Handling Questions and Feedback During Training
Estimated reading time: 3 minutes
How to Handle Questions and Feedback During Training
Today, we’re focusing on handling questions and feedback—a vital skill for any trainer. Let’s dive into some strategies that can help create an open, engaging, and supportive learning environment.
🧑💻You can complete the video below:
Encouraging Questions
To start, encouraging questions is key. Set a welcoming tone early by letting learners know that questions are a natural part of the process and that their input is valuable.
A simple, “If anything isn’t clear or you’re curious about something, please ask—I’m here to support your learning,” helps create a comfortable atmosphere.
Pause occasionally throughout the session to ask, “Does anyone have questions?” This not only reinforces openness but also allows learners a moment to reflect, inviting them to engage more deeply with the material.
Setting Boundaries and Reviewing Ground Rules
Setting clear boundaries and establishing ground rules is another crucial part of handling questions and feedback effectively.
At the start, outline respectful guidelines for participation, such as “Let’s keep our questions relevant to our objectives and respectful of everyone’s time.”
Revisiting these ground rules as needed can help keep discussions on track, especially if challenging questions arise, and creates a supportive, focused learning environment.
Handling Challenging Questions and Involving the Group
Challenging questions are part of the job, and it’s natural for trainers to feel pressure to have all the answers. But remember, it’s okay if you don’t have an immediate response.
When faced with a tough question, stay calm and consider involving the group by asking, “What are your thoughts on this?” or “Has anyone else encountered this situation?”
Learners’ insights often add richness to the discussion, fostering collaboration and shared learning.
If a question stumps you, be honest—thank the learner for their question and explain that you’ll find the answer during the break and bring it back to the group.
This approach not only demonstrates humility but also builds trust with your learners.
Responding to Feedback
Now, let’s talk about feedback. Feedback can be incredibly valuable, but it’s also helpful to consider its context.
Ask yourself, “Is this one person’s opinion or preference, or could it reveal something useful that I can build on?” By distinguishing between personal preferences and broader insights, you can identify areas where you may want to adapt your approach and areas where you can strengthen your skills.
Whether feedback is positive or constructive, treat it as an opportunity to grow.
Acknowledge feedback calmly and professionally with something like, “Thank you for sharing that—I’ll keep it in mind.”
This approach shows learners you’re open to growth and dedicated to providing the best experience.
Promoting Open Dialogue
Lastly, creating an environment of open dialogue is key to effective training.
By encouraging questions, setting clear ground rules, involving the group, and reflecting thoughtfully on feedback, you set the stage for a meaningful and interactive experience.
Thank you for tuning in, and remember, handling questions and feedback with openness and curiosity helps make each training session a rewarding experience for everyone involved.
Actions you can take – have look back over feedback you have received or for the next couple of days consider is that fact, opinion or preference?
This can help to put feedback into perspective as it is unlikely you will be able to meet every single delegates preference, you can try your best and work in collaboration with the class but don’t be too harsh on yourself if sometimes you are unable to meet everyone’s preferences all of the time – I haven’t met a trainer yet who can.
Related:
Tell us how we can help
Tell us what you need and we will find the best solution for you fast - getting back to you within one working day - (usually the same day)