I offer some professional advice on assessing the effectiveness of training. I recently attended a master class and was faced with a situation where the trainer, speaking about the image of a leader, was a completely anti-image type! Therefore, it is very important that the trainer is a master in that field, training in within which he broadcasts! You teach sales, but you don’t know how to sell yourself! You definitely need professional experience! Then often psychologists try to conduct business trainings! Cool. But again, they must have experience working in business structures, working with adult audiences, publicity skills! And, as always, about the personality of the coach! In psychology there is a concept of internal maturation! The coach works and lives consciously! He is a mature person! There are a lot of young people eager to conduct trainings without gradually developing their coaching skills. Hence the lack of environmental friendliness! And, as an option, a negative attitude towards the trainings! So, there was a preface, step by step: 1. Preliminary diagnostics before training (cases and exercises can be built on its basis)2. Testing and feedback at the end of the training (mandatory - the subjective opinion of the participants is important). It can be not only oral, but also written with step-by-step questions. 3. Feedback sheets (stickers) work great. Write what you liked in one color, write what you liked in the second, what to change, add, wishes to the coach! This shows very well the emotional attitude towards the trainer and the training!4. .I like to give at the end a control test on a topic with up to 25 questions with answer options.. The passing score, as a rule, is not lower than 75%. But always the higher, the better you have covered the topic! Very diagnostic and you can understand where the hole is in the topic! We analyze the answers and write feedback with the result to the manager!5. In feedback I always ask: “What will you leave with?” and “What will you apply from the acquired knowledge during the training?”. Sometimes I write this on the board as a feedback plan 6. Round table in 2 weeks with discussion of problem situations and development of solutions 7. Or repeat the diagnosis! And, most importantly, convince the customer of the importance of systematic work. One-time training is always ineffective, especially for business structures! Interact with the customer on all issues that arise in the process of preparing for the training! The more, the better! We need a prolonged effect! And how to do this - see the next article! + calculations of efficiency in numbers! Sincerely, psychologist, business coach. artist - Elena Kuzmina https://www.b17.ru/kuzmina_e/