How to Answer: Tell me about a time when you received negative feedback after a training session. What was the criticism, and how did you react?
Advice and answer examples written specifically for a Training Specialist job interview.
2. Tell me about a time when you received negative feedback after a training session. What was the criticism, and how did you react?
How to Answer
Receiving constructive criticism, while difficult, presents an opportunity for self-improvement. When faced with negative feedback, it's best not to get defensive. Rather, listen actively to understand the complaint completely before responding. Ask clarifying questions if needed. Then, thank the person for their candor. Let them know you appreciate them taking the time to share feedback so you can better meet participant needs going forward.
After the conversation, reflect on the critique objectively to determine if it has merit. If there are things you could have done better, own the missteps rather than making excuses. Develop a plan to enhance future training sessions based on what you learned. Document lessons learned about content issues, delivery techniques, or engagement strategies that missed the mark. Recording critiques creates a chance to recognize your development areas as a training specialist.
The ability to implement post-event improvements demonstrates maturity and commitment to honing your facilitation skills over time. Highlight how you build on all types of feedback to keep enhancing training quality and participant satisfaction long-term. The goal is to convey openness to criticism, not perfection. Show how negative feedback makes you better.
Written by William Rosser on February 17th, 2024
Answer Example
"In my last training specialist role, I designed and delivered a full-day workshop on leadership communication tactics for directors. Overall feedback was positive, with an average 4.2 satisfaction rating out of 5. However, one participant rated it 2 stars with criticism that the examples I used were too basic. He felt the messaging techniques were better suited to new managers instead of senior leaders with his level of experience.
I reached out to that attendee after the fact to better understand his perspective. He explained that he found the role-playing activities remedial. While active learning usually resonates, he suggested I differentiate lesson plans based on work levels or provide layered content complexity.
I appreciated him taking the time to elaborate on his feedback. His constructive input pushed my thinking on how to better challenge various audiences when modeling interpersonal scenarios. I've since integrated more stratified examples and created tiered management communication plans to ensure relevancy at all levels going forward.
While difficult to hear at first, critical feedback helps me enhance how I curate training content and activities tailored to different learner groups. Applying these lessons learned keeps leaders engaged as communication techniques progress to increasingly sophisticated demonstrations over their careers. I now highlight differentiated instruction capabilities in my training specialist credentials."
Written by William Rosser on February 17th, 2024