No meetings during the training session!
Any full-day training requires the full attention of participants. Challenges and/or examples gradually increase in complexity. Any break for more than a few minutes will make the participant fall behind others in the class. A few people like this will discourage the whole class from taking the training session seriously!
The result is even worse if the activities are team-based. A team of three losing one person loses 33% of productivity. It loses even more in collaboration and problem-solving.
No mix of topics!
Any training session should have one and only one topic! Having more than one topic only confuses participants. Another reason is some people are only interested in one of the topics. They will wait for it while wasting their time and discouraging other people.
If there is a desire to cover more than one topic schedule several training sessions. They do not have to be full-day events.
Align training with the company’s objectives
The result of a well-run training session should be participants who are ready and eager to utilize their new skills. Give them opportunities, provide them small or big projects where they can practice their skills.
Ensure equal skills of participants
Participants should be at roughly the same level. Do not mix experienced people with complete newbies. The way that it will go is that seniors will ask difficult and complex questions. Beginners will be too shy to ask simple questions after that. If you have a mix, then schedule two training sessions. You will get better results.
Lead by example
Participate in the training! Show your team that it is important for everyone to take the training including you. Your team will feel encouraged by you.
Show long-term benefits of the training
You need to show that the employees and not just the employer will benefit from the training. How? If it is a new technology, then participants should feel that it is valuable. If the training is for something very specialized, then provide a certificate at the end. People can put it on their LinkedIn to demonstrate their desire to learn new things. It might feel that that it is not your objective to give people marketable skills. Yes, your objective is for people to efficiently learn and use their skills later; however, people should feel that they will benefit too. It is a win-win.
Encourage asking questions
If you participate then ask questions thus encouraging other people to ask questions. If you do not participate then make other people aware that they should ask questions, and they will not be judged for it.
Any result is a good result
The training result should not be used in the annual review. Make it clear to the team. Why? If you do not do it then people will take the safest approach to every problem. They will mostly utilize old skills and try to think inside-the-box.
The reason to do the training is to learn new skills. While learning people should be allowed to make mistakes, ask silly questions, and take their time. Do not use it against them.