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Learning Strategies and Challenges with the Trainer Roberth Chavez Jara – Senior Manager of Deloitte, Ecuador

It is universally known that the understanding of the trainees’ objectives is crucial to delivering a successful session. Having knowledge of the human behavior, grants the advantage of employing the right technique to encourage effective learning. In terms of the learning strategies used, Roberth claimed: “It is important to familiarize yourself with the curriculum, in advance, in order to know how to navigate through each section in a way that guarantees deliverance of the depth that participants look for in each lesson. Knowing the expectations of the participants during the first day of the course helps in adjusting the tone of the lessons and ensuring that each participant perceives that their needs are being met in terms of form and background. Finally, based on the feedback I receive from the participants, I adjust the lessons in such a way that the theory is passed on through real-life examples.”

Such a method allows conveying the highest possible value through lessons that serve as an input for participants to apply in their daily work.’’ Successful training programs require for the trainer to adapt different approaches when lecturing different courses to different audiences. Consequently, there are myriad challenges that the trainees face during their lecturing, and Roberth highlighted most relevant ones: Ensure that theory is transmitted in an applicable manner, get the participants to share their experiences so that all this generates critical mass that becomes tangible experience, cover each topic with the depth that would allow the participants to be certified successfully.

Given that every student learns in a different way and at a different pace, it is particularly challenging to cater to every student’s learning needs. Roberth stated: ‘’As an instructor, you want to reach all the participants so that you can guarantee that they received the knowledge they came for. However, the reality is that you cannot reach everyone, but if you create a common platform based on knowledge of the professional and educational background of these participants; this allows you to adjust the tone with which the theory is transmitted, guaranteeing that you cover this common platform of participants.’’

Student engagement, on the other hand, has emerged as one of the cornerstones and objectives of teaching, but simultaneously is a growing challenge for trainers. In the eyes of many, student engagement is seen as one of the antidotes to solve the lower academic achievement and motivation among students. Roberth explained: “I support each group and sometimes address each participant with specific questions about situations that he/she has lived in and is not sure if the way he/she handled it was adequate. If the subject is challenging, I pause the workshop, propose the case to the whole class, and generate a discussion in which everyone shares visions and ideas from a practical perspective. At the end of the training, each participant takes the opportunity to present a case and therefore feel motivated to continue learning about the subject.’’ When it comes to enhancing student engagement, integrating personalized learning tools can be helpful in overcoming this challenge. For instance, Roberth uses tools like games, such as “Who wants to be a millionaire” to verify that the basic concepts were properly delivered and understood.


Get Motivated and Motivate Others

Due to the strong association with enhanced levels of learning, the trainer’s ability to create a learning context that supports student motivation has gained huge importance. As such, Roberth guided us through the essential attributes of a good coach:

1. Humility: admits that he/she does not know everything and is always willing to learn

2. Openness: admits situations that are out of awareness and that you should still experience

3. Patience: there are participants with different levels and abilities and one must change his/her approach so that everyone understands the topic

When it comes to encouraging persistence and commitment, Roberth claimed that ‘’The best motivation tool is the knowledge that the lessons are directly applicable in their work, especially the fact that these lessons will generate tangible value for the companies and clients they work with. Additionally, the experience as professionals will lead way to new certifications as a way to stand out professionally, which will make them experts in the field in the long term.’’

Teaching is a two-way path: one delivers and receives knowledge, and as such, Roberth explained: ‘’One of the lessons learned is that I learn in every course I teach and it is important to maintain an attitude of humility towards this fact. I do not consider myself an expert who has an answer for everything, but I do know how to listen and relate my knowledge and experience to put myself in the shoes of someone who lived a new experience for me and try to approach that situation from my perspective. Sometimes I have coincided with the participants and sometimes not, but the divergences have generated very interesting discussions that are greatly appreciated by the participants.’’ When required to provide any advice to new trainers to enhance their training dynamics, he gave us plenty:

1. Manage the time of each course and control the time devoted to each section

2. Keep in mind that they will not be able to meet all the needs of their participants Not doing so does not mean they failed

3. Never forget to associate theory with practice through real-life examples

4. Have all your students participate at some time in the course, this ensures that you reached everyone equally

5. Learn from yourself and evolve for your next course

It is already acknowledged that every person you meet is a potential door to a new opportunity, either in the professional or personal aspect. You never know how people may affect or be affected by you. In this context, Roberth elaborated one of his many experiences ‘’I am fascinated by the security of information, as I trained in courses of this subject, I try to transmit all my experience to the participants of the different courses; these same participants have been potential clients of consulting at some point in time but the business could not be completed. After the courses, some of these participants / potential clients have recognized the experience and knowledge that I have with respect to certain topics; and thus have extended our cooperation beyond the classroom: in projects that have generated high impact on their companies.’’

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