Types of Trainees
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The document outlines various types of trainees and strategies to manage their participation in training sessions, including silent participants, talkative participants, argumentative types, and others. Each type is characterized by specific behaviors and potential impacts on the group dynamic, and the document provides tailored management strategies for trainers. Effective handling of these diverse participant types can enhance the overall training experience and ensure that all voices are heard.
Types of Trainees
- 1. TYPES OF TRAINEES PREPARED BY RASHIDUL HASAN ROBEL B. PHARM (RU), M. PHARM (RU) REG. NO. A4968 PGD-HRM (BIM) EMBA (ULAB)
- 2. TYPES OF TRAINEES 1. Silent participant 2. Talkative participant 3. Interrupting participant/Sidebar talkers 4. Argumentative type 5. Destructive participant 6. Clown/Joker type participant 7. Know-it-all type participant
- 3. Silent participant Character This type of trainees tends to be shy and not participating in the session. This may refer to less of confidence, arrogance, get bored, or difficulty to understand. How to manage? The trainer can deal with this type by paying extra attention like asking them a question, keep an eye contact with them, encourage them once they participate in any point, or divide the time of participation among all trainees.
- 4. Talkative participant Patterns This type tends to participate a lot which is a good sign of trainees but it would take the time of others who also need to participate. How to manage? Therefore, the best way to deal with this type is to involve others in his/her discussion. If this method does not work then the trainer need to speak out with all participants about the time limit for each one to discuss. This can be done in indirect way such as looking at your watch while this participant dwells in elaboration
- 5. Interrupting participant/Sidebar talkers Pattern This type of trainees may talk in unrelated subject during the session such as talking among each other. How to manage? The best method to handle this situation is to keep passing by these trainees to make them feel that this behavior is not acceptable in the session. If this way does not work then the trainer has to remind all participants with the rules of the training session while he/she is looking at this trainee.
- 6. Argumentative type Pattern This type likes to argue in discussion that may refer to individuals who have strong personality or arrogance. How to manage? The trainer has to deal carefully with these participants because they may have great ideas that would benefit the goal of training. Therefore, trainer must observe these ideas and figure out the bright side. Besides that, trainer has always to discuss and not argue. If these ways do not work, trainer can quit the discussion with this participant by saying “this is your opinion, let us hear from others”.
- 7. Destructive participants Pattern This type may not merely be a problem to the trainer but they also can de-motivate other trainees by criticizing parts of the training. How to manage? Therefore, trainer has to be a bit strict in this situation to stop this behavior by dominating the session.Trainer can give a chance to this participant to criticize but there should be limits and strong reply to either convince him/her or stop these ideas that may de-motivate other trainees.
- 8. Clown/Joker type participant Pattern It is cool to make some jokes during a training session but that does not mean to turn the whole session into jokes and fun. This type of participants keeps making jokes until other trainees may stop being serious with the session. How to manage? Therefore, trainer has to deal carefully with such behavior by showing this person that this behavior is not acceptable or even ask him/her to stop that.
- 9. Know-it-all type participant Pattern This type does not consider as a problem to the trainer but the existence of this person among other trainees who have less knowledge may affect their progress. In some cases, such a trainee may put the trainer in an embarrassing situation where he/she can ask a question that is not known the trainer. How to manage? Therefore, the best way to deal with this is to admit to this person that he/she knows well but others have to learn too. So, others can get a benefit from this participant’s knowledge by involving him to teach others during workgroups.