Tips for Engaging Training Delivery Methods

Regardless of how great your ideas are in your virtual sales pitch, webinar, or team meeting… People are most likely checking their email, browsing social media, or working on other things while you present. How can you prevent that and actually get your audience to pay attention? Here are 4 of the most powerful techniques we use for our own virtual training courses: 1. Win the first five seconds According to research from the University of Toronto, people need only five seconds to gauge your charisma and leadership as a speaker. In virtual environments, this first impression is even more critical. To establish instant rapport: - Keep your posture open and inviting (avoid fidgeting, crossed arms, and closed-off postures) - Use open gestures that welcome the audience into your space - Gesture with your palms showing at a 45-degree angle - Speak with clear articulation and energy from the very first word The quickest way to lose your audience? Starting with tentative body language that signals you’re unsure or unprepared. 2. Design your presentation for virtual viewing When designing slides, assume varied viewing conditions. Design for the smallest likely device and the slowest likely Internet speed. Make your slides accessible by: - Using larger fonts (24-32pt) - Applying higher contrast colors - Limiting each slide to ONE clear idea - Adding more space between lines when using smaller text - Stripping excess content (you can provide additional information in a separate document) 3. Vary your delivery Our research shows the optimal length for linear presentations is just 16-30 minutes, while interactive ones can maintain engagement for 30-45 minutes. People’s attention will go through peaks and valleys during that time, so try these techniques to keep their attention: - Vary your speaking pace (faster to convey urgency, slower to express gravity) - Use intentional pauses to let key points land - Adjust your vocal tone (lower pitch for authority, higher for approachability) - Shift between slides, stories, and data at regular intervals Each change helps reset your audience’s attention and signals importance. 4. Build in structured interaction Don’t make your audience wait until the end of your presentation to interact. According to our research, presentations that incorporate audience engagement through polls, chat responses, or breakout discussions maintain attention longer. For the highest engagement: - Use a variety of interaction types throughout your presentation - Incorporate breakout rooms for small-group discussions - Switch modalities regularly to keep it interesting Remember: In virtual environments, you need to recreate the natural engagement that happens in person. Your virtual presentation success isn’t measured by perfection…it’s measured by action. Master these techniques and your audience won’t just pay attention, they’ll respond. #VirtualPresentations #CorporateTraining #WorkplaceLearning

Trainers must be more than experts— Here's the secret to delivering impactful training sessions, no matter what comes your way. As a trainer, being prepared for instant changes in the delivery of any concept requires a flexible and adaptive mindset. Here are key strategies to help you stay prepared: 1. Thorough Subject knowledge - 📕 Master the content so well that you can break it down or present it in multiple ways, adapting to the audience’s needs. This will allow you to explain complex ideas in simpler terms or delve deeper if required. 2. Audience Analysis - 🧐 Before the session, understand your audience's knowledge level, learning preferences, and possible challenges. This will help you anticipate where you might need to adjust your delivery. 3. Create a Session Outline - 📝 Have a structured outline that allows for adjustments. Include different examples, analogies, and activities so that you can switch methods if needed. 4. Plan for Flexibility 🧘 - Build in buffer time to the session plan, allowing you to address questions or revisit concepts without rushing. Be prepared to cut less essential content if time constraints arise. 5. Use Interactive Methods 🗣️ - Include interactive methods such as Q&A, group discussions, or problem-solving activities. These allow you to gauge understanding and shift the delivery based on immediate feedback. 6. Technology Familiarity - 🧑💻 Know the tools and platforms you are using so you can quickly adapt, whether it’s changing slides, moving between resources, or using multimedia to reinforce concepts. 7. Stay Calm and Confident ☺️ - If a change in delivery is necessary, remain calm and composed. Confidence reassures the audience, and maintaining a positive attitude will help you navigate unexpected changes smoothly. 8. Prepare Backup Plans 🖋️ - Have alternative examples, exercises, or activities ready in case the original approach does not resonate with the group. 9. Stay Current 🏃 - Keep up with the latest trends, tools, and methods in training and your field of expertise. This allows you to bring fresh perspectives and solutions to any spontaneous situation. 10. Gather Feedback ✍️ - After a session, ask for feedback to understand where adjustments were successful or where improvements are needed. This helps in refining your ability to adapt in future sessions. Being prepared for changes is about blending preparation with flexibility and having the confidence to switch gears when necessary. #confidence #trainthetrainer #training #softskills #leadership #communication #learning

Some of my hardest lessons as a sales leader came when figuring out how to setup and run training (learn from my mistakes!) Me as a new leader: "Great we have 10 topics we want to cover... let's do 1 a week. 2.5 months later we will have covered SO much ground!" 🙃 Training was more of a "box checking" exercise. Someone shared feedback on what they wanted to learn, and it got added to the list Having one 30 or 60 minute training on any topic is never sufficient, and I did the team a disservice So what was missing? And what did I seek to add later? 👉 Focus Instead of 10 topics, we might go into a quarter with 1-2 priority focus areas. The deeper engagement on a narrower topic is not unlike narrowing your focus on a smaller set of ICP accounts This creates room for practice, follow up sessions, different voices delivering the material, and ultimately makes the content stickier 👉 Engagement from other departments Where applicable, involvement from other departments can add incredible value to your training program. For instance, when you are training on a new product category, it is valuable to: - Hear firsthand from Product how it's built - Align your training timeline with Product Marketing so that materials are ready to go as the training commences - Work with Marketing so that messaging aligns to how you can sell it and everyone has the same talking points from day 1 - Work with Rev Ops to identify a market opportunity to apply your learnings - Have Sales Enablement help prepare uses cases in your sales tech stack 👉 A system to encourage accountability Once the trainings are delivered, how do you know that the sales team was paying attention? That can take many forms: - Group activity like pitch practice - Measuring adoption through tools like Gong - Contest/SPIF to encourage initial matching sales activity - Knowledge tests in your LMS (my least favorite) 👉 Repetition There's a reason Sesame Street used to repeat episodes during the week - once wasn't enough to get the message home! While your sales team isn't full of 3 year olds, similar principles apply Bottom line: instead of thinking about any topic as a single "training", think about creating "training programs" for your team 🎓 Tying it all together for a training on "New Product A" Week 1: Product & Product Marketing introduce the new offering Week 2: Outside expert/marketing/leadership deliver the industry POV Week 3: Team gets together to identify prospects and practice the pitch Week 4: Team provides feedback on material and prospecting plans are built incorporating the training Weeks 5-8: Measuring adoption through Gong. Shouting out strong adoption and privately helping laggards identify gaps in understanding Week 6: Short contest to encourage cross/up-sell opportunity creation Week 12: Revisit/Feedback #SalesEnablement #SalesTraining #LeadershipLessons #CorrCompetencies

A key part of my role in a previous organisation was delivering training. I was handed a standard deck from the corporate office. Product details, compliance pointers, pages of carefully curated content. But something felt off. The audience sat quietly. No questions. Low energy. And by the end of the session, I felt the same. It wasn’t the people. It was the format. Too much on the slide meant no room for thought. Reading bullet after bullet felt like reading the brochure out loud. So I began experimenting. I kept the content, but changed the delivery. Turned theory into interaction. I broke the topics into small, playful puzzles: fill-in-the-blanks, match-the-columns, unscramble-the-keyword rounds, even “pick the right option” caselets. Halfway through one session, someone smiled mid-discussion and said: “This actually feels fun, sir.” That one line told me something had shifted. To wrap up, I’d still walk them through the original slide deck, but now, the tough slides felt easier. Concepts clicked faster. Even the denser stuff passed in a breeze. Since then, this has become my go-to approach. Fewer bullet points. More buy-in from the room. Because if your slides already say everything.... why should anyone stay awake? Ever led a session where you felt like you were talking to the slides, not the people? What helped you bring the room back? #FinanceKeFunde #TrainingDesign #InteractiveLearning #CorporateTraining #Facilitation #PowerPointTips #LearningByDoing #FinanceEducation

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

Three principles for memorable workshops and training that resonate long after After 21 years designing and running sessions, from classrooms to boardrooms, I've distilled the essence of compelling learning into three core principles: 1. CONTEXT MATTERS • Don't just present the topic • Bring relevance to your workshop • Make it about their challenges and desires 2. EXPERIENTIAL IS KEY • Don't just choose activities • Take participants on a journey • Design a narrative that builds upon itself 3. EVOCATIVE DELIVERY • Don't just tailor content • Stir something within • Discuss thoughts, reactions & Implications These aren't just principles; they're a roadmap. Whether you're educating the next generation, training teams, or facilitating change across sectors, these fundamentals are your guide to creating lasting learning experiences. ~~ ✍️ How do you ensure your sessions leave a lasting impact on your participants?

Imagine calling training a success when no one uses it on the job. Have you? Most people do not fail the training. They fail to apply it. About 85% of training never gets used on the job. Not because the content was bad. Not because the learner was not engaged. Because learning and doing are two very different things. We have built entire Learning & Development systems around consumption. Videos. Workshops. Courses. Certifications. But knowing something is not the same as doing it. The real gap is not knowledge. It is transfer. Here are 5 ways to actually close it. 1️⃣ Replace content with reps: Stop adding more modules. Build in deliberate practice. Repetition under real conditions is what creates retention. 2️⃣ Make managers part of the design: If a manager does not reinforce it, it dies. Loop them in before the training, not after. 3️⃣ Create accountability structures: Peer check-ins. Follow-up commitments. Application goals. Without accountability, good intentions evaporate. 4️⃣ Shrink the time between learning and doing: The longer the gap, the more fades. Give learners a chance to apply within 48 hours of any session. 5️⃣ Measure behavior, not completion: Finishing a course proves nothing. What changed on the job? That is the only number worth tracking. Active learning feels productive. Active practice is what actually changes performance. Your learners do not need more content. They need more reps. AI makes this matter even more. When information is everywhere and content is easier than ever to generate, the real advantage is not access to knowledge. It is the ability to apply it. Statistic source: The Institute for Transfer Effectiveness ——— ✦ ——— More on AI for Workforce Transformation → Janet Perez

“Train-the-trainers” (TTT) is one of the most common methods used to scale up improvement & change capability across organisations, yet we often fail to set it up for success. A recent article, drawing on teacher professional development & transfer-of-training research, argues TTT should always be based on an “offer-and-use” model: OFFER: what the programme provides—facilitator expertise, session design, practice opportunities, feedback, follow-up support & evaluation. USE: what participants do with those opportunities—what they notice, how they make sense of it, how much they engage, what they learn, & whether they apply it in real work. How to design TTT that works & sticks: 1. Design for real-world use: Clarify the practical outcome - what trainers should do differently in their next sessions & what that should improve for the organisation. Plan beyond the classroom with post-course support so people can apply learning. Space learning over time rather than delivering it in one intensive block, because spacing & follow-ups support sustained use. 2. Use strong facilitators: Select facilitators who know the topic & how adults learn, how groups work & how to give useful feedback. Ensure they teach “how to make this stick at work” (apply & sustain practices), not only “how to deliver a session.” 3. Make practice central: Build the programme around realistic rehearsal: deliver, get feedback, & practise again until skills become automatic. Use participants’ real scenarios (especially change situations) to strengthen transfer. Include safe practice for difficult moments (challenge, unexpected questions) & treat mistakes as learning. Build peer learning so participants learn with & from each other, not just the facilitator. 4. Prepare participants to succeed: Assess what participants already know & can do, then tailor the learning. Build confidence to use skills at work (confidence predicts application). Help each person create a simple, specific plan for when & how they will use the approaches in their next training sessions. 5. Ensure workplace transfer support: Enable quick application (opportunities to deliver training soon after the course), plus time & resources to do it well. Provide ongoing support (feedback, coaching, & encouragement) from leaders, peers &/or the wider organisation. 6. Evaluate what matters: Go beyond satisfaction scores - assess whether trainers changed their practice & whether this improved outcomes for learners & the organisation. Use findings to improve the next iteration as a continuous improvement cycle, not a one-off event. https://lnkd.in/eJ-Xrxwm. By Prof. Dr. Susanne Wisshak & colleagues, sourced via John Whitfield MBA

[𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐋𝐞𝐬𝐬𝐨𝐧𝐬 𝐟𝐫𝐨𝐦 𝐓𝐨𝐚𝐬𝐭𝐦𝐚𝐬𝐭𝐞𝐫𝐬] Toastmasters International awarded me the 𝘎𝘳𝘢𝘩𝘢𝘮 𝘈𝘯𝘥𝘦𝘳𝘴𝘰𝘯 𝘎𝘰𝘭𝘥𝘦𝘯 𝘌𝘢𝘨𝘭𝘦 𝘈𝘸𝘢𝘳𝘥 (2016) for excellence in public speaking. You see, Toastmasters has been the most transformative professional development program I have ever attended. It is THE reason behind the results I have been able to produce in my consulting and training business. Here are some lessons I learned from Toastmasters that I use every day in coaching, facilitation, and presentations: 1) Pause more often. Most presenters and coaches rush to fill silence, but pauses create impact. A well-placed pause makes people lean in, absorb your message, and anticipate what’s next. Whether you're speaking, coaching, or leading a meeting—silence is a tool, not a gap. 2) Ask more questions. Speaking isn’t just about delivering information—it’s about engaging your audience. Questions shift the focus from you to them. They make people think, reflect, and participate. Want your message to stick? Aim for minimum 1-3 questions for every 5 minutes of presenting. 3) When presenting - use your speaking area with purpose (virtual/in-person). Whether in person or virtual, your space is part of your message. On stage, moving forward can emphasize a key point, while stepping to the side can signal a shift in topic. On video, eye contact with the camera, intentional gestures, and framing make all the difference. Your presence is part of your delivery—own it. 4) Tell them what you’re going to tell them. Tell them. Then tell them what you told them. This simple structure ensures clarity and retention. Set the stage, deliver the message, and reinforce it. Whether in a keynote, a workshop, or a coaching session, repetition isn’t redundancy—it’s reinforcement. 5) Stories win over slides. People remember stories. Facts inform, but stories inspire. Whether coaching a leader, running a retrospective, or making a business case—the right story can make all the difference. Hope these help. Any questions, please feel free to comment and I will answer. #agilecoaching #scaledagileframework #SAFe #scrummaster #productmanagement #leadership #consulting #agileproductdevelopment

Recently a colleague asked me, “Laura, how are you able to get a group of complete strangers to bond so quickly?” It made me pause and reflect on my approach. Creating a strong bond among individuals is rooted in fostering psychological safety, shared experiences, and vulnerability. Here are some strategies I employ: 1. Establish a Shared Purpose Early On: - Define the group's purpose clearly. - Focus on the intention behind the gathering, promoting authenticity over perfection. 2. Initiate Vulnerability-Based Icebreakers: - Dive beyond surface-level introductions by asking meaningful questions: - "What's a personal achievement you're proud of but haven't shared with the group?" - "What challenge are you currently facing, big or small?" - "What truly motivated you to join us today?" These questions encourage genuine connections by fostering openness and humanity. 3. Engage in Unconventional Activities Together: - Bond through unique experiences such as: - Light physical activities (get outside and take a walk) or team challenges. - Creative endeavors like collaborative projects or improvisation. - Reflective exercises such as guided meditations followed by group reflections. 4. Facilitate "Small Circle" Conversations: - Encourage deeper discussions in smaller groups before sharing insights with the larger group. - Smaller settings often lead to increased comfort, paving the way for more profound interactions in larger settings. 5. Normalize Authentic Communication: - Lead by example as a facilitator or leader by sharing genuine and unexpected thoughts. - Setting the tone for open dialogue encourages others to follow suit. 6. Highlight Common Ground: - Acknowledge shared themes and experiences after individual shares. - Recognize patterns like shared pressures, transitions, or identity struggles to unify the group. 7. Incorporate Group Rituals: - Commence or conclude sessions with grounding rituals like breathwork, gratitude circles, one on one share. In what ways have you been able to create cohesion quickly amongst a group of individuals in a training session? #fasttracktotrust #humanconnection #facilitatedconnection