With the result that many Training (or Learning, if you will!) professionals are either self taught in the process of training - or have modeled themselves after a particular trainer whom they have been an apprentice under.
Even when someone like me - who chose to get into training as a personal choice after my MBA - works in the training function (which is becoming more and more distinct from the HR function - at least in large organizations) a large part of the initial years is spent in managing the function along with learning the ropes of training.
However, a decent training of trainers is rare - and most of the time becomes a hybrid between presentation skills and public speaking. The skills of facilitation are taught as an afterthought - and these skills are rarely ever taught:
- Needs analysis to segregate skill related needs with other factors interfering with learning - so that one doesn't really look at every business need with a 'training' lens
- Linking learning gaps directly to business needs
- Understanding Adult learning principles and models like Kolb's theory, Bloom's Taxonomy, Donna Walker's cycle so that one can design a learning intervention with a high level of impact
- Knowing how to use various developmental methods (like case studies, role plays, self reflection instruments, videos) to build specific skills
