What is training: definition, types and its differences from other forms of training

What is training

Before analyzing the main goals of the training, you need to dwell on the concept. Training is a method of active learning, during which knowledge, skills, abilities, and social attitudes are developed.

Training

There is a huge variety of such classes, including trainings for teachers and educators, employees of organizations, socio-psychological and communication trainings.

There are several understandings of the training process:

This is a unique form of training, during which the necessary types of behavior are formed, they are reinforced by positive reinforcement, and negative attitudes and types of behavior are erased.
This is a training during which people develop the skills and abilities they need at this stage of life.
This is active communication between people, during which they share knowledge and skills with each other.
This is the creation of conditions under which participants open up and independently seek ways to solve their psychological problems.

Sometimes training is defined as a way to reprogram a person’s existing model for managing his activities and behavior.

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Training principles

Conducting training requires mandatory adherence to several principles:

Modeling principle. Reproduction of situations where participants exhibit positive or negative elements in behavior.
The “here and now” principle. Only events related to the training are discussed and given attention. All unimportant conversations are suppressed (sometimes a person begins to talk about distant topics for the purpose of self-defense).
Feedback principle. Mandatory survey and taking into account the opinions and states of participants, analysis, reflection, discussion, making proposals.
The principle of novelty. Variety and constant change of training exercises and games, regular change of game partners as part of the training.
Diagnostic principle. The leader should not stop monitoring the state of the group and each of its participants for a second.
Research principle. The leader guides the group, and the participants themselves find answers to questions and solutions to problems.
The principle of activity. Every participant must be involved in the work.
The principle of goal setting. The goals are determined by the leader in advance, but in the process of work he is obliged to model them if necessary.
The principle of trust and confidentiality. Information from classes is not shared with the outside world, which allows participants to be honest and open.
The principle of personification. During the training process, impersonal statements are prohibited. All replicas have an addressee (from whom, to whom).
The principle of explication of feelings. In the feedback form, you describe your experiences and the feelings of your partner.
"One speaks - everyone listens."

History of origin

The appearance of trainings was noted many thousands of years ago, they just had a slightly different form than they have in the modern world. The emergence of the first trainings in the form we know is usually attributed to the period when social psychologist Kurt Lewin worked.

In 1946, he and his associates organized the first groups to conduct training. Their main goal was to increase communication competence. During the work, psychologists noted that analyzing experiences within the group was of great benefit to them.

After analyzing the successes of Kurt Lewin's work, the National Training Laboratory was created in the USA. A group for training basic skills was created on the basis of this laboratory. Management personnel, including political leaders and managers, were trained here. They learned the ability to interact, lead, resolve conflicts in a timely and correct manner, and strengthen the degree of group cohesion.

In 1954, the first groups began to appear, where training took place with the aim of identifying life values and strengthening a person’s self-identity. Such trainings are called sensitivity groups.

In the 60s of the 20th century, a movement for training social and life skills developed. It relied in its work on the traditions laid down by Carl Rogers in his humanistic psychology. This type of training was used for professional training of teachers, managers, and consultants. The work was aimed at providing them with psychological support and accelerating all-round development. The groups worked on problem-solving skills, emotional self-control, financial self-defense, the ability to manage and develop, and other important points.

In the 70s of the 20th century, M. Forverg at the Universities of Leipzig and Jena developed methods of socio-psychological training. It involved working with role-playing games, where there were elements of dramatization, allowing the formation of correct communication skills. The concept developed by Professor Forverg began to be actively used to train management at industrial enterprises.

History of origin

Conducting training

As a rule, a leader is selected. Usually this is a psychologist if we are talking about training as a professional correction method. The group itself is arranged in the shape of a circle.

Discussion

The main difference between the socio-psychological method and other trainings is that its content always includes a discussion, the purpose of which is to intensively and productively solve group problems. During the discussion, participants:

use arguments and logic to influence the opinions, positions and attitudes of other participants;
through the comparison of different and even opposing points of view, they learn to understand and respect others and themselves;
learn to see a problem from different sides;
prevent and resolve conflicts;
work in a group, accept and assign responsibility;
satisfy the need for recognition and self-realization.

The discussion can be built on the background of a problem, a story, a real incident from the life of a participant. The discussion is carried out in three stages: preparatory (organizational), main (free or programmed conduct, or a compromise form) and final.

The effectiveness and success of the discussion largely depends on the personality of the leader:

ability to communicate in formal and informal settings;
leadership qualities;
ability to navigate conflicts and resolve them;
analytical skills: collection and analysis of information, its search, evaluation and comparison;
ability to plan and spend time rationally;
the ability to evaluate and analyze your decisions;
ability to find a way out of non-standard situations.

Games

In addition to discussion, the training includes role-playing games. Signs of a role-playing game: a controlling model, roles with different goals and interactions with each other, general goals of the game, many solutions and alternative outcome scenarios, group or individual evaluation of the game, emotional tension (controlled).

Why are role-playing games so popular in psychological training? They have a number of features:

remove all shackles from the participants (more often the role is far from real life);
conditional;
promote relaxation;
develop creativity;
allow you to experiment with behavior patterns without consequences;
expand individual experience and behavior strategies, teach more successful models.

Role-playing games identify errors in communication and behavior and help analyze them. At the same time, the emotional state of the participant is adjusted and experience in constructive conversations is accumulated. In addition, ineffective behavioral stereotypes that inhibit personal development are identified.

There are two types of role-playing games: spontaneous (improvisation) and plot-based (scripted). Spontaneous games do not require preparation; they develop the creative potential of participants and are focused on currently relevant problems (can be invented right during the training).

Story games solve popular problems and general tasks that the presenter sets before the training. As a rule, these are more complex games. They are not suitable for teaching new behaviors.

Example of a role-play: participants need to imagine that they are at a press conference. A presenter is selected. Each participant writes three questions regarding values that he wants and can answer. Next, the presenter randomly indicates who should exchange sheets. As a result, in pairs, one person asks questions, the other answers, but this happens in front of the group. Both the “journalist” and the group have the right to ask one question on their own, but the interviewee is not required to answer it.

Exercises

Several types of exercises are used:

Entertaining. They relieve tension and release emotions, do not require preliminary warm-up, do not carry a semantic load, reduce the distance in communication between participants, promote relaxed communication, and are suitable for any type of audience.
Warm-up. They remove stereotypes and habits of everyday communication, create a relaxed atmosphere, change environmental stereotypes of communication and behavior.
Dance and song. They relieve stiffness and constriction, the fear of expressing themselves and standing out, unite the group and increase activity, identify leaders and show the structure of the group, the individual and personal characteristics of the participants.
Developing empathy. The name speaks for itself about the goals. Without empathy, productive and healthy interactions are impossible.
Relaxation. It is carried out to relax the group, at any time when the leader detects group fatigue. These same exercises allow you to get to know yourself better. They are especially popular with teenagers. Any exercise to analyze your own feelings and relaxation is suitable.
On the development of non-verbal language, without which social contacts are unthinkable. Exercises involve eye contact, tactile interaction, communication through facial expressions and pantomime. You need to know these languages and be able to apply them appropriately in every situation.

An example of a fun exercise. All participants are located in a circle, the leader throws the ball (throws it randomly). The task of the one who receives the ball is to complete the phrase “None of you know that I...”. The ball can be thrown several times to the same participant, but each member of the group must be involved.

An example of a warm-up exercise. "Defile". Participants, individually or in pairs (threes), must go to the center of the circle and walk in an original way - so that they are sure to be noticed.

An example of a dance and song exercise. "Choir." Participants are divided into groups, each is given a sheet with a task. The task is to perform a written song with the specified motive and (or) accompanied by certain actions. For example, “Little Christmas Tree” to the tune of “Katyusha” and moving left and right.

An exercise to develop empathy. "Imagination of the group." On a piece of Whatman paper, each participant sketches his association with the group. You can approach the sheet several times, but draw only one image (association) in one approach. All discussions are held after the exercise and are in the nature of an exchange of feelings and impressions.

An example of a nonverbal communication exercise. From an arrangement in a circle, participants approach each other and greet each other in any non-verbal way (both participants offer their own option). Then each participant from the pair moves to the new partner and begins with the greeting with which they were addressed before. If the greetings are the same, then at the time of transition you need to come up with something new for the next partner.

I would like to add a few more words about exercises for the development of nonverbal language. Non-verbal behavior is more difficult to control, which is why “non-verbal” exercises are of particular value in psycho-gymnastics. They teach you to express your attitude towards a situation, yourself, a person without words. We receive more than 70% of information non-verbally, and more importantly, truthful information.

These exercises eliminate uncertainty and relieve stiffness, but it is important to take into account the mood of the group and the feelings of a particular participant. You should not immediately give “heavy” exercises with more contact than a handshake. It is this type of exercise that requires special skill and caution of the leader. For example, the leader has planned one of these exercises, but during the lesson he sees that the group is completely unprepared for it - which means he needs to immediately get his bearings and choose another one. As in medicine, the rule “Do no harm” applies.

Other methods

Role-playing games and discussion are basic methods of socio-psychological training. In addition to them, business games, non-verbal techniques and video analysis are used.

Types of trainings

There are many types of trainings that can be used in one or another area, area of life, among different subjects. Let's take a closer look at each type of training.

Psychotherapeutic

This category traditionally includes trainings in which a person’s personal growth occurs.

Psychotherapeutic trainings are divided into the following types:

Personal development – during classes, training participants’ self-esteem grows, work is done on self-control, managing one’s own emotions, developing confidence in one’s own self, motivation and other problems.
Psychotherapy – these trainings are intended for people who are in difficult life situations. During these sessions, the coach helps you figure out how to competently respond to current life circumstances, how to live and experience minimal emotional upheaval.
Work with a specific condition - here we work to overcome internal barriers, phobias, fears that may interfere with achieving harmony and happiness in our own life.
Research – these trainings are conducted so that a person learns to know, searches and finds his own “I”.

Communication

Communication business training or socio-psychological activities are used to develop people's communication skills.

Types of communication trainings:

Increasing your own confidence during dialogue.
Gaining the skill of calmly meeting new people.
Working on shyness during communication.
Gaining business communication skills.
Learning the art of seduction and flirting.
Classes for teachers, educators.
Work on social adaptation of schoolchildren, adolescents, and students.
Learning to say “no” and much more.

Types of training

Business trainings

Business trainings are conducted to improve the efficiency of the team. They can be implemented with the participation of your own or an invited specialist trainer.

Classes with a trainer can have different directions:

increasing personal effectiveness;
management;
marketing;
sales management;
working with time management;
training in setting and achieving goals;
managing emotions;
training in negotiation skills and more.

Psychological

Psychological training involves working on a person’s internal state, increasing his level of comfort during certain situations.

Types of psychological trainings:

Communication: aimed at improving behavioral skills.
Personal growth: improve those personality traits that contribute to her active and comfortable interaction with herself and the world around her, and increase personal effectiveness.
Business trainings: conducted to overcome problems in a team, with the goal of enhancing the ability to effectively sell various products, negotiate, and increase team productivity.

Thematic

There are thematic types of trainings. They are carried out for a given purpose and are aimed at solving a specific problem. This is a skill event. Its goal is to master new material and teach the basics of solving similar problems.

Thematic training allows a person to accumulate individual experience while working with a specific type of task, while repeating information already learned. This type of training is the most effective; it does not require the constant presence of a mentor.

Thematic training is most widespread within the walls of educational institutions where teenagers take exams. During such training, the tutor discusses with the student material that is new to him. Afterwards, the student independently solves assignments on the topic studied and discusses any errors and questions that arise with the tutor.

Online training

It is not always possible to conduct practical training as usual. In this case, you can use online training. This work is carried out through modern means of communication. Thus, free trainings and their paid varieties are conducted.

Functional

Functional training involves conducting a set of exercises that are as close as possible to the movements of a person’s daily life. This is not training a person’s psychological and mental functions, but his physical skills.

This set of exercises develops a person’s physical qualities and motor abilities. It promotes the development of coordination, plasticity, and increased performance.

Business training

Personal growth training

Personal growth training is group or individual training, during which a person’s personal qualities are improved.

Psychological exercises aimed at developing personal growth help a person change undesirable traits of his character and increase the priority of positive traits. They free you from negative thinking and complexes.

During such training, a modification of a person’s worldview occurs. The stereotypes of his activities and behavior change, clearing the way for him to become successful and happy.

Personal growth training goals:

knowledge and awareness of one’s own personal potential;
formation of self-knowledge;
reduction of psychological barriers;
eliminating the feeling of insincerity and much more.

Personal growth training can be of several types:

Personality development: a person develops strong traits, acquires skills of confident behavior, and learns self-control.
Psychotherapeutic training: the main goal is to improve the quality of life, mastering ways of behavior in personal or life difficulties.
State training: helps to overcome difficulties, states of fear, internal barriers.
Research training: helps to understand personal limitations, gain the emotional experience that is needed to understand something.
Transformational training: focused on the deepest human beliefs, state and values of the individual.

Socio-psychological

Socio-psychological training is an active method of group influence, during which the improvement and development of attitudes, knowledge, and communication skills between individuals occurs. This includes trainings for children and adults, classes for different groups and professions.

Objectives of socio-psychological training:

mastering psychological knowledge;
formation of skills and abilities necessary for communication;
formation, development, correction of attitudes, offices are necessary for successful communication in society;
development of complete, adequate knowledge of oneself and the people around them;
development, correction of the system of relationships of a specific individual.

There are the following types of socio-psychological training:

Life skills: teaches you to deal with difficult situations that arise in life, react correctly to them and be able to find a way out.
Social perceptions: they are taught to understand their mental state, recognize the state of their partner by his gestures, facial expressions, body position and speech characteristics.
Interactive: they teach the intricacies of human interaction, the ability to properly conduct a discussion.
Family: necessary for correcting family relationships, for working on one’s own and others’ perceptions.

Practical

Practical training is designed for people who want to quickly and effectively work on themselves. At this training, specific life situations are analyzed; the method of situational analysis is widely used here. The training participants analyze the current situation, understand the essence of the problem, and offer their own options for resolving it. Afterwards, together with the coach, they choose the best options.

Practical training is often used within an organization. when the team has a need to resolve a problem or solve a problem, or achieve a goal.

Business

Business or business training first appeared in Russia in the early 90s of the 20th century. The peak of its popularity occurred at the beginning of the 21st century. Business training is used to establish coordinated work within the team. It improves mutual understanding between management and subordinates, develops professional skills within the team, and increases company profits.

Business training can be used in working with ordinary employees and top managers.

Business training teaches:

effective management techniques;
conducting negotiations with partners;
the art of sales;
self-presentation;
specific production skills.

Business training is most often carried out directly in the organization. For this purpose, third-party trainers may be invited; sometimes this type of training is conducted by a full-time specialist.

Business training

Group

Group classes are a very emotional training. This type of training involves more than two people. In its course, people replenish their existing knowledge, develop skills in the field of communication.

Group trainings are divided into two categories:

The training is aimed at improving social skills - conversation and conflict resolution.
The training hones the ability to competently analyze situations - teaches adequate self-analysis, analysis of the interlocutor, the group of people participating in the discussion.

The group can use different techniques and training methods:

discussion;
modeling;
a game;
meditation;
increased sensory sensitivity.

Developmental

Training for adults and teachers, children can have a developmental direction. Developmental training is an activity during which people acquire new skills and learn the principles of working in a specific team.

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What can you get from the training?

Let's look at why people go to trainings and what these trainings give them.

Good theoretical knowledge

The purpose of the training may be to obtain theoretical knowledge about something. But this “theory” should not be the same as in books or textbooks. It should, for example, be explained using examples that will forever remain in memory, or “tested” on something practical that will allow this theory to be applied in real life.

Practical skills

As a rule, people still come to trainings not for theory, but for practical skills. Let's say they want to learn how to provide first aid, how to repair cars. Or use Yandex Metrica to analyze websites.

Trainings should develop skills, not abilities. That is, helping to bring some skill to automatism so that a person can easily use it at work or in life.

Motivation

I had the opportunity to attend several network marketing trainings because my parents work in the network business. I will always remember the charge of motivation that you get at these trainings.

The teachers there are always purposeful and motivated people. They communicate with the training participants in such a way that they radically “change” their consciousness and charge them with the desire to act and change their lives.

Acquaintance

At trainings you can always find like-minded people. You can meet people there who have the same value system as you, the same dreams and plans.

For businessmen, such acquaintances are especially beneficial. Trainings allow businessmen and entrepreneurs to find business partners, to find those with whom they can subsequently discuss some problems, and from whom they can ask for advice.

Criticism

During the training, you will listen to what the teacher or other participants tell you. You will be able to look at yourself, your ideas and plans from the outside.

Criticism during trainings is constructive. The teacher will not want to humiliate you or offend you in any way. He is paid to ensure personal growth for each participant.

Therefore, for any training participant, listening to criticism addressed to you as part of the training will be very useful.

Certificates

This is a “paper” confirmation that you have completed the training. Certificates are needed for your portfolio. They will demonstrate to your future employers that you are committed to self-development, are willing to devote time to attending trainings, and are constantly learning something new.

Trainings by age

There are different types of trainings, differing in age, gender, and group affiliation of the people participating in them.

For children

Trainings for schoolchildren, children and teenagers are always popular. This is due to the fact that the child’s personality is at the stage when it actively absorbs everything new, which greatly increases the effectiveness of training.

Children's training involves the use of psychocorrectional and psychotherapeutic techniques. During its implementation, children learn to better understand themselves, their peers and the people around them. They get rid of fears, barriers, complexes, make contact with other people more freely, easily make acquaintances, and find new friends.

Children's psychological trainings help make acquaintances and create a trusting environment in the team.

For adults

The basic trainings that we have already discussed above are used for adults. These are personal trainings and highly specialized practical classes. Such trainings can be group or individual, very often they are aimed at overcoming difficulties in communication between people.

For example, life skills training helps you understand yourself, evaluate your abilities, set priorities, and see personal capabilities.

For teachers

Special trainings are often organized for teachers, whose main goal is to unite the teaching staff and teach educational skills. Such activities increase the degree of emotional stability, develop communication skills, increase the level of self-confidence, and increase the degree of goodwill in the team.

Training

For parents

Parent training is of great importance. This activity allows you to establish a relationship with your own child, understand and accept his personal needs.

Objectives of the training for parents:

expand the possibilities of understanding your child;
improve reflection on relationships;
develop useful skills for interacting with children;
activate the communication system in the family.

Parents need training so that they gain confidence that they are raising their children correctly, so that they recognize the existence of children's values, and become competent in various issues.

For women

Trainings for women are psychological classes during which women gain knowledge regarding relationships with the opposite sex, children, and friends. This is many years of experience, compressed in time, concentrated and processed in the best structure that women receive during classes.

For men

Psychology training for men does not involve intervention in a person’s consciousness. During such classes, representatives of the stronger sex receive instructions that will help them achieve their goals, overcome indifference, and get rid of despair.

For staff

Communication training for employees is very important for the full functioning of the entire enterprise. Investing in personnel is always profitable and effective, because this is the company’s main resource.

Trainings for employees have several important features:

intensity – classes are intense, according to a pre-planned program;
efficiency - work takes place within several days, during which the staff receives all the necessary knowledge;
interactivity – classes are held in groups, which increases the communication skills of its members;
targeting – trainings can be used to teach a specific category of employees special knowledge.

Training for employees can be conducted by a full-time or freelance specialist. Inviting a third-party trainer is preferable because he is highly qualified, has teaching experience, and uses programs that he has already tested in practice. The perspective of an outside trainer allows for effective training because he is not constrained by the traditions and habits of the enterprise. The only disadvantage of hiring a third-party specialist will be the need for additional costs to pay for his services.

Employee training

For schoolchildren

Group or individual training for schoolchildren is the best way to understand emerging problems, establish a psychological microclimate within the team, and help children adapt to new conditions.

Teacher psychologists use various trainings when working with children, which allows them to develop certain qualities, ways of thinking, behavior patterns in their students, and correct their psycho-emotional state.

Trainings for schoolchildren are held in the form of exciting games and exercises, during which practical training takes place. This helps children open up, relax, and interact collectively.

For preschoolers

Trainings for preschoolers are held in the form of an educational game. They are aimed at developing the child’s social-emotional intelligence and solving problems of a diagnostic, correctional, and educational nature.

Trainings for preschoolers are conducted for children who develop normally and for children with so-called “borderline disorders”. Psychologists use a combination of different techniques and methods when working with preschoolers; they actively use different types of modality, and use audio and video recordings.

Application of social psychological training

The set of problems raised when studying “applied aspects of training” is a kind of “hot spot” and deserves more detailed consideration.

“In terms of its objectives and the variety of options for its use, training is currently primarily intended to serve certain areas of practice: management, education, health care, marriage and family, etc.” . Moreover, on the one hand, training acts as an integral part of educational systems (it is included, for example, in university programs of faculties of social sciences, is widely represented in management training programs, etc.). On the other hand, group training has become one of the forms of work in the system of psychological and social services (for example, family counseling services and employment services). Specific requests from practice to specialists in the field of training in the West also relate to working with managers in the city government system in order to increase its efficiency; and training of diplomatic workers aimed at improving embassy personnel management; and assistance to teachers in working with foreign students; and training of students elected to govern the college; and improving relationships between staff and doctors in psychiatric hospitals and much more.

Among the most general principles for using applied training, M. Lakin names the concept of so-called “helping professions”. All professions included in this class contain elements such as the development of understanding and interpersonal communication skills in people acting as objects of assistance.

Describing the scheme of interaction of the “helper” with the one who is being helped, A. Blumberg and R. Golembievski note that in all types of activities united by the concept of “helping”, there is a common point - an attempt to influence the one who is being helped, and, therefore, , make certain changes in it. However, different groups of people require different kinds of experience, and in this sense, specific training programs are, of course, quite different in different situations.

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Problems

Training problems are just as likely to occur as other events. The most common problem in this area is the lack of specialists who know all the necessary techniques and developments. Moreover, what is required here is not Western methods, but those that are adapted for Russian people. Popularized American methods are not adapted to the realities of Russian reality and market structure. Therefore, trainers often have to adapt Western methods to our realities and make their own changes. developed empirically. Such techniques do not always lead to the desired result, and developing your own ways of working takes time and resources.

In addition, some clients, after completing the training, prefer to abandon what they were taught and continue to act at their own (sometimes incorrect) discretion.

In addition, the services of consultants have been actively depreciating recently. There are many organizations appearing on the market that provide services in the field of psychological counseling, and not always qualified ones. In this regard, the price of trainings is reduced, which does not contribute to an increase in their quality component.

Functions

“Hello, you are greeted by a famous Canadian company...”

Probably, many have heard such major words from a charming young man with a Hollywood smile and sincere joy in his eyes. Usually such a meeting took place somewhere near the metro or on the station square. The seller joyfully announced to the passerby that he had the rare good fortune to take part in the advertising campaign of a famous Canadian (American, Australian) company. Usually, under the pressure of his sunny charm, the attacked citizen rarely showed any intention of critically evaluating the things offered to him.

Even a non-specialist understands: in order for such types to be able to successfully “sell” dubious quality flashlights and irons from their hockey bags to Muscovites and (mainly) guests of the capital, they must first be well trained by someone. Try to stay and watch how cleverly such peddlers play on human weaknesses, offering a gift in the form of a “first-class” buttock massager in addition to the “exclusive vacuum cleaner” at half price. By obsessively thrusting bright boxes into the hands of a potential buyer, street sellers correctly count on the fact that many of us have a much stronger “grasping” reflex than a “giving” reflex. At the same time, young people do not care at all that the device they sold will most likely break down tomorrow. The main thing is to talk the next client down and make your daily profit. Who trains such “traveling salesmen”? All the same business coaches. Typically, companies that recruit people for such work have a long-tested system of constantly reproducing new personnel. A coherent structure is created: only the most talented are sent to special training, who, in turn, as “sergeants” (or “foremen”) will train the newcomers who are interning with them - “soldiers”.

However, one should not think that the fashion for business, free from moral restrictions, flourishes only in the spontaneous world of street trading. And quite reputable companies often instill predatory instincts in their managers. Today, too many domestic entrepreneurs, who have gone through the school of the first years of “wild capitalism,” are convinced that competition must be conducted according to the laws of a full-scale battle, in which no prisoners are taken, and the wounded are finished off. Unfortunately, demand dictates supply. It is enough to read advertisements for various trainings on the Internet (“Attack Sales”, “Psychokarate”, “Psychology of Influence: Counterintelligence Version”) to be convinced that the demand for instructors in the strategy and tactics of combat operations against competitors and clients is extremely high. One can only hope that with the establishment in business circles of such a fundamental concept as business ethics, more civilized rules of the game will come into fashion.

Stages

Each consultation with a specialist includes several stages of training. Without them, the process of working with a coach will not be effective. Let's take a closer look at them. First comes the introductory stage.

The first step is the introduction. Here the trainer and participants get to know each other. It is very important that the first stage does not last more than half an hour. The trainer welcomes all participants, briefly introduces them, and voices the main purpose of the meeting.
Next comes the introduction: a working group is formed from among the participants. The trainer at this stage works to create a friendly atmosphere in the group.
At the third stage, the goals and objectives of the training are agreed upon. Here participants can express their wishes regarding what they would like to achieve. The training leader identifies his own goal, after which it is compared with the goals that the group participants have.
At the fourth stage, rules are formed. Each participant gets to know them. The coach indicates the principles of work.
The fifth stage is reflection. This stage is needed when several cycles are running simultaneously, when it is necessary to check the degree of assimilation of the material covered.
At the sixth stage there is a warm-up. It sets all participants up for productive work, familiarizes them with the tasks, and allows them to get used to the team.

During the main stage, the following stages occur:

All participants are introduced to the theory. If questions arise, the trainer explains unclear points.
Practice begins, during which participants perform the planned exercises. It is important that they understand the purpose of the tasks. The trainer should not help the participants in their work, but should provide feedback and detailed instructions.
At the final stage, agreements are formed between the trainer and the participants of the event. Dissatisfaction from individual moments of the lesson is removed. The information received is evaluated.

Training objectives

First, let's understand the concept itself.

The term “training” comes from the English word train, training - training, training, training. In applied psychology, this concept is understood as a unified system of exercises for reprogramming internal attitudes, and, consequently, human behavioral skills. At the same time, the very atmosphere of the classes is important, the so-called concentrated environment in which people open up to the maximum and begin to perceive themselves and others in a new way. Training is a completely special form of training, which differs from the traditional one in that in the process of business games-tasks all the personal experience and potential of the participants is used. They very quickly acquire abilities that, in the natural development of life, come with the experience of the years they have lived and the mistakes they have made.

A knowledgeable coach, when necessary, provokes acute moments that sometimes cause shock and shock in some participants. In classes, they also use such powerful techniques as confession or frank discussion by all group members about what exactly they like and don’t like about a particular person. By the way, many television reality shows actively use certain elements of psychotraining techniques. Only the creators of programs are chasing high ratings, and psychologists-trainers in ordinary “personal growth groups” pursue exclusively noble goals. For example, in the process of such unpleasant revelations from training partners, a businessman participant may realize what prevents him from creating trusting relationships with potential business partners in negotiations every time.

At high-quality trainings, great attention is paid to the selection of participants. The group usually does not include people who are constantly “wearing” an impenetrable psychological armor of protection (it is better for them to first work with a psychotherapist individually), a walking mental anomaly, pronounced skeptics - all those who can interfere with immersion in the atmosphere of a serious game. It’s like in a martial arts class: you have to admit, you’re unlikely to like it if your sparring partner is a dangerous psychopath or a frivolous talker who makes it difficult to concentrate on the sensei’s instructions.

Effective training is like a vinaigrette into which all the most effective things that have currently been invented by various psychological schools and directions are “cut”. Such programs use elements of neurolinguistic programming (NLP), psychodrama, and various proprietary techniques. All this allows you to achieve goals in a short time that a person had not even dared to dream of before: for example, to become much bolder in communicating with strangers or pretty girls - what is not a worthy goal for a shy bank clerk?

Training objectives

Regardless of what type of training we are talking about, there are common goals:

acquiring new knowledge and communication skills in a group of other individuals;
development of those attitudes that determine human behavior in society;
improving perceptual abilities;
correction of the system of interpersonal relationships for each training participant;
gaining skills to see and analyze manifestations of human character - verbal and non-verbal;
improving a person’s subjective well-being, strengthening an individual’s mental health.

Who needs trainings

The trainings are suitable for anyone who wants to improve their professionalism in a certain area or learn a new skill. Such classes will be especially useful in cases where a person :

not confident in one’s own strengths and capabilities;
uncommunicative;
wants to increase his income;
has certain fears;
wants to develop his creative potential;
suffers from bouts of aggression and regularly becomes involved in conflicts.

Training functions

Trainings perform a number of functions:

Diagnostic: the trainer and participants of the event determine patterns of behavior and their response to certain situations. They study each other's personal qualities, weaknesses and strengths.
Transformative: the foundations of the internal work of each individual are laid.
Corrective: emphasis is placed on the weak aspects of interaction, ways to change these aspects and form socially effective behavior options are studied.
Preventative: participants prepare for specific situations, try effective methods of behavior, model situations.
Adaptation: participants develop skills in applying acquired knowledge, skills and abilities.

Training functions

What a good coach should be like

The coach is the brains of the event and has many responsibilities. It depends on him how well a particular student learns the material.

Among the main tasks of a trainer is the ability to :

“slow down” passive participants, tactfully pull back those who are too active;
help lift the spirit of students;
pay sufficient attention to all training participants;
explain the material in accessible and easy language, and help students if necessary.

Methods

Training involves active learning of a person. During this process, special methods are used:

Role-playing games: used to practice what has just been learned and assess the level of participants.
Brainstorming: helps to select specific options for solving a task or problem.
Solving cases: training specific material that participants received during classes.
Group discussions: allow people to express themselves, understand each other's positions, and debate using the techniques they have just learned.
General group game: used to practice a set of techniques, group behavior to draw conclusions,
Mini-lecture: transfer of information from the trainer to the group participants.
Viewing video materials: provides participants with information in an accessible form.
Filming on video, analyzing behavior after viewing: a useful technique that allows you to visually analyze the necessary moments.

Why is it needed?

Why is training needed? Developmental or any other training is needed for the active training of a person or people, their mastery of new knowledge, the acquisition of skills and abilities, and social attitudes.

This format of training gives a person a lot:

Meeting new people, strengthening existing relationships.
Gaining a special type of skill that cannot be acquired through self-study of a topic.
Receiving feedback with an emphasis on strengths and weaknesses, with specific recommendations.
Finding solutions even to problems that previously seemed unsolvable.

Presenter's personality

Not every person has the right to conduct training. Firstly, it is necessary to undergo special training, and secondly, certain individual and personal characteristics are needed. The presenter performs 5 roles during the training:

(instructor, director);
psychoanalyst (with a healthy distance and a personally neutral attitude towards the participants);
manager-commentator (psychological professional support);
intermediary manager (manages the process, but is not responsible for its progress);
one of the group members (equal status with the other participants, a person with his own characteristics and life problems).

The presenter chooses, which largely depends on the previously selected role. As with leadership in a broad sense, there are 3 possible styles: democratic, authoritarian and permissive. Sometimes an authoritarian style is necessary (when participants become disoriented and stressed, the atmosphere is tense, strict adherence to the lesson plan is required to stabilize and normalize the situation), but in other cases the democratic style is optimal. It is possible to use an authoritarian style in the first lessons (participants have not yet been freed from the shackles of habits and need management) with a gradual transition to a democratic one. Sometimes there is a need to change the style several times during one lesson.

Leadership style does not depend on the course itself or the school (institution) where it is taught. It depends only on the leader.

Personal portrait of a successful presenter:

focus on the client (participants), desire and ability to help;
flexibility and tolerance, abstraction from personal opinions and feelings;
openness to other opinions;
the ability to create a favorable and comfortable atmosphere, receptivity;
the ability to be open, despite professionalism, to show true emotions;
enthusiasm and optimism, creativity, faith in the abilities of each participant to change, learn and develop;
restraint and self-control, poise, developed self-control;
self-confidence, love and positive attitude towards oneself, developed (knowledge of needs and strengths and weaknesses), adequate self-esteem;
developed and intuition;
high level of education and special education, which gives the right to conduct trainings.

The training leader must combine a creative, sensitive and unconventional person with a qualified specialist and professional.

They train trainers in higher education institutions and non-profit training schools. The presenter must clearly see the goals he wants to achieve and have a large selection of professional methods and means of achieving them, be able to react quickly and improvise.

How are the trainings conducted?

High-quality training can be either individual or group. Mass classes are more effective if they involve from thirty to fifty people.

As a rule, a coach works with assistants, of whom there may be two or three.

Basic structure of the lesson:

Participants get acquainted with the theoretical part of the information.
The coach demonstrates in practice what he showed in theory.
Participants practice their acquired knowledge, most often acting in groups.
Participants discuss the material covered and share their impressions.

Psychotherapeutic training

Psychotherapeutic trainings have a profound impact on a person’s inner world and are aimed at changes in the individual’s consciousness. They are designed to help overcome internal crises and promote personal growth by transforming behavioral stereotypes and creating a field of reality. The areas of activity of psychotherapeutic groups coincide with the main methods of psychotherapy: dance-movement therapy, psychodramatic, gestalt, body-oriented and many others.

Evaluation of training effectiveness

When assessing the effectiveness of the training, you can calculate the value of the program for a specific person, employees of the enterprise, and the organization as a whole.

Training assessment is carried out at four levels

Level of reactions. Here the own assessments, judgments and opinions of the event participants are recorded. Feedback methods are used for this purpose; they provide useful information and help participants speak out. Questionnaires can be used, which do not require much time and have a low cost. Sometimes participants keep diaries, write essays, and discuss the results of the lesson. During the work, collages are often created from photographs taken during the training.
Level of assimilation. This is where the improvement of people's knowledge after completion of training is assessed. Here the level of development of skills and changes in human attitudes that they can apply in later life are determined.
Level of behavior. Here, an assessment is made of how often participants use the knowledge they acquired during the training in a work or life situation. Such assessment may take place through formal methods, where workers take qualification exams or undergo certification. The assessment can also be carried out informally, it includes structured observation and keeping a work diary.
Level of results. Assessing whether, as a result of the training, it was possible to increase labor productivity at the enterprise, reduce costs, master the production of new products, and introduce innovative technologies. As for personal training, problem solving, goal achievement, and task completion are assessed.

All these levels give certain reactions, using them you can track the effectiveness of past classes.

Reaction level:

Positive forms: increased self-esteem, a feeling that time was spent usefully, a desire for further development, a decreased level of anxiety.
Negative forms: decreased self-esteem. a feeling that time was wasted, a decrease in further desire for development, an increase in the level of anxiety.

Level of absorption:

Positive forms: new knowledge and skills are consolidated, independent attempts are made to apply them in reality, experience is systematized.
Negative forms: the belief that old knowledge was better, non-acceptance of new skills and abilities, retention of old experience as the only true one, the presence of cognitive dissonance.

Behavior level:

Positive forms: application of acquired behavior patterns in life, consolidation of acquired skills and their use on an unconscious level.
Negative forms: return to old models and skills, increased anxiety when using new skills.

Result level:

Positive forms: increasing efficiency, reducing the time required to complete routine tasks, improving the working microclimate, increasing loyalty to the organization.
Negative forms: a decrease in efficiency, a deterioration in the situation in the team, no change in the speed of getting things done, a decrease in the level of loyalty to the enterprise.

Training

Differences from other forms of training

We have already briefly touched on the features of the trainings and found out that their main task is to obtain useful skills and abilities. Let's find out how this form of training differs from other similar ones. After all, they are often confused, paying for one thing, but in fact receiving something completely different.

Features of training forms:

Lectures. They are 100% theory. You sit in the classroom at a desk or in the auditorium and look at the monitor or projector screen, listen to the lecturer and follow the visual support.
Seminars. Here you also receive theoretical information, which is then supported by a lively discussion and exchange of experience between the meeting participants.
Courses. A form of training very similar to training, but extended over time. If during the training you can master public speaking in 3 days, spending 7 hours a day in the classroom, then the course can last for 3 months, and classes will be held a couple of times a week. The amount of information and practice is the same, but in the training you get everything at once, and in the course gradually.
Coaching. This is a personal training for 1-2 participants, where everyone receives individual recommendations and constant feedback from the trainer. If coaching is organized for a larger number of participants, it ceases to be coaching and becomes training.
Master classes. Light version of the training. Lasts only 1–2 hours. Participants also gain useful practical skills. The presenter shows and the participants repeat.

You can read more about what a master class is in our separate article.

In addition to the listed differences, the training also differs in that each participant must be involved in the process. You can listen to a lecture or take a seminar and remain unnoticed in the group. The training requires the mandatory participation of everyone in all tasks. Therefore, the number of students, as a rule, does not exceed 15 people.

There can be at least 200 people on the course. His program also involves practice, but its implementation is the responsibility of everyone. Whether to complete tasks or not is your own business.

If you like to constantly gain new knowledge and skills, I think you'll love the growing trend of lifelong learning. You can learn more about how to create a continuous learning system on our blog.

Post-training

Post-training is a way of supporting people, employees after the training has already been completed. This helps people use the acquired knowledge in practice in their daily life or work.

In general, it is believed that post-training is the first stage in the process of increasing performance efficiency.

The structure of post-training includes the following elements:

Diagnostics: aims to measure the effectiveness of training, determine the horizons for further increasing the effectiveness of the performer.
Skill Transfer: Procedures that facilitate the use of skills acquired during training.
Training sessions: short in duration, specialized programs. During their implementation, the acquired skills are improved and problem situations that may arise in the future are resolved.

Training courses

Currently, there are many schools operating, including online, that conduct training. These are all kinds of schools, institutes, and individual consultants who work in this area.

To choose the training you really need, you need a balanced approach.

This requires:

prioritize and understand why exactly you need these classes;
specify what you want to learn;
choose a convenient teaching method;
get to know the coach, his ideas, feel that they resonate with you;
take into account personal preferences and characteristics.

How to know if the training will be useful for you:

You chose it consciously: you understand that there is a problem and the training will help solve it in the near future.
You understand what knowledge you will receive and do not place false hopes on the classes.
The pace and method of training suits you.
You like the coach, you trust his knowledge, you admire his successes.
You are ready to work so that the training brings results.

Training

How to choose training?

There are a huge number of trainers on the modern market, each of whom offers their own classes, claiming that they will bring you the maximum benefit. How to make the right choice and not make a mistake?

To make a decision, you need to go through several important steps.

Stage 1: collect information about the classes, clarifying the program, the professional experience of the trainer, and studying the reputation of the training company.

Stage 2: select a training program. Its high quality is evidenced by the coincidence of topic and content, balance, completion of up to four blocks during the day, and consistency of methods and tasks.

Stage 3: analyze the coach’s resume. He must have experience as a coach, basic and additional education, several specializations (but no more than four). A competent specialist always has a list of clients, repeat orders from them, and has a well-designed website filled with useful information.

The coach must:

have presentation skills;
quickly create contact with a group;
work with a dynamically changing group;
competently carry out intragroup diagnostics;
convey your thoughts clearly and convincingly;
be resistant to stress;
have a sense of humor;
master the material he shares with clients perfectly.

Stage 4: obtain information about the trainer, a list of his books or publications (if available), awards, publications on blogs and social networks, participation in conferences and exhibitions.

Stage 5: if the trainer works with a provider, check the year the company was founded, its specialization, the availability and level of content of the website, the qualifications of the staff, the quality of the conference room equipment.

Stage 6: meet the trainer personally, evaluate how he builds a conversation (it should not start with a presentation), how he evaluates the effectiveness of the program, and what he says about competitors.

Stage 7: estimate the cost of training: calculate the cost of an hour of training for different trainers, if the desired topic is offered by several specialists, clarify additional services included in the cost of classes.

Some valuable tips:

choose companies with many years of experience and positive reviews;
meet the speaker in advance;
draw up an agreement specifying goals, dates, programs, post-training support, and responsibilities of the parties;
find out the presence and type of feedback;
analyze how the company prepares to conduct classes;
Beware of companies that guarantee 100% results.

How to understand that the training will be effective:

it has a place for practical exercises;
the acquired skills are consolidated by working together with a trainer;
objections are processed.

How to choose the right training

For classes to truly be beneficial, you must first decide on your goals. What would you like? What problem are you planning to solve with the help of training? Review the program description or presentation. It should describe the specific solutions that each participant will receive, and these solutions should match your needs.

Here is a small checklist to help you make your choice:

Pay attention to the personality of the coach. Most often, the audience goes to the outstanding name of the organizer. But a well-promoted name is not everything. The trainer must have real merit and experience in his field. At the same time, it should impress you energetically. It happens that a specialist is good, but his temperament is completely unsuitable.
Take a program that you can realistically afford to pay for. Training that is equal in cost to your six-month salary is unlikely to pay off, and using a loan is not the most reasonable solution. Free training won't do any good either. Firstly, we remember about the cheese in the mousetrap, and secondly, a person never appreciates what he got for free. Knowledge and skills are no exception.
You should not rely heavily on the recommendations of friends and reviews on the Internet. Each training, like each participant, is a unique experience. You may get completely different results than those who have already taken part in the classes.

Trainers and organizers are also interested in improving the quality of their training programs. If you are interested, I recommend reading about methods and models for assessing the effectiveness of training.

Questions and answers

What is psychological training?

These are activities that allow you to change a person’s psychological state, relieve him of tensions and complexes.

What types of training are there?

Today the market offers a variety of trainings. Some of them are designed for individual work with a trainer, while others involve a consultant working with a group of people in an organization. There are events designed for men or women, schoolchildren and students.

Who needs training?

First of all, classes will be needed by those who want to improve their interaction with other people, who want to learn effective communication, who understand that it is the basis for success in life and work.

What results will the training participant receive?

The participant will be able to overcome personal barriers and complexes and learn how to communicate with people. If we talk about training for enterprise personnel, group members will learn to interact, acquire the ability to resolve conflicts, share responsibilities and collaborate effectively.

How are they taught at the training?

During classes, the trainer uses a variety of methods and techniques. Some of the work takes the form of games, brainstorming, and other variations of work. In addition, the trainer shares theory with group members, which they practice in practice.

I'm Aphrodite and I'm also a Capricorn

When I first came across information about the training on system-vector psychology by Yuri Burlan, I was visited by skepticism - how can I get rid of my problems without lengthy personal consultations and heartbreaking exercises? This is impossible. And then I read a small article with a brief description of the properties of one of the vectors and was amazed - no one had ever shown me myself so clearly and completely. When a little later at home I turned on the free lecture of this psychological training, I was surprised at the reaction of my family - they laughed embarrassedly because they also recognized themselves.

And then I realized that this is not just another typology of people, this is practical psychology for every day. Knowledge compiled into a system works for you like a well-oiled machine.

On the contrary, I will give an example of anti-system thinking:

“I like to talk because I’m an extrovert, I also like to wear beautiful dresses, because by archetype I’m Aphrodite, by color typology I’m red, so you won’t get bored with me, and I’m also stubborn, well, because I’m a Capricorn.” This grotesque sketch on the theme of “mess in the head” is actually taken from life. After each training, a person usually has one or two attitudes that “justify” the person’s condition in beautiful terms. For example, are you always sad and unsociable? So you're an introvert, get over it. What is an introvert, why am I like this and what should I do about it now? No answers allowed.