Training

People often think that good training is about standing at the front and sharing information. 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. It supports people at every step and gives them

Coaching and training are two of the most widely used development tools in organisations today, yet they are still often misunderstood. Many managers think training and coaching are interchangeable, or they treat coaching as simply “training with questions.” Others believe coaching is something you do after training, rather than a powerful development tool in its own right.

These misunderstandings stop organisations from gaining the full benefit of workplace coaching, and prevent managers from using coaching skills confidently, effectively and at the right time.

In This Article, You Will Learn –

• Why so many managers misunderstand the difference between coaching vs training
• How confusion leads to poor use of both tools
• Why using coaching and training together improves performance, confidence and behaviour change
• What each approach is designed to achieve

What Do We Mean by “Coaching vs Training”?

What is training?

Training provides knowledge, skills, tools and techniques.
It

Across the UK, organisations are facing growing skills gaps, rapid technological change, and increasing pressure on productivity. In 2026, the ability of managers to train and develop their people on the job is no longer optional, it is mission-critical. Effective manager-trainers improve performance, boost retention, and help teams adapt quickly to new ways of working.

A manager who knows how to train doesn’t just supervise, they develop capability, confidence and competence in their teams. In today’s workplace, that is a competitive advantage.

Summary

• 39% of UK employees do not believe their manager has the skills to train or develop them.
• Organisations that invest in training see higher productivity, quality, and staff retention.
• Managers who can train people reduce skills gaps and improve business performance.

What Do We Mean by “Managers Training People”?

The traditional view is that HR or L&D teams handle training. However, more UK organisations now rely on managers to deliver practical,

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,

The workplace is changing fast, and organisations in 2026 need trainers who can do far more than deliver a slide deck. Employers want confident, credible trainers who can engage people, transfer skills, and improve performance quickly. This is why Train the Trainer courses are now one of the most in-demand development options for supervisors, managers, and technical experts.

Choosing the right course can transform someone from “good at their job” into someone who is great at developing others.

Summary

• Employers now need trainers who can teach practical skills, not just talk through theory.
• Communication, confidence, and engagement techniques are more important than ever.
• Accredited, structured Train the Trainer courses give internal trainers the credibility organisations expect.

What Do We Mean by “Train the Trainer”?

Train the Trainer (TTT) refers to structured training designed to turn subject matter experts into effective workplace trainers. Instead of assuming someone can teach just

Organisations often rely on subject-matter experts to train others, yet many have never been shown how to train effectively. This leads to inconsistent knowledge transfer, lower confidence, and frustrated learners. Training trainers properly is one of the most impactful ways to improve performance, safety, and workplace culture.

In This Article You’ll Learn

• Why effective trainer development matters
• The risks of letting untrained trainers lead sessions
• The key benefits strong trainers bring to an organisation

What Do We Mean by “Training Trainers Effectively”?

Training trainers effectively means giving them structured skills, tools, and confidence to deliver high-quality learning experiences; not just sharing information.

Example: A technical expert may know a process well, but without delivery skills, they may struggle to explain it clearly. Effective development bridges this gap.

Why This Matters

There are significant challenges facing individuals responsible for training others in the

Delivering training that truly makes an impact isn’t easy. Many professionals are asked to train others without ever being shown how to structure a session, engage an audience, or build confidence in front of a group. This is exactly why ILM-accredited Train the Trainer courses are becoming essential for organisations across the UK. They help trainers at every level deliver learning that is clear, engaging, and genuinely effective.

What Makes ILM-Accredited Train the Trainer Courses Different?

ILM—the Institute of Leadership and Management—is one of the UK’s most respected accrediting bodies. An ILM accreditation shows that a training programme meets rigorous national standards and equips trainers with skills that employers trust.

At Target Training Associates, our Train the Trainer Courses UK are built around practical, real-world application. Instead of long PowerPoint-driven sessions, delegates learn hands-on techniques they can use immediately. Every activity, model, and tool is designed

Starting out as a first-time facilitator comes with a mix of feelings. You're probably excited to lead your first session, but there's often a bit of nervous energy in there too. You might be thinking about how to keep people interested, how to manage the flow of the session, or even just how to get started without tripping over your own notes.

These are normal concerns. Many of us remember that first time standing in front of a room, hoping everything goes smoothly. That's where real preparation can make a real difference. Structured, hands-on support, like what you get from train the trainer courses, can give first-time facilitators the tools and confidence they need. It's not just about learning to stand up and talk. It's about knowing how to guide a room, keep people involved, and feel comfortable doing it.

This makes all the difference when you're trying to avoid the pressure of getting it perfect the first time. With good guidance, facilitators can build real skills right from day

Gen Z managers are stepping into leadership much earlier than past generations, and with that come both fresh ideas and real challenges. One of the biggest hurdles they often face is learning how to carry their voice with more weight. Leading a team, especially one made up of older or more experienced colleagues, can feel uncomfortable. There's pressure to sound confident, make calls quickly and speak clearly when everyone's eyes are on you.

But confidence doesn't always come from being older or holding a title. It often grows from learning how to communicate well, knowing how to organise a message and feeling sure when it's time to speak. That's where a strong train the trainer course can become more useful than people expect. It's not just about teaching skills, it's about building real presence.

Understanding the Communication Style of Gen Z Managers

Most Gen Z managers want to keep things open, honest and respectful. They like feedback, share ideas easily and try to build a sense of

When you bring together people from different ages, backgrounds, and ways of working, training does not always go as planned. You might have put together a session that looks great on paper, but it still does not seem to connect. Maybe a few people switch off halfway through, or others struggle to keep up because the pace is too fast or the material feels outdated.

Learning how to shape a session so that it reaches everyone is no small task. Mixed teams need more than a one-size-fits-all approach. That is where a good train the trainer mindset really helps. It is about more than just what you say or show, it is how you bring people in, guide them through, and keep them engaged from start to finish.

Let us look at why training sometimes misses the mark with mixed teams and where we can make changes that really work.

Different People Learn in Different Ways

Every group is full of different learning styles. Some absorb things by doing, others by watching or talking it through. What makes sense