Imagine yourself in a training session where no one talks or participates.

Your standing there looking down at empty faces not quite sure why. You say hey let’s play a game and not a sound. You then say what would you like to talk about and again not a sound.

All of this is perhaps a bit scary but it can happen!

What the above does tell us is that there is no such thing as a training session without participation. This may seem obvious but it is remarkable, that given how much time that trainers spend creating content, how little is spent thinking about participation.

This guide will hopefully change all that for you as a trainer.

Symptoms of Poor Participation

The scenario above offers some small insight to the challenges of poor participation within training events. Below is a list of recognizable symptoms of poor participation that you will need to look out for so as to counteract the negative impact of poor participation in training.

- Individuals dominating discussions or activities
- Members having difficulty integrating
- Frequent interruptions by some attendees
- Frequent questioning by some attendees
- Challenging of authority
- Failure to accept ideas
- Resistance
- Silence when information requested
- Avoidant behavior
- Disinterested participants
- Not following directions
- Some attendees excluded from decision making
- Persistent commentary and joking
- Poor body language

There are many other examples/symptoms of poor participation levels in training sessions but those listed above highlight the impact that they can have on the training dynamics within any group.

Barriers To Participation

Lack of Trust – As within any group setting, the level of trust that members have in each other or the process will impact participation levels. To be effective as a trainer you must quickly determine the trust levels within the group and employ activities that will help increase trust levels within the group.

Past Experience – When we enter training events we all bring with us experiences that can impact the training being delivered. The trainer must manage these experiences, good and bad, to focus on the achievement of the specific learning objectives of the day.

Lack of Confidence – In addition to varied experiences, participants also will possess different levels of confidence which the trainer must work with. It is important that the trainer is always prepared to support shy or not forthcoming individuals within the session. Over dependence on contributions from confident members could isolate the group further and reduce participation levels even more.

Too Much Emphasis On Tasks – In some training sessions their can be an over-emphasis on tasks or the end result. This emphasis can also isolate the group who may feel that personal well being is not been catered for. The trainer must understand basic motivational principles that influence trainee participation levels.

In the next and final section we will introduce numerous steps to enhancing participation in training sessions. We have categorized these into two approaches:

- Set The Ground Rules
- Arrangement Of Group

Enhancing Participation

Set The Standards

Establish Ground Rules – The first step that you can take to enhance participation and manage the emergence of difficulties with training sessions is to establish the ground rules for the session. This should take place at the start of the training event and all should be encouraged to participating in setting these shared rules. It is useful to write these rules on a flipchart that can be referred to during the session when difficulties or low levels of participation arise. You may find that poor participation can even disrupt this activity but as the trainer you can direct the group to solutions. In addition, you can even introduce rules by which you decide that the group must follow.

Roles & Responsibilities – Clarify your role as trainer/facilitator and also the role that participants should adopt. There are a variety of opportunities to do this within any training session (e.g., icebreakers, introductions, games, and activities).

Encourage Contributions – Always be conscious of the silent and non participating members of training session and work to encourage their involvement. Ensure a contribution from every person. It is important to be tactful in doing this – what sometimes seems unplanned to participants may indeed be well planned by you as a trainer.

Focus Participants – During the training session focus the attention of the participants on the learning objectives of the training session. This will help to build a shared commitment and build trust levels amongst participants.

Model Behavior – As the trainer or expert, participants will look to you for what is acceptable behavior within the session. Therefore it is always essential that you are patient, enthusiastic, open, honest and participative.

Arrangement of Group

Get the participants to work in different groups during the day (e.g., pairs, every second person etc). Assign tasks so that the same people don’t always take a lead or overly comfortable position for them. Work also in smaller groups with mixed members (e.g., same friends aren’t always together) to work on particular tasks.

Include trust, cooperation and awareness building exercises to stimulate sharing within the group.

Challenge behavior that restrict participation (Remember that as a trainer you challenge behavior not people).

Build Relationships – Ensure that you make every effort to build relationships with and between participants either during the breaks or within session activities. This will generate a positive atmosphere and ensure that all involved will feel that they can contribute to the session. In addition, participants will feel that their opinions are respected and worthwhile.


The above simple and practical techniques will help you as a trainer to manage and enhance participant levels with your training events.