As a training provider, you already know how to teach skills, share insights, and deliver value-packed sessions.
But here’s a question: Are you equipping your learners to understand why your solutions work?
Answering the “Why” behind your teachings doesn’t just make your sessions more impactful; it empowers learners to think critically, apply their knowledge confidently, and defend their decisions in the real world.
Why the ‘Why’ Matters in Training
When you focus on explaining why, you:
Foster Deeper Understanding: Learners gain clarity about the principles behind your teachings, not just the steps to follow.
Encourage Independent Thinking: By offering reasons and alternatives, learners can adapt your methods to their unique challenges.
Boost Engagement: People love to explore reasoning and outcomes, especially when it’s framed as part of an engaging conversation or debate.
How to Build the ‘Why’ Into Your Training
Explain the Reasoning Behind Solutions
Instead of just saying, “This is the best way to do X,” add context. Explain why this solution works and under what circumstances it might not. Offer alternatives to show that you respect the learner’s ability to choose what works best for them.
Example:
If you’re teaching time management, you might recommend the Pomodoro Technique. Instead of stopping there, explain why it works (short bursts of focused work prevent fatigue and improve retention) and suggest an alternative, such as time blocking, for learners who prefer more structured scheduling.
Create Safe Space Debates
Encourage learners to challenge ideas (yours, their own, and each other’s) in a respectful environment. This not only reinforces their understanding but also prepares them to handle differing perspectives in their professional lives.
Example:
In a leadership training session, present a scenario and propose two contrasting leadership styles. Invite participants to debate which approach would work best, backing up their arguments with reasoning. This exercise fosters critical thinking and allows them to learn from each other’s perspectives.
Encourage Questions (Even the Tough Ones)
Actively invite learners to question your methods. This creates an open dialogue and ensures they leave with answers to the doubts they might not voice otherwise.
Example:
If you’re teaching a technical skill, ask learners, “Does anyone think there’s another way to solve this problem?” Use their input to explore different approaches and explain why some might work better than others.
Provide Tools for Defending Decisions
Equip your learners with the knowledge and reasoning to explain their choices in the real world. Whether it’s presenting to stakeholders or applying skills in their roles, understanding the “why” ensures they can confidently stand behind their decisions.
Example:
In a sales training session, explain why a particular closing technique works (e.g., it builds trust and reduces pressure on the client). Then, role-play scenarios where learners must justify their approach to a sceptical audience.
Final Thoughts
In a world flooded with information, the “why” is what makes knowledge meaningful. When learners leave your training understanding not only what to do but also why it works, they walk away empowered to apply their knowledge with confidence and adaptability.
So, as you prepare your next training session, ask yourself: Am I equipping my learners with the reasoning and tools they need to make and defend their choices? If not, now is the perfect time to start.
