Corporate sector has always been keen in developing its employees through regular trainings. With the expansion of corporate sector, need of training professionals has also increased. The ratio of per trainer trainees is more than the available professional trainers in the market. This gap between the need and availability has attracted a lot of unskilled trainers, especially those who cannot relate their academic studies with the business world because of less exposure to the industry. Moreover, they have not developed skill of observing routine events keenly and strong thinking habit so they cannot connect real time issues with the bookish knowledge. As most of the young trainers have not developed the habit of reading great writers and have not exposed themselves to different departments, they are tend to extract wrong results from the content they read to deliver trainings which eventually pass on irrelevant or false knowledge to the employees.

Corporate trainers must understand that; Anger Management does not mean that one should never get angry. It actually means that you should use anger as energy at a right place, on right time and in a right way to get the issues addressed. It can help you to achieve your goals, defuse a tense situation and avoid emotional leakage.

Emotional Intelligence does not suggest you to be fankaar (over-smart) by not showing emotions in any situation. It actually asks you to show all of your innate emotions intelligently to improve relationship and grow in professional life. People with high IQ are not the worst ones, neither they are opposite of it and so is about the people with high EQ. All of them are important but they have to be managed intelligently.

Leaders vs Managers – Organisations don’t always need leaders at all levels. They need managers too and if a leader is not a good manager then he cannot lead a certain group of people either. Business leaders are different from the political leaders. Political leaders are expected to fight with the system and business leaders are to fight for the system. Do not over use the term of manager negatively and leader positively. It would rather be a mess if someone exercises traits of a leader where management is required and traits of a manager where leadership is expected.

Change Management does not expect everyone to be change agent and does not really ridicule those who are resistant to change. Change management is actually creating buy-in amongst late adopters and the resistants. It is about removing their logical concerns that ultimately benefit the organisation. Above all, there are very few truly resistant to every change. A change agent in one particular change can be resistant to another. That needs to be understood by the training professionals.

Stress Management is not about not to be stressed. It means, one should understand his state of mind so that he could make attempts to get rid of it positively. But even if he stays stressed, that’s perfectly okay and is quite humane. Stress management takes repeated conscious attempts and is a process, not a one-time activity.

Relationship Management does not always mean to keep every relationship going by all means. It is about maintaining those relationships which are important to keep professional life smooth through effective communication and without compromising on values.

Teachers vs Trainers – Principally, there is no specific difference in these two. Do not confuse local incompetent teachers with the global definition. Trainer needs to do a lot of homework about the content, participants, delivery method, retention and expected and measureable output of the training before conducting a session. So is expected by the teacher. Trainers should not disgrace teachers with their lack of knowledge.

Activity based trainings are not always the best ones. There are people who are uncomfortable with activities and there are types of contents which cannot be delivered through activities. Trainers need to choose the method of delivery wisely. Training can be extremely ineffective otherwise.

A training professional is not supposed to know everything. He would rather be more respected if he refuses to speak or train people on the topics he is not good at. Unprepared content or generic conversation on similar kind of topics never earns him respect.

There is a life after the training day too. And there is a relationship after training room too. If trainees are unable to relate the content to their day-to-day life or unable to approach you for mentorship then the program is already failed.