Trainers Need Training Too

“Commit yourself to lifelong learning. The most valuable asset you will ever have is your mind and what you put into it.” –  Albert Einstein 

There’s an interesting paradox within the Learning & Development (L&D) profession. Often, talent development specialists are so focused on supporting their stakeholders and ensuring that they get valuable learning experiences that trainers can overlook their growth.  

When budgets are tight, it’s understandable that they may try to reduce costs by focusing resources on the employee populations they serve. Similarly, as interest in upskilling initiatives increases across organizations, it can be challenging for coaches and internal L&D staff to carve out time for their education.  

Over time, not prioritizing development of trainers may negatively impact organizations as it can lead to stagnated programs and disengaged personnel. 

Why Talent Developers Need to Participate in Continuing Education 

Increasing Demand 

82% of employers recognize that they have significant skills gaps in their companies. With the introduction of artificial intelligence, the types of skills people require to navigate the future of work are transforming. Trainers need to be prepared to adapt and scale programming in new ways, continuously improve offerings and expand their expertise to support demand.  

Fueling Innovation 

Different employees have varying expectations when it comes to learning. For example, Gen Z generally engages best with personalization while millennials often gravitate toward collaborative and gamified experiences. Also, new technologies mean there are different platforms available to disseminate information. It’s vital that instructors and coaches stay up to date on the latest evolutions impacting how people learn best and have the expertise to refresh their curriculum and delivery methods. 

Improving Quality 

Coaches and talent development specialists will not acquire all the knowledge required to effectively train others overnight. It takes time to hone their talents, especially considering the diverse skills needed including communication, feedback, facilitation, curriculum creation, problem-solving and more. To ensure they are delivering the best training possible, talent professionals should be given the time and budget to invest in learning.  

Enhancing Engagement 

Providing learning opportunities can boost employee engagement and retention across any organization. To ensure that top talent, including Human Resources staff, stay motivated and connected to their work, invest in the ongoing growth of L&D professionals. When these individuals are  engaged in their work, they are more likely to motivate and inspire the employee populations they support.   

How To Pitch the Business Case for Investment 

To secure buy-in, consider three questions. 

#1 – What will the training(s) empower the attendee to do? 

Get specific by identifying the benefits and skills that will come from the session(s) trainers will engage in. For example, will the program build core competencies that L&D staff need to lead initiatives? Will it empower them to scale their offerings more effectively? Will it allow them to optimize the existing curriculum or apply a new methodology or tool? Clarifying outcomes and takeaways is important to identify what programs will provide meaningful results.  

#2 – What demands will the investment(s) address? 

Consider the requirements of the audiences that trainers will be supporting. What growth objectives do they have, and how do they prefer to engage with curricula? What methodologies will best advance their growth? Making connections to the end users’ priorities will help demonstrate the importance of the investment. 

#3 – What value will the training bring to the company? 

With these first two questions answered, illustrate the anticipated return on investment. Reflect on how the insights gained will contribute to valuable outcomes such as expanded reach of programming, new curricula created or greater quality. Also, explain how the benefits of improved development offerings affect costly challenges like employee disengagement or retention rates as well as skills gaps. 

How Emergenetics Can Support a Trainer’s Learning Journey 

Depending on your goals and objectives, Emergenetics offers a number of solutions to support the continuous education of coaches and consultants as well as talent and organizational development professionals. 

Through Associate Certification, attendees explore the seven Thinking and Behavioral Attributes of Emergenetics and discover how to apply Emergenetics theory to optimize in-demand skills like communication and collaboration to advance team performance. They can also integrate these Attributes into their other development initiatives to boost learner engagement and personalization. 

For Certified practitioners, our egElectives courses empower individuals to expand their expertise and use Emergenetics to optimize development initiatives. Each course provides tools to improve a trainer’s facilitation and communication skills as well as enhance their credibility and impact.  

Through The Artistry of Emergenetics, participants discover how to tailor customized learning experiences and adapt activities using Emergenetics theory to address workplace challenges. The Architecture of Emergenetics provides an in-depth study of the combinations of thought and behavior so that attendees can strengthen coaching and personalize educational offerings, and The Music of Emergenetics inspires Associates to take facilitation to a new level using the spectrums to increase learner engagement and retention. 

As talent developers evaluate training requirements for 2025, I encourage them to prioritize their own needs in addition to supporting the many populations they serve. By investing in their own growth on a regular basis, trainers will  effectively scale and maximize workforce development. 

How else can Emergenetics enhance the education of coaches and consultants as well as L&D, HR and OD professionals? Explore our website or speak to one of our team members by filling out the form below. 

 

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