·         Model behaviors, values, directives and initiatives of the Company

·         Are Learner Advocates

·         Engender a sense of Company pride and commitment

We focus considerable energy on the development of trainers and convey to them their awesome responsibility--to promote learning, shape behaviors, and ultimately impact the business—through the quality of the learning experiences they create.

Our Trainer Development philosophies are contained within our Trainer's Credo:

I will “get what I give” and I understand “It’s not about me—it’s about the learners.”

I will be enthusiastically open to learning with participants—I don’t know it all.

I believe that “everything’s intentional” in the classroom … and I will seek to enable participants to feel, “I’m willing to learn with you.”

I reject the notion that I must “sell” my background/experience in order to earn credibility at the beginning of training.

I will invest in the creation of openings that give learners compelling reasons to listen … and that establish training needs. 

I will deliver the unexpected: I’ll play with environment, structure, and process to craft a unique, evolving, and collaborative learning experience.

I acknowledge adults need to learn in a safe environment, build off of their own knowledge, learn from others and always see the relevance of the material.

I embrace comfort-with-silence as a facilitation tool … and will let questions “land.”  

I know the learning point “shall set me free”…and that all classroom activities are in service toward learning points.

I will work to get “hired” by participants to offer coaching/feedback or to share information or experience for their consideration.

I will listen to learners until I can answer, “What does this person need from me?” (Advice? Sounding board? Encouragement? etc…) so that issues/needs are clarified and other has ownership in wanting my input.

I will not “fix” problems, but will acknowledge what I see or hear as an invitation for further discussion…I will not offer initial solution, pass judgment, or label behavior(s).

I denounce the need to know “why” a participant did or did not do something … or “why” she or he has a certain opinion. 

I will not spoon-feed learning points or “fish” for specific answers.

I do not need participants to “agree” with my point-of-view.

I am an Ambassador of the behaviors and values my company espouses, and I will always act accordingly.
                                                           © Perim Consulting, 2008

Perim Consulting’s achievements in the classroom are likely influenced by our training approach: we never assume the role of being "experts" on any given topic. We simply engage participants to take responsibility for their own learning and help facilitate their discovery, understanding and practice of the topic. Add energy, enthusiasm and a distinct understanding of the client organization’s situation, values and challenges and you complete the recipe for a Perim Consulting training experience.

Additional information on trainer development may be found in:

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