Problem: Those who dominate group discussion and activites

This is a very common problem during training workshops and it can lead to the quieter delegates holding back their ideas, not getting actively involved and ultimately learning less. 

Solutions: Trainers mustn't be afraid to redirect the discussion by waiting for a pause and saying "Thanks for your comments Emma... it would be interesting to hear other perspectives on this, did anyone else have any views?". When repeating the question, trainers should ensure they make eye contact with other delegates to encourage them to get involved.   

During group work and roleplay activities the dominant members could be given roles with less speaking.    

If one individual continues to dominate then trainers should avoid continuing to pick them out but instead remind the whole group that a range of opinions are needed. If the problem continues, it may be neccessary to take them aside during a break.   

Problem: Group is enthusiastic but tend to drift from the topic

It can be common for talkative groups to drift off-topic or even continue private conversations whilst the rest of the group continues. This can distract part of the group, waste time and make the learning outcomes less clear. 

Problem: Lack of engagement from the whole group

Even the best and most experienced of trainers will have to deal with this problem occasionally, with each group of delegates responding differently. Whilst not neccessarily the trainer's fault, its important for them to assess why delegates haven't responded.

Solutions: The first step is simply to re-word the question in case it was unclear, then to consider whether it's a question that delegates may be uncomfortable answering. Occasionally, delegates may have got the point quicker than the trainer expected and the trainer should move on. If they need to elicit more information from the delegates they can try to do this through a later different question.  

Other problems could be that delegates are bored and need a different type of activity, or that they are still uncomfortable and the training has had an insufficient warm up.

Trainers should also be aware that they may need to ask for less personal information from certain groups, and there maybe interpersonal issues they're unaware of (see below).

Problem: Interpersonal conflict  

Conflict arising between members of a group can upset individuals, distract the other delegates, and if left to continue cast a negative light upon the whole training session. 

Solutions: Depending on the seriousness of the conflict, the trainer could try to distract from it with humour or a change of subject.  

Sometimes, it may be more appropriate to call a break and take the delegates aside, or ask them to leave the session if neccessary.  

Regardless of the appropriate response, the trainer should respond immediately - drawing attention to an individual's rudeness or inappropriate behaviour can often be enough to draw a halt to it. 

Problem: Sensitive subject areas

A group's response can vary based on their cultural background, experiences and relationships with each other. However well the trainer plans the session and prepares for possible problems, it can be near impossible to predict where sensitivities may lie.

Solutions:  If it is neccessary for the training session to approach sensitive areas, then the facilitator should prepare delegates for this at the beginning. It's also important not to neglect light-hearted warm up activities to relax delegates, rather than beginning by approaching sensitive areas. 

Always test questions with others before facilitating a session to see how it could be changed and to plan for possible problems.  

Sometimes breaks can provide a chance to speak to individuals, allow them to air any upsets and make it clear they're not being ignored.  

Finally, trainers must always be prepared to adapt, move or change either the subject or activities, according to the group's response.   

Want to find out more? See our Train the Trainer page.