In the previous article, we discussed the second supporting trait of an outstanding trainer: fostering competition and challenge among trainees. Here, we continue to elaborate on this important trait and introduce three additional supporting traits.

One method to encourage competition and challenge is by presenting management riddles. An example is the "Snail Riddle," which we used in the “Secrets of Effective Leadership in the Oil Sector” training. The riddle goes as follows:

A snail begins climbing a 20-step ladder. During the day, it ascends 5 steps, but at night, it slips back 4 steps. How many days does it take for the snail to reach the top of the ladder?

Most trainees assume the logical answer is 20 days, but the correct answer is that the snail reaches the top of the ladder on the morning of the 16th day, as it ascends 5 steps during the day and reaches the top without slipping back.

The hidden goal behind this riddle is to encourage trainees to avoid descending after reaching the summit. An outstanding trainer challenges trainees with riddles or problems and encourages them to compete in solving them.

The Trainer Should Pose Questions to Encourage Discussion, Dialogue, and Hear Diverse Opinions

A trainer should also ask questions to encourage discussion and dialogue, allowing for a range of opinions. Consider the following story:

The contracts manager of a company signed an agreement to construct a power plant. This required transferring one million dinars to the executing company. The company contacted the director requesting immediate transfer of the amount. The director then instructed the accountant to issue a check promptly. The accountant complied, and the check was sent immediately. However, there was a delay in the check's arrival. The company called again, urging the director to transfer the amount.

The director again instructed the accountant to issue a check immediately. Overwhelmed with work and unaware of the earlier transaction, the accountant issued a second check, which was also sent promptly. Both checks arrived at the company simultaneously, prompting the company to return the second check.

This represents a major issue, as the accountant committed a costly mistake amounting to one million dinars! Now, the question arises: If you were the company’s director, how would you address this issue, considering that the accountant has had no prior errors, has been with the company for 12 years, and has shown exceptional dedication and service?

As an outstanding trainer, you would ask trainees to propose solutions through brainstorming sessions and then have them vote on the best ones.

An outstanding trainer challenges trainees with realistic problems, asking them to propose practical solutions during brainstorming sessions.

3. Calmness and Thoughtfulness:

Trainees appreciate trainers who seek their advice, engage in discussions, and vote on the best ideas without reacting negatively or criticizing suggestions.

.. Ensuring Communication with Trainees and Building Relationships During and After the Training

Returning to the story of the director and the accountant, this narrative offers opportunities for extensive dialogue and diverse opinions. An outstanding trainer skillfully manages such discussions, forming teams and appointing leaders to moderate conversations, gather opinions, and consolidate them into a unified team perspective. The trainer encourages diverse views through questions such as:

• Who believes resolving the issue is more important than escalating it, and why?
• Who thinks the accountant should be reprimanded, even if just informally?
• Should the reprimand be written or verbal?
• What is the first step the director should take regarding the accountant?
• Is gathering information and facts essential before summoning the accountant?
• Should the director host the accountant upon arrival?
• Should the director start by praising the accountant’s past performance before addressing the error?
• Should the director provide advice and criticism to uncover the specifics of the incident?
• Is the director partly responsible for the mistake?
• Should the director establish a new system to prevent similar errors in the future?
• Should the director monitor the implementation of the new system?
• Should the director assign an additional employee to assist the accountant?

These closed and open-ended questions are tools for the outstanding trainer to guide discussions and achieve consensus without imposing personal opinions.

An outstanding trainer uses closed questions (e.g., Who, Where, When, How much) to control discussions and manage time, while open-ended questions (e.g., What, Why, How, Tell me) encourage dialogue, spark interest, and maintain energy and enthusiasm among trainees.

4. Communication and Building Relationships:

Trainees value trainers who communicate and build relationships with them before, during, and after the training session.

For example, in the "Fortified Manager" course for the Saudi Electricity Company in Jeddah, I asked trainees at the end of the course to write their phone numbers on a sheet of paper. I later sent personalized messages thanking them for their participation and inviting feedback on the course. About 44% of the trainees (7 out of 16) responded.

.. Innovating and Refreshing the Training Venue and Inviting External Guests for Them

In another course, "Secrets of Effective Leadership for Ministry of Awqaf Employees in Kuwait," I sent a personalized message to each participant, welcoming them and asking for a positive word starting with the first letter of their name. The response rate was 89% (24 out of 27 participants).

Thus, an outstanding trainer ensures ongoing communication with trainees, adhering to the "WSA" principle:

• W = Welcoming them,
• S = Smiling at them,
• A = Addressing them by name.

The trainer's communication should be specific, asking for just one thing, such as a suggestion, a word, or a solution, to ensure engagement.

For example, reserve the last half hour of a session for personal action plans by asking trainees to share one thing they learned from the course that they plan to implement in their personal or professional life.

5. Innovation and Creativity:

Trainees appreciate trainers who innovate in training venues and invite guest speakers. For instance:

• In the “Creative Thinking” course for the Tourism Projects Company, we held a session aboard a ship in the middle of the sea.
• In a training course for the Research Institute at the Radisson Blu Hotel, we decided to conduct the session aboard the "Hashimi" ship, the world's largest wooden sailing ship, located at the hotel.
• In a training course for the Kuwaiti National Guard, we organized a field visit to the Kuwait Petroleum Chemicals Company, which exceeded trainee expectations.

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