Scott Fraser

When someone starts delivering training for the first time, they often feel a mix of excitement and pressure. They want to get it right, look credible, and keep people engaged. The problem is that most new trainers focus on the wrong things.

These mistakes are common — and completely fixable. In fact, they are exactly the challenges we help people overcome on our Train the Trainer courses, where we support trainers to deliver sessions with confidence, structure and impact.

In This Article You Will Learn

• The most common mistakes new trainers make
• Why these mistakes happen
• How to avoid them using simple, practical techniques

Mistake 1: Trying to Cover Too Much Content

New trainers often feel they need to “show value” by including as much information as possible. This usually leads to rushed delivery, overloaded slides, and learners who feel overwhelmed.

How to Avoid It

• Decide on the key outcome first: what should learners be able to do after the session?
• Cut anything that doesn’t support

Many trainers try to teach adults the same way they were taught at school. The trainer talks. The learners listen. Everyone hopes the information sticks. Unfortunately, this rarely works. Adults learn differently. They bring experience, expectations and pressures that shape how they take in new information.

If you are developing your skills as a trainer, our ILM-accredited Train the Trainer courses explore adult learning principles in a simple, practical way so you can apply them with confidence.

In This Article You Will Learn

• How adults actually learn
• Why adults learn differently from children
• Simple ways to improve your sessions using adult learning principles

What Do We Mean by Adult Learning?

Adult learning is the process of helping grown learners understand, apply and feel confident with new skills or knowledge. Adults do not simply absorb information. They compare it with their experience, question its relevance and want to know why it matters. If we ignore this, training becomes

People often think that good training is about standing at the front and sharing information. We see this a lot on our Train the Trainer courses. It is easy to assume that the more you tell people, the more they learn. In reality, real learning does not happen this way. Good training is structured, clear and focused on helping people feel confident to use what they have learned.

This article explains what good training really looks like and how you can apply these core principles to create sessions that work.

In This Article You Will Learn

• The five core principles of effective training
• What separates average training from great training
• How to use these principles to improve your own delivery

What Do We Mean by Good Training

Good training is training that leads to genuine understanding and real world application. Learners leave the session confident, clear and ready to apply their new skills. They know what to do, why they are doing it and how to do it well. Good training does not overwhelm.

Workplace training is essential for any organisation, yet many people still come away feeling confused, overwhelmed or unsure what they are meant to do next. This is not because they are poor learners. It is usually because the session was not delivered in a way that supports real learning. The good news is that when training is delivered properly it can completely transform confidence, performance and results. This article explores why so much workplace training does not work and what you can do to make your sessions far more effective.

This article explores why so much workplace training does not work and what you can do to make your sessions far more effective.

In This Article You Will Learn

• The main reasons workplace training often fails
• The impact this has on learners and organisations
• What you can do to create training that genuinely works

What Do We Mean by Training That Works

Training that works is training that leads to real change. Learners understand what they have been taught,