una comunicación abierta y honesta. Esto significa escuchar activamente, mostrar empatía y ser respetuosos en todas las conversaciones. Proporcionar retroalimentación positiva en lugar de solo enfocarse en las críticas y los errores. Esto puede ayudar a fomentar la autoestima y la confianza.

If your staff are struggling with new training initiatives, how might you help them overcome feelings of overwhelm? Empathy and Understanding: Recognize different learning styles. Show empathy by being patient and tailoring support to individual needs. Clear Communication: Ensure everyone understands why the training is important. Clear 'why' drives engagement. Structured Steps: Break down training into manageable chunks with clear milestones. Flexible Support: Offer Q&A sessions and one-on-one coaching to help employees learn at their own pace. By keeping these elements in mind, we can create a training environment that supports and empowers our teams.

Break down the training into manageable segments through microlearning, dividing the content into smaller, digestible modules, making it less intimidating and easier to absorb. Additionally, setting clear, achievable milestones and celebrating when employees reach them can build their confidence and keep them motivated. Providing adequate support and resources is also crucial. Ensure that employees have access to mentors, coaches, or support staff who can assist them when they have questions or face difficulties. Creating a comprehensive library of resources, including FAQs, how-to guides, and video tutorials, allows employees to refer to materials at their own pace, helping them feel more in control of their learning process.

In my opinion, it is very important to break the myths that employees usually have regarding training. When someone hear training they immediately think of long, tedious lectures. We need to communicate that our training sessions are designed to be both educational and enjoyable, incorporating fun activities. It's important for employees to understand that pausing their daily tasks for a day of training is not a waste of time. Instead, it's a valuable opportunity provided by the company to help them relieve stress while gaining new skills and knowledge.

Whether it is physical or online training, participants inclusion is very important . More so in online trainings. You have keep all participants engaged with some activities and by doing they can understand more .

Creating a fun, engaging, and supportive learning environment is crucial in helping employees overcome training challenges. Encourage collaboration among team members, allowing them to share insights and help each other through difficult concepts. Offer resources such as mentorship programs or learning buddies to provide additional support. Recognize that everyone has different learning styles and paces, and be prepared to offer additional help or alternative methods of learning to those who need it. A nurturing atmosphere can alleviate stress and make the training experience more enjoyable.

I always remind myself that training is not a one time event. Ongoing support mechanism is always part of my every training initiatives, live sessions self paced mode. Prerecorded learning materials, downloadable check sheets, live Q&A session, email support, group discussion and sharing of work and tutorials session are part of the support mechanism. I've learned that these features reinforces learning, help learners to stay motivated, support available whenever required and also help learners to interact, share and learn with other learners. This helps to achieve higher completion rate.

Foster a culture that values continuous learning and growth. Encourage employees to embrace new skills and knowledge. Regularly recognize and celebrate learning achievements and milestones. Develop personalized learning plans that align with each employee’s role, career goals, and learning preferences. Use adaptive learning technologies that tailor content to the individual’s pace and progress. Establish mentorship or buddy programs where experienced employees can guide and support their peers. Ensure that all training materials and resources are easily accessible, whether through an online portal or a physical library.

Divida la capacitación en segmentos manejables a través del microaprendizaje, dividiendo el contenido en módulos más pequeños y digeribles, haciéndolo menos intimidante y más fácil de absorber. Además, establecer hitos claros y alcanzables y celebrar cuando los empleados los alcanzan puede aumentar su confianza y mantenerlos motivados.

The more relevant training is presented, the greater the application. We can make training more relevant by including more stakeholders across the organization to represent various work experiences as the training is designed. Create a focus group with individuals representing as many areas, levels of employees, locations, etc. to design training with each individual in mind. Utilizing this focus group can provide real examples of application, deepen the learning experience, and increase collaboration across your organization as these individuals offer their perspective and learn more about one another.

As a corporate trainer, i always conduct a comprehensive TNA (Training needs analysis) with all my clients before creating any training content. Every company/industry is different, their culture is different and they all have their own unique way of carrying out daily tasks. Its important for a trainer to first understand the whole DNA of the company so that they can make a customized content specific to meet the unique needs and challenges of the company.

After spending countless hours in designing training program, i understand the frustration when the outcome does not meet the expectation. To avoid this and to make sure my training initiatives are relevant, I've learned to proceed with training initiatives when and only skill gap is identified as the single reason for performance issues during the needs assessment process. This validation actually has helped me to address the needs of learners through an effective and specific training initiatives. Otherwise, i will look at other alternative solutions to address the performance gap among employees.

This can be approached in several ways : Let the employees know the objective of the training and how it will impact their work. We can offer them e-learning platform with a flexible schedule to complete the same within their own pace in a specific time-frame. We need to be very careful in selecting the training method which is interesting to them. Last but not the least, offer them continuous feedback on the progress. We need to encourage our employees to view challenges as an opportunity to grow in an organization.

Accomplishment without intervention is the key to success. Therefore every one must be left without intervention. Solutions for job function is dependent on the availabilities of resources as well.

In my experience, we must know the team and the DNA of the company and only do the training because we have adequately detected specific needs for improvement or refinement. It is our job to make sure we carry out a training analysis or assessment and generate relevant content that contributes to the daily activities of the collaborators.

Customize training content to align with specific job roles and responsibilities. Emphasize how the training will directly improve their job performance and efficiency. Show how the training contributes to their career advancement and skill development. Provide clear pathways for how the new skills can lead to promotions or new opportunities within the company. Identify and communicate quick wins or immediate benefits that employees will experience from the training. Demonstrate how the training can help solve current problems or challenges they are facing. Incorporate case studies and real-world examples that are relevant to their work.

In my training sessions, i usually try mix of all the engagement activities like story telling, case study, role-play simulations, group discussions etc. The best one that works for me is Role-play simulations because it allows participants to apply theoretical knowledge in realistic scenarios, reinforcing learning through practice. A helpful tip that i can share for all the fellow trainers while designing a role-play scenario is to create realistic and detailed scenarios that closely mirror- world challenges participants might face or if they are from their industry then its a cherry on a cake. You will realize that it will make participants very excited and engaged as it is relevant for them.

In my experience, experiential learning and activity based training method were helpful and when these approaches were used to specifically address the actual issues faced by learners at workplace, the training session has become more lively and impactful. I've realized that the learners are keen to utilize the training sessions to get solutions for the the issues they are facing at work. This approach enables me to create targeted content, use specific examples and scenarios that ultimately address the need and expectations of the learners.

Making a work centric training module in collaboration with the experienced colleagues, building the training module into manageable segments, will help build more engaging content This prevents information overload and allows employees to absorb content gradually and will eventually help them with their ongoing activities

Always use scenarios and exercises that are as realistic as possible, build multidisciplinary teams to seek to complement each other, and continuous learning and role play as an integral part of training supports the development of skills and keeps the audience interested and motivated.

Everyone learns differently, it’s important to have a range of training materials (videos, written instructions, activities) tailored to the different ways people learn. #Loom is a great tool you can use to help demonstrate features and instructions in an engaging way.

El aprendizaje no tiene por que ser aburrido, existen muchas dinàmicas apropiadas para mantener la atenciòn y el entusiasmo de quienes se estàn capacitando. Escuchar sus experiencias en trabajos anteriores, puede colaborar a descubrir errores cometidos, operativos o de conducta, y transformarlos en actitudes o acciones a mejorar. Los trabajos o dinàmicas grupales, en mi opiniòn son mas efectivas

The goal here is to create a strong purpose. By having consistent communication with the employees helps me to understand their personal mission and goals. Not only that, getting to know their hobbies, interest, volunteering initiatives they are embarking on provides me more clear picture about them and their aspirations. I've seen that when training initiatives aligned to both personal and career growth are identified, designed and delivered, it yields good response, engagement and completion rate.

It is useful in all trainings to consider the personal motivations, hobbies and interests of the audience in order to show how this training brings value not only to professional activities but also to daily life and the improvement of interpersonal relationships.

Quando um funcionário demonstra interesse em crescer nessa empresa, inclusive enfatizando que possui vontade de participar de cursos e treinamentos, mas essa empresa não demonstra interesse em envolver esse funcionário, não adianta muito, pois deve ser recíproco. As empresas perdem grandes talentos, porquê não investem em desenvolvimento de novas habilidades, competências e estes ficam insatisfeitos e acabam indo embora, em busca de reconhecimento, pois isso, pode aumentar ou diminuir os interesses. Por isso, incentive sempre seus funcionários para que busquem atuar e desenvolver o CHA - conhecimentos, habilidades e atitudes.

Novas habilidades adquiridas além de aumentar a alto estima e realização profissional irá proporcionar maiores resultados, crescimento na carreira e maior satisfação de todos envolvidos no seu processo profissional seja como colega de trabalho ou clientes...

The growth of our employees means the growth of our companies. Noticing where someone is struggling can be a difficult task, if you do not have open communication with your employees. To help navigate these waters the culture of the work place environment needs to be built on transparency and trust. Ways to build that trust can be done with celebrating and employees achievements, such as a training course completed or a successful launch of a new product. Notice those achievements and congratulate the work done.

When employees feel overwhelmed with new training initiatives, consider these strategies: Microlearning: Break down content into bite-sized modules for easier absorption. Personalized Training Paths: Recognize that employees have different learning needs and tailor training accordingly. Self-Managed Learning: Empower employees to explore topics at their own pace. Just-in-Time Learning: Provide relevant information when needed, minimizing overload. Accessible Content: Ensure training materials are easily accessible and user-friendly. By implementing these approaches, you can support your team in overcoming overwhelm and enhance their learning experience!

When i was attached with a manufacturing organization, i've experienced the challenges of getting the employees into the training room - not only to meet the performance gap but to meet the training hours KPI as well. I've found that by combining both physical and online sessions through technologies, tools and techniques like Learning Management System (LMS), Blended approach, Mobile Friendly content and Microlearning approach, learners were able to enjoy the flexibility and freedom needed to complete the training sessions despite tight workload. For an example, the learners can choose to utilize their weekend, lunch hours or free time after working hours. This type of flexibility helps slow learners too.

Cuando los empleados se sientan abrumados con las nuevas iniciativas de capacitación, considere estas estrategias: Microaprendizaje: Divida el contenido en módulos del tamaño de un bocado para facilitar la absorción. Rutas de formación personalizadas: Reconozca que los empleados tienen diferentes necesidades de aprendizaje y adapte la formación en consecuencia. Aprendizaje autogestionado: Empodera a los empleados para que exploren temas a su propio ritmo. Aprendizaje justo a tiempo: Proporcione información relevante cuando sea necesario, minimizando la sobrecarga. Contenido accesible: Asegúrese de que los materiales de capacitación sean fácilmente accesibles y fáciles de usar.

Time is the one thing I think we all want more of. In the fast paced world we live in, meeting deadlines, and the pressure of training our teams to be the best versions of them selves we can find ourselves over whelmed. Some strategies I have found helpful to combat the balancing act of training and deadlines is to take bite size pieces, smaller amounts of a larger training course. I encourage my employees' to do the same, when they have some downtime, take another little bite. Then soon see a large course dwindling, and seeing this progress will encourage them.

Based on my good and bad experience throughout my career journey, it goes back to the effectiveness of needs assessment which is the first and crucial step towards effective and relevant training initiatives. Tools like Gilbert's Six(6) boxes model helps me to perform holistic assessment and determine whether training is the only solution or other interventions would be a better one to address the performance gap. I've learned that most of the training initiatives failed and quite significant amount of money wasted due to misconception that training is the only solution to address performance issues.

One thing i have found useful is to pace out the learning. Create small chunks of content and provide them at fixed intervals and with a gap of some time between each. This ensures there is no info overload. Also some amount if formal classroom followed by on the job and coming back to classroom for refreshers is often useful technique

Stick to conventional methods of 70-30 or 80-20. 20%-30% training time which an employee is able to utilize during 80-70% of one's productive time. If these trainings can give clear pathways for one's growth then there is no better incentive provided that showed path yields promised results - I.e. commitment from top mgmnt. Eventhough assessment of such trainings can only to made during performance reviews. Short term effectiveness can be measured however long-term effectiveness can only be measured as a direct result of Employee’s performance improvement trends.

o alleviate overwhelm, break down the training into manageable modules or steps. Provide clear timelines and set realistic expectations to help employees manage their workload. Offering additional support, such as one-on-one coaching or access to resources like FAQs and troubleshooting guides, can also make the transition smoother and less daunting.

Algo fundamental na trajetória profissional ao meu modo de ver sempre será Capacitação para ganhar musculatura e novas habilidades, preparo emocional e espiritual para seguir rumo aos objetivos com foco, determinação, profissionalismo, inspiração, transpiração e muita fé no maior consultor de toda história e nosso grande Deus Jesus Cristo, Nele todo resultado pode ser potencializado!!!