You're faced with criticism on your training methods. How can you address and improve the situation?

When you are open to receive criticism it allows you to be open to growth. Criticism is often received and viewed as negative, however when you think of it as feedback it allows you to be open for constructive feedback to grow. Actively listening allows you be receptive, open and coachable. Criticism doesn’t have to be negative but if you view it negatively it will be received negatively. Listen openly and have a growth mindset that promotes growth!

It is really important to listen to the feedback and criticism with an open mind. Everyone (including yourself) can learn and improve with feedback. Feedback can sometimes be great because it can make you think about different approaches to a topic. It can make you think about your tone, gestures, pace, and language even if it can be painful to hear. Just remember that not everyone is out to get you even if it sometimes may feel like it.

First of all, we need to understand that no training method is perfect for everyone. Every person is unique, and their approach to learning may differ. There are two key points to keep in mind: We must continuously improve our training methods by carefully listening to feedback and making necessary adjustments. Different individuals may require different teaching methods. Use your skills to assess the situation and act accordingly. Sometimes, both perspectives can be correct, like the example of 6 and 9: if you view it from the top, it looks like a 9, but from the bottom, it appears as a 6. Don't rush to judge yourself. Enhance your teaching style by providing more examples to clarify your perspective.

First, I prefer "feedback." Nobody likes to be criticized. When I was a trainer for the US Navy, we had 10 sites with 52 students via VTC. One student counted the number of space fillers I used that day and put it on our daily feedback sheets at the end of the day. That was a life-changing moment for me. When training, the trainer has an obligation to ensure that nothing said prevents the audience from hearing the message. My "Ums" (space fillers) were impacting the student. The first step is removing personal feelings so that you can actively listen to what is being stated. When we set our egos aside and actively listen to feedback with the goal of truly helping others, we open ourselves and others to positive and professional growth.

📌 Here are four points: 🎯Listen & Acknowledge: • Listen Actively: Pay close attention to the feedback without interrupting. Show that you value their input by nodding & making eye contact. • Acknowledge Concerns: Thank the person for their feedback & acknowledge their concerns. Let them know you understand & appreciate their perspective. 🎯Assess & Reflect: •Evaluate the Feedback: Take some time to reflect on the feedback objectively. Identify any common themes or specific areas that need improvement. • Self-Assessment: Honestly assess your training methods. Consider what has been working well. 🎯Open Dialogue: • Ask for Specifics: Seek clarification if needed. Ask for specific eg. or suggestions on how to improve.

I use my reflection period for growth, but also for experimentation of ideas. I’ll watch instructional videos on topics not related to work to just learn. This allows me to be in the shoes of my training group. I may try to teach or explain to a family member what I just learned to keep the mind working. I feel that the more we are learning the more we can achieve and provide to others. Other times I’ll watch these videos and try to do the following: - look for methods that I can incorporate - look for gaps requiring improvement - look for ideas that I can relate to my training topics.

Reflect Honestly Take time to reflect on the criticism with an open mind. Consider whether there is merit to the feedback and how it aligns with your training goals. Use AI-driven self-assessment tools to gain insights into your training methods and identify potential areas for improvement.

- Keep a journal to document the feedback and your reflections, which can help you track your progress and identify patterns over time.

One thing I’ve found helpful is to approach everything with curiosity. I learned this at one my employers and it has been really helpful in my life whether it is dealing with criticism, home maintenance, or even familial relationships. Don’t attack the messenger and take their criticism with curiosity. Of course, it’s possible that the person doesn’t like you, but most of the time they may just have an issue understanding how everything works together.

Seek Clarification If the feedback is vague or unclear, ask for specific examples or suggestions. This will help you understand the root of the concerns and provide a clear direction for improvement. AI chatbots can assist in collecting detailed feedback by prompting specific questions to participants.

In my experience, it is fundamental to ensure you ask questions and seek to understand whether it is actually criticism, or in fact your own perception. Rejection sensitivity/imposter syndrome can play a big part in being able to hear, understand, and compute information being received. I like to ask for some feedback and for those offering the 'criticism' to give examples of strategies that would be more effective, and ways in which we could positively move forward learning together.

Use open-ended questions such as, “Can you provide an example of when this issue occurred?” or “What specific changes would you recommend?”

One thing I have found helpful is to ask questions. By probing further with inquiries, you gain more insights and clarity on the criticism received. This process might reveal more helpful information for improvement.

There are multiple methods that can work for training as well as different environments that can foster learning. Everyone has taken classes in their life. Some are large lectures, others are much smaller groups, people getting individually tutored. Each one of these things can work with specific topics. The same goes for learning. Some people can read something and just do it. Others do better at listening. Some want more of a hands on style. As a trainer, the better that you can use different methods, but also the quicker you can identify which topics work better with each style will really improve your outcomes. Same goes for recognizing which people learn better with specific methods. It’s never the same from group to group.

Experiment with different approaches and techniques to find what works best for your audience. Be willing to pivot if something isn’t working.

I have a slightly different opinion on communication. An open environment is best for everyone. If the group is really struggling with a topic, then you do need to level set about some different ideas and methods. If you know only a few people are struggling with it, then you can try to provide them separate instruction. I think about it like a math class. Everyone has had one where you take the assignment home and you have no idea what you are supposed to do. The next day the teacher is bombarded with questions. The best teachers recognize it as it is happening, so they can be ready to try something new tomorrow. Everyone in class will notice the different approach, but won’t necessarily think about it because they want to understand.

Set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the changes you plan to implement. Communicate these changes to your trainees and stakeholders.

Facing criticism on training methods can be a catalyst for growth. It’s crucial to embrace feedback, make necessary adjustments, and evaluate the outcomes. Here are some practical tips: Open Dialogue: Encourage trainees to voice their thoughts and suggestions. This fosters a culture of open communication and continuous improvement. Adapt and Implement: Use the feedback to adapt your training methods. Implement changes that address the criticism and enhance the learning experience. Evaluate Outcomes: Regularly assess the impact of these changes. This can be done through follow-up sessions, observing trainee engagement, or self-assessment.

Here’s What Else to Consider Engage with the LinkedIn community and other professional networks to learn from others’ experiences and gather additional ideas for improving your training methods. Continuously seek professional development opportunities to stay updated on best practices and new techniques. Leverage AI tools to monitor ongoing feedback and ensure that your training methods remain effective and well-received. By listening actively, reflecting honestly, seeking clarification, adapting flexibly, implementing changes, and evaluating outcomes, you can effectively address criticism and improve your training methods.