The trainer makes a difference. The key ingredient is the instructor. The ability to train others is one of the most important indicators of training retention. Participants react more favorably to trainers who have experience in their industry. They appreciate facilitators who have experienced and addressed the issues and situations highlighted in the training. The more closely the instructor can link the training to participants’ real life experience, the better for training transfer.

Present training as part of a consistent message from the organization.Classes must build on each other and reinforce the content learned in earlier sessions. When there is no interconnection between training sessions, and the information provided in the training sessions, organizations lose a great opportunity to reinforce basic shared skills, approaches, and values.

Ask each individual’s manager, and the manager’s manager, to attend the training session with their staff. When three management levels of an organization attend training together, participants may be more willing to try out the ideas learned in training. This is especially effective if participants see their manager trying out new skills as well.

Train people in skills and information that are immediately applicable on the job.“Use it or lose it,” is a common refrain about training. This is a true statement. Even with strategic skills such as listening, providing performance feedback, and team building, set up situations in which practice is immediate and frequent, to help participants retain the training.

And finally the trainer can set a positive, productive tone for the session and the later application of learning with a positive, informative, honest opening that stresses behaviorally oriented objectives.   Just remember "How the instructor opens the training session begins the process of managing participant expectations"!!