Choose mentors and trainers based on not only their knowledge but also soft skills
As Entrepreneur.com states, internal training can take many forms, from mentoring and workshops to lectures, presentations and long-term training programmes. The success of such training depends primarily on the right choice of trainers. Select them based on not only their seniority and expertise but also their soft skills, communication abilities and willingness to share their knowledge with others.
Remember to train the trainers
Before internal training begins, it is essential that the people running it are fully familiar with the aim of the training and what is expected of them. Even the most capable employee can fail when attempting to pass on their knowledge without proper preparation. So first train your trainers, ideally with the support of external coaches.
Internal training should be a dialogue
Internal training should never be a one-sided monologue in which an all-knowing trainer imparts wisdom to less experienced colleagues. Always incorporate elements of dialogue into your training sessions. Remember that even an experienced trainer can learn a great deal from their “students.” The organisation as a whole benefits most from internal training when knowledge and information flow in both directions.
Ensure the skills in question are practical and relevant at your company
Internal training has a major advantage over external programmes: its content can be directly linked to specific situations and experiences within your company. So include concrete examples or case studies from your own practice.
Remember: to be effective, training must be engaging
As with any form of training, internal training must be engaging to be effective. Otherwise, it will never achieve the desired results. This doesn't mean the trainer has to act like a comedian telling jokes; however, it does mean you can incorporate elements of gamification to make both the content and format more interesting for participants.
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