Ah, corporate training sessions—where PowerPoint presentations meet glazed eyes, and biscuits are often the highlight of the day. We’ve all been there. But let’s face it: sometimes, training feels less like a chance to learn and more like an item on someone’s “To-Do” list that screams, “Done! Next!”
Why does this happen? Let me walk you through a scene that unfolds in countless boardrooms, with humor, quotes, and a pinch of sarcasm.
The Usual Suspects
Picture this: the training session begins. The trainer, brimming with enthusiasm, introduces themselves. Half the participants are busy scrolling Instagram, others are wondering if their phone batteries will last till lunch, and a brave few are exchanging side glances that say, “We could totally wing this session better than this trainer.”
Meanwhile, at the back of the room sits the Senior Know-It-All. You can spot them a mile away. Their aura screams, “I’ve been here, done that, and written the policy on it.” They nod knowingly, but you know they’re counting down the minutes until they can leave. Worse, they avoid participating because, what if I mess up? Ego is fragile, my friend.
As the wise Dale Carnegie once said, “Learning is an active process. We learn by doing, only knowledge that is used sticks in your mind.” But who’s doing anything here except waiting for the coffee break?
The Impact of Senior Ego
Here’s a real-life example. I once facilitated a session where a senior manager sat, arms crossed, eyebrows raised, as though silently critiquing every word I said. A junior employee whispered during an activity, “If I try this and fail, he’ll judge me.”
What’s ironic is that when seniors shy away from participating, they unintentionally send the message: “I’m too important to learn.” The ripple effect? Their teams follow suit, and the entire training becomes a farce.
Contrast that with another session where a CEO joined an interactive activity without hesitation. He fumbled (spectacularly) but laughed it off. The room relaxed instantly, and suddenly everyone was eager to try, fail, and learn. That’s leadership.
As John Maxwell puts it, “A leader is one who knows the way, goes the way, and shows the way.”
Ticking the Box vs. Training That Transforms
The real tragedy of box-ticking training is the waste—not just of money but of potential. When there’s no clear objective, no alignment with employee goals, and no emphasis on participation, it becomes a snooze-fest.
Want proof? A multinational I worked with wanted “team-building” but didn’t brief their employees about the training. Half of them assumed it was punishment for low performance. The session started with skepticism but ended with breakthroughs because, midway, the leadership team decided to participate. Their vulnerability turned a judging crowd into an engaged one.
Not Just for the Trainees
Here’s a little secret: a training session isn’t just a memorable experience for the trainees. It’s equally impactful for the trainer. Behind every crisp takeaway, fun activity, or relatable example is hours of preparation—reading, researching, designing, and rehearsing. The trainer has poured their expertise and creativity into the session, hoping it sparks learning, reflection, and even behavior change. Their goal? To deliver something that you not only enjoy but can genuinely apply in your role.
When a training session goes well—when learning happens, reflections are shared, and participants realize areas for behavioral change—the trainer walks away with a smile that says, “All that effort – burning midnight lamps- was worth it.” But when the room is full of distractions, judgment, or disengagement, it’s not just frustrating; it feels like a missed opportunity for everyone involved. Trainer may leave a bit dissatisfied but guess what she will get paid, so whose loss was it but yours – “You ask you get you don’t ask you don’t get!” Sometimes a trainer gives more than what was asked for only because you participated and asked otherwise s/he also only delivers and leaves.
So, the next time you’re in a training session, remember: the person standing in front of you has worked hard to make it the best experience for you. You are good at what you do and they are delivering what they are best at. There’s no comparison here. Give them your attention, curiosity, and participation—it’s the least you can do for someone who’s put their heart into helping you grow.
How to Flip the Script
Here are some golden rules to turn training sessions into meaningful experiences:
An impactful introduction by the right person shows participants the value of the session, while participation from the top leads the way. Training then becomes not just about learning—it becomes about growth, connection, and building a better culture.
A Parting Thought
Training is like planting seeds. You can scatter them mindlessly and hope for the best, or you can prepare the soil, water it, and watch them grow. The choice is yours.
And if you’re a senior attending a session, remember: being a “know-it-all” won’t impress anyone. But being a “learn-it-all”? Now, that’s inspiring.
As the saying goes, “The greatest enemy of learning is not ignorance, it’s the illusion of knowledge.” Learning happens and should happen till we breathe our last after all each day the world is changing and keeping up with it is the call and without the Learning Attitude you will be left behind in this rat race. So, put down your phone, park your ego at the door, and let’s make learning happen—for everyone in the room, including the trainer.
