Leading and challenging trainees in a contemporary way - intensively

Framework conditions and influencing factors - consequences for trainers

• Future influences and possible working environments of the future.
• What makes young people tick today - expectations and formative influencing factors.
• Generations: Myths and fact check (S model).
• trainers as role models, mentors and coaches - what does this mean in practice?
• What has changed as a result of the coronavirus pandemic and how are we responding to this in everyday training?
• Mental stress among trainees.
• Social and digital skills - equally important for trainees and trainers.
• VUCA world and the consequences for dual training.

Successful integration of new trainees

• How trainees are integrated into the company as quickly as possible: Picking them up mentally and getting them excited about their work.
• Introduction of trainees at the workplace and in the respective work areas.
• Prerequisites/requirements for comprehensive and structured on-the-job training.
• Preboarding and expectation management - developing a culture of trust.
• Effective onboarding: from "day one" to the first weeks of training.

Accompanying and guiding trainees in a modern way

• What do prospective trainees expect from their training company?
• Synchronous and asynchronous communication - both in presence and in dialog format.
• Challenging and leading trainees - how does it work? (Types of leadership and leadership analysis).
• Support the development of junior staff - get to know and understand key motivational factors.
• Inspire with attractive and innovative training methods.
• Know personality and training types and take them into account for training.

Dealing with difficult situations - successful communication in everyday training

• Addressing and dealing with conspicuous behavior: Poor performance, unpunctuality, absenteeism, conflicts and other disruptions.
• Consistent action: First steps before disciplinary measures.
• Use of learning types and learning conditions as an analytical tool. 
• Conducting difficult training discussions - knowing, implementing and permanently applying feedback rules.

Performance assessment and promotion (development and feedback discussions, target agreements)

• Giving trainees targeted feedback and thus developing them further. 
• Aim, purpose, content and procedure of a development discussion.
• Development and use of development and assessment systems and questionnaires.
• Organizing the meetings: Plan space and time optimally.
• Assessing instead of judging - motivate, support and develop your trainees!
• Achieve sustainable results through clear principles and objectives in the development discussion.
• Exercises: Experience development and feedback discussions live and improve your discussion skills together!