It’s always easy to chat with an instructor after a successful training. But about when something went wrong in a session? Then it’s not quite so easy.
Any time the scores are low, it’s time to arrange a strategy session to see things we can tweak to make any future sessions better.
And when the instructor’s scores are consistently low over a number of workshops, it’s a signal that we should be taking a close look at what the instructor is doing. And, by that I mean a literal close look. It’s time to sit in while the course leader is instructing for half an hour, or even longer.
As you are observing, watch for the following:
- Does the instructor have difficulty explaining the concepts in a way the learners can understand?
- Is he or she using ineffective instructional techniques?
If so, it’s time for “The Talk.”
BL (Before Langevin), one of the many interesting jobs I had in the training world was as lead instructor for a non-profit: the United States Parachute Association. I was responsible for conducting a training and certification camp for its instructors for a specific type of training. During that time, I evaluated and debriefed over 1100 would-be instructors. Now, these instructors had a lot riding on my performance evaluations, so as you can imagine, they were pretty sensitive sessions.
Here are some things I picked up when providing tips to improve performance based on your observation of training:
Select a neutral ground when possible.
Your office can be intimidating. Is there an open classroom where both of you can relax? Behind your desk in your office puts you in the “position of authority.” Well, you are anyway, but why structure the interview to be more intimidating?
Arrange the session as part of a normal debrief.
Each time you observe an instructor, provide a feedback session. By doing this, a session with you isn’t automatically seen as “oh, I’m in trouble.” This allows the instructor to be more receptive to suggestions.
Begin the session by asking the instructor if he/she wants feedback.
Only a few times did instructors that I debriefed say no and those times were when they knew they blew the evaluation. If an instructor answers “yes,” you’ve just received permission to make suggestions instead of imposing your opinions.
Ask the instructor how he/she felt during the observed session.
This can provide valuable insight to you on their instructional awareness. Additionally, if they identify areas of possible improvement, you are no longer the one introducing them. They may be more receptive to tips on how to improve performance. Incidentally, you have probably already found that most instructors are exceptionally self-critical, so you can let them know they did better than they thought.
Start by identifying some things done well.
This gets the instructor in a better frame of mind to receive suggestions for improved performance.
Identify specific ways that the instructor may improve.
Be very detailed with techniques that will result in better performance. Unless you are providing a written evaluation, only identify the three or four specific things that need to improve. More than that will not be remembered or acted on. If you are putting your evaluation in writing, the instructor has something to refer back to. However, identifying a whole list of things makes it difficult to focus and act on for the instructor (and for you to monitor).
Close with a positive statement.
Sometimes a challenge, but important if the overall session is to be seen as constructive.
All this seems somewhat manipulative and proscriptive, but what are the alternatives? You want the session to be productive and, ultimately, to be well received so that the result is improved performance. By following this program, you increase the chances that your coaching will be received in a positive manner and you will also provide a behavior model for what they should do when dealing with their own students.
Paul
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