Training and L&D Essentials For Leaders

Leaders may not have ‘trainer’ on their JD – but developing their team comes with the role.









Leaders may not have ‘trainer’ on their JD – but developing their team comes with the role.

What’s training for?

To cause a permanent change in behaviour

How do trainers do that?

By introducing and facilitating new knowledge, skills and mindsets/attitudes in an environment and via methods that help learning go in – and stay in

How do we learn?

By hearing, seeing and doing

How does learning by doing work?

We have an experience, react and reflect then have another go

How much learning do we get by doing?

70% doing – practice, exercises, have a go, do a task

20% social – talking, reflecting, feedback, coaching, observing

10% formal – lectures, reading, e-learning

How do our brains learn?

Each new experience creates a new connection

If repeated, the connection strengthens and strengthens

The activity gets easier and more comfortable until it’s second nature

Learners contribute

By setting their own objectives and goals

Committing to learning

Putting it into practice at work

But the process can be uncomfortable, unsettling and imperfect

Mistakes happen

Resistance and anxiety can be strong

How do leaders support and promote learning?

Persistent messaging – being clear about the why as well as what and how, while role modelling the desired behaviour yourself

Creating an environment where learning can be put into practice, where mistakes are allowed and seen as development

Sharing feedback and coaching to support the transition, praising and recognising success

Learning is a community activity – and it’s part of a leader’s job to promote it.

More about my Train the Trainer courses and programmes


Philippa Hammond