Learning is an infinite process and so should be the mindsets of the Learners. I have seen many people practically not adapting to this fact when their trainers are juniors. They are not mentally ready to accept them as trainers but still tend to attend their sessions due to organization policy or under the influence of some superior forces. To add up more to encourage young trainers they intentionally ask stupid or difficult questions. This not only discourages them mentally but breaks them professionally. It has to be an constant effort of both Superiors and Inferiors within an organizations to set a healthy unbiased, indiscriminate workplace culture. So what should I expect and what should I not to ensure that it encourages young trainers ? Well the answer to your questions are in underlying paragraphs.

1. What to expect from young trainers ?
There are many things that you can actually expect from a young trainer. Out of which the most important are:

1.a. Perspectives: This is one thing that you should expect from the training. Every training session has a defined scope in terms of knowledge and time. Try to make maximum utilization of that time. Understand their perspectives on that particular topic and how the capabilities could be leveraged in real time. Skip the basics ask real time views.Some people are good at basics while some are good at implementation. It wont be wrong if I say you would hardly find the right balance of Theory and Practical in all candidates.

1.b. Implementation Ideas: Their ideas are unique and quick like their  way of work. They are the most smart leaders to learn and adapt something in no time. Try to learn this skill from them. If this ideas could be leveraged in your project try fixing an appointment with them to understand more about it. Do keep a watch on their thought process and how they relate concepts to reality. Not every one is good in doing that. If they relate it right then that is your million dollar baby.

1.c. Calculative Analysis: Before putting anything to slides one need to have a concrete base of  statistics to support his facts. If you find that the represented statistics are worth watching then go ahead scheduling another appointment with the trainer to understand more.

2. How to harness young trainers ?
Harnessing some one’s skill set is a very intellectual work. Before making such decisions you need to understand your organizational needs, stakeholders needs and how you could leverage the trainers skill sets so that it is molded to your requirements.

Time is gift everyone has got but Intellect is a instrument that decides how to maximize returns from this gift.

Try making use of this gift and understand the right skills at the right time. You should know what and when to ask. This is more about convincing and negotiating. Young people are most attracted by Respect, Value, Appreciations, Challenges, Flexibility, Options and much more. Try using these resources to harness their skills after all not all areas within an organization qualify for cost cutting.

3. What not to ask young trainers ?
Some people either compare themselves with these young trainers or the past trainers with whom they have completed their past sessions. In this urge of negativity they forget their self potential in delivering training capabilities. One should understand not everyone is a good trainer and not everyone is a quick learner. So shall I stop asking questions just because the trainer is young ? I never advocated that. Try to understand the scope and ask questions within the scope of the training sessions. Below are some pointers that you should think of while questioning your young trainers.

3.a Scope: All out of scope questions are banned within a training sessions. You are not supposed  to waste all other participants time with your unnecessary lame questions.

3.b Statistics: As this area involves lots of calculations. Your trainer might not to mature enough to give you the right projections considering the Comparisons and Projections among st your peer competitors.

3.c Action Plans: You cannot expect this from a trainer. How to plan for the implementation is your cup of tea and not his. I have personally seen many people asking for a implementation road maps especially when the trainers are in house. This is not the right time and right way. The trainer being from the same skill sets would be of no help here as every project requirements are unique and so are their timelines.

After reading all the above pointers I feel everyone would welcome young trainers to be on boarded and contribute to harness their skill sets and organizations growth.

Happy Reading!