Training and Development Manager Interview
Questions

"When I create online programs, I set them up in a software program that performs a great deal of automated tracking. This software keeps detailed records of each students' progress, including where they power through the content and where they seem to slow down and struggle. With these tracking capabilities, I can see when student progress slows, which allows me to encourage them along when needed. When I teach in-class workshops or sessions, I use feedback forms to check in with the students periodically. These forms allow me to receive feedback and adjust the material as needed. I will always follow up with a student post-session and support them where I can if they need additional coaching. Another way of tracking the impact of my training sessions is to meet with the employees' manager to discuss if the goals and expectations of the training were met, exceeded, or fell short."

"I thoroughly enjoy teaching and instructing. I thrive on finding new ideas and creative ways to present the learning material. I also enjoy being in a leadership role, helping other individuals to grow and improve. I like the challenges that come with each new training and development program. Overall, one of the most enjoyable factors for me is the planning, researching, and learning. Once I find out what the company stakeholders are looking for from me as an instructor and the results they are looking for the employees to achieve from my training, I see it as a challenge to exceed all expectations. When I can have fun, learn, develop team-building skills, and help people with their communication strategies, it's incredibly rewarding. My career as a Training and Development Manager has been incredibly rewarding."

"I adapt well in last-minute situations. Working with people means that there are no promises on how my day will go. This reality is one that I learned early on in my career. My job is about the programs that I develop, but it's also about responding in a humanistic manner to the people that I teach. Sometimes this approach means taking a new direction. For instance, last month, I was due to facilitate a training session on stress management in the workplace. The evening before, there was an unexpected death in the company. The team experienced a tough emotional blow. I changed the training session last minute to focus on grief, loss, and bereavement. I turned the session into a support group because it was more important to deal with the loss of a colleague and friend than it was to follow the schedule that I previously had in mind. The session was helpful, and it's what the team needed. The job of a Training and Development Manager is also about supporting people, which means that I need to meet them where their needs are, rather than always sticking to a plan. I must show that I can accommodate others, which sets a good example of authentic leadership."

"I have developed training modules from scratch on topics such as workplace performance, stress-management in the workplace, new employee onboarding programs, and diversity and inclusion programs. Most recently, I created a program on workplace stress and stress management. The program was a four-part series that touched on work/life balance, how to schedule time effectively, how to use a variety of time-management tools, and how to deal with stress professionally. I am especially proud of this program because it teaches healthy communication skills than the attendees can implement at work and in their personal life. The program also addresses career goals and how they should match professional goals. The majority of the program is delivered inside the classroom setting with some virtual exercises that the participants can keep confidential. The modules are available online if the participant is unable to attend the in-person training. Developing a course of this nature takes a lot of research and planning. I am very please with how it turned out, and I have received a great deal of positive feedback, which makes me proud."

"My greatest feelings of accomplishment come from the collective difference that I have been able to make in the lives of others. Each time I have a successful training session, or when I develop a program that makes a difference, I feel that I have added to my overall success as a Training and Development Manager. When I can make employees happier and more productive, it's a significant win. When I can help facilitate a work-environment based on equality and mindfulness, it's incredibly rewarding. Each time an attendee approaches me and thanks me for broadening their perspective, or tells me that they feel encouraged, I feel accomplished. My reputation as a talented Training and Development Manager is my overall greatest accomplishment, and I continue to feel encouraged to do my job with absolute pride and enthusiasm."

"Last year I was asked to improve and then perform a training session with our frontline workers on the signs of PTSD, and available treatments. Frontline workers face trauma every day, and it can take a toll on their well-being. I knew the existing material was heavy, and I wanted to find ways to lighten up the delivery while still keeping the right tone regarding the serious topic of PTSD. I decided to add a few team-building exercises and also some improv exercises where the attendees would get a hypothetical situation, and they needed to act out how they would approach the issue. It was amazing to see how quickly the attendees jumped into the role play and how they supported each other when one person felt 'stuck' with what to do or how to respond. In the end, my leadership team was impressed with the way I added my style to the existing material. When the subject matter is serious, it's okay to add a lighter component to put the attendees at ease and help them feel more comfortable with opening up during the sessions."

"After graduating with my bachelor's degree in Human Resources, I joined a community center on contract, as an adult educator. There, I taught life skills classes to disabled adults through local community centers. These classes taught computer literacy, resume writing, and other career-related skills. Over the last eight years, I worked for a variety of companies on contract, delivering training sessions that focus on improving diversity and inclusion in the workplace. Most recently, I have been developing a program from scratch for a company's HR department. This program focuses on making an impact on full-cycle recruitment and onboarding processes. Once my management team approves the final program, the program will be delivered both in-person and virtually to human resource professionals across their company. Now, as I wrap up this project, I am looking for a new opportunity to continue teaching and instructing adults in a business setting."

"I have developed a good sense of humor and can level with people quickly. I like to quickly sort the group dynamics and get to know the different personalities in the group so that I can lead the class with ease. I try to be as entertaining as possible, even when I'm teaching on a technical topic. I keep my sessions interactive by involving everyone in group discussions and using videos to help explain the material in a way that is interesting and easy to understand."

"I have worked with management teams as large as 15, and I understand that your leadership team has 25 members. For that reason, I anticipate that the most significant initial challenge will be learning the unique leadership styles of your entire management team. As with any HR-related position, people-related challenges are the most difficult to navigate because everyone has unique character and personality traits. Leading leaders is difficult, but I will meet the challenge by reminding them that no matter who we are, we need support and opportunities to grow. The purpose of my role as a Training and Development Manager is to challenge the development and growth of others and help leaders to optimize their job performance. I will provide the encouragement that they need while presenting them with engaging and meaningful continued learning opportunities."

"I keep up with trends and new developments by keeping in close contact with other Training and Development Managers that I know and trust. Together, we discuss current trends and creative ideas that will help us to accomplish our goals as instructors. The world of instruction and adult education is always improving. For that reason, I lean on a variety of online resources such as blogs and podcasts. I also follow Forbes Magazine and subscribe to LinkedIn Learning, which allows me to remain in-the-know while also training myself on new skills related to teaching and educating others. I am always open to learning new resources if you have any specific recommendations!"

"There are many qualities and skills that a successful Training and Development Manager should bring. These include being well-organized, enjoying research, and possessing the ability to multi-task. This takes organization and a great deal of discipline, which I have proven to have in my current position. A Training and Development Manager must always show empathy and be patient with others while actively listening to their learning needs. They should also be strong communicators who are direct and honest. This open communication includes being able to give and receive feedback freely. I work hard always to give solid direction with clear expectations."

"I am currently working on my ability to be a stronger leader. A lot of my training sessions focus on improving the performance of our corporate-level executives, so powerful leaders often surround me. I recently attended a leadership conference to help me cultivate some of my bolder leadership traits. Here, I learned how to be a more effective leader by taking the initiative in larger groups. I value these learning opportunities and look forward to surrounding myself with other leaders who also want to challenge themselves to grow professionally."

"I believe there are many valuable factors that contribute to training program design with organization and preparation being the most important. I am sure to plan enough activities to keep the attendees interested, and I prepare for any questions that may arise during the session. Another critical factor is to have a lot of visuals and hands-on activities built into the program. There are many moving parts for me as a Training and Development Manager, and I must have back up plans in the event of a technical hiccup or unexpected problem with participation. I must also be very familiar with the material so that if issues occur, I can continue delivering the message without interruption."

"To ensure that a training session is effective, I begin by setting goals for each training session. For instance, if my company would like to improve the workplace environment, I would first meet with the leadership team to discover the greatest pain points and what their expectations are from the training. After each session, I gather feedback from the attendees and their supervisors, when applicable. I have various feedback forms to follow up and ask if there are any areas where the materials could be improved. I also perform staggered follow-ups to ensure that the training has made a longer-term impact on the attendees. This impact might include improvements to their job performance or a transformation in the workplace environment. When employees walk away feeling more confident in their knowledge and willing to put it into action, I know that they learned from the training."

"In November, I was asked by Company ABC to lead a training session on diversity in the workplace. It was to be a series of classes offered to a variety of departments. I was a bit nervous as this was my first time leading multiple sessions on the topic of diversity and inclusion. As I planned the training session, I was also aware that most of the people in attendance were business professionals who were very passionate about the material. I decided to make the sessions very interactive and hands-on since I knew that these groups had a significant interest in the topics. I found the sensitivity of the subject matter to generate a lot of interest, and I facilitated the sessions with a lot of passion and personalization because I am very involved in human rights in my personal life and as a volunteer. I knew that this session was very impactful because the feedback that I received in-person, and through my exit survey was all very positive. The sessions went so well that I will be presenting the material another group later this year."