Here's how you can leverage emotional intelligence to establish trust and credibility with your trainees.

Using emotional intelligence (EI) to build credibility and trust with learners is essential. To understand your emotions and how they impact your interactions, start by developing self-awareness. Establish a connection with trainees by demonstrating empathy and a sincere interest in their worries and emotions. This creates a welcoming atmosphere where people are treated with respect. Be straightforward and honest in your communication, offering helpful criticism and establishing reasonable expectations. Control your feelings to show dependability and professionalism by remaining collected and calm even under trying circumstances. By using these EI elements, you help your trainees develop a relationship that is credible and trustworthy.

Thank you LinkedIn for inviting me to contribute. As this is my first response, mau I 1st add that Training is best vested in slower times in business/economy and/or a transition period (ie: Election Yr.) Thus when things pick up to projections ( and they will) one is better prepared to have a higher success rate. Always better to "Be Prepared" & "Ahead of The Curve" Continued Education is KEY ! Take Care & Good Selling, Tom Cogan (-:

📌 Here are four key points that define EI: 🎯Self-Awareness: Self-awareness helps you understand how your emotions affect your thoughts and behavior, leading to better decision-making and more effective leadership. 🎯Self-Regulation: Self-regulation ensures that you can stay calm and composed, especially in stressful situations, and respond to challenges in a measured and thoughtful way. 🎯Empathy: Empathy allows you to build stronger relationships, resolve conflicts more effectively, and create a supportive and collaborative team environment. 🎯Social Skills: Strong social skills enable you to communicate clearly, inspire and influence others, and build networks of support and cooperation within and outside your team.

To establish trust and credibility with your trainees, leverage emotional intelligence by actively listening and showing genuine empathy. Create a safe space for open communication, acknowledging their feelings and perspectives. Adapt your teaching style to their individual needs, demonstrating understanding and flexibility. Use emotional cues to gauge their engagement and adjust accordingly. By maintaining a positive attitude and managing your emotions, you model the behavior you wish to see. Remember, trust is built through consistent actions and genuine concern, not just words. As Maya Angelou said, "People will forget what you said, but they will never forget how you made them feel."

Emotional intelligence is about more than just understanding feelings. It's about recognising the impact those feelings have on ourselves and others, and using that awareness to navigate social situations and make informed decisions. It helps you pick up on the unspoken cues in a conversation, understand the real reasons behind someone’s behavior, and respond in a way that builds trust and respect. It’s what makes a leader not just a boss, but someone people want to follow. It's the difference between a group that just works together and one that thrives together. Emotional intelligence helps create a culture where people feel understood and valued.

I say, building TRUST is the key 🔑 rest all are the part of the process but once you earn trust and respect you are almost 💯 % there.

Hertz organise pour chaque nouvel entrant une semaine de formation au siège pour présenter l’entreprise et ses valeurs et surtout pour faire connaissance avec ses nouveaux talents! Une diversité de profils très riche qui fait le succès de l’entreprise. On fait connaissance, on partage des valeurs, on travaille et on passe un bon moment

Building relationship with your trainees, is a must I would start my NEO with letting them know that their success is my success…

I find the best technique for building rapport is to use no technique at all. Instead, understand that we are all humans and we share many of the same goals, likes, fears, and fundamental elements of life. While there are endless fringe issues, people want stability, security, enjoyment, and find comfort in family, friends, hobbies, and other pursuits. My 'rapport' questions with group members include: "Tell me about: your family; what you do for enjoyment; your favorite get away place: how work is going: what your plans are once your career is wrapped up." Also, I offer a few relevant aspects of my own life, work, family, to show that while our roles are different, many of our wants, needs, and concerns are the same.

Build Rapport Establish a strong rapport with your trainees by showing genuine interest in their experiences and perspectives. Take the time to learn about their backgrounds, goals, and challenges. Use active listening techniques and empathetic responses to demonstrate that you value their input. AI-powered sentiment analysis tools can help you gauge the emotional tone of your interactions and adjust your approach accordingly.

Na minha experiência este ponto é importante. A comunicação deve ser clara e sincera, sem muitas palavras difíceis, use uma linguagem simples, menos ruido mais comunicação. Utilice técnicas de feedback para saber que as pessoas estão entendendo o que fala. Não tenha medo de repetir se necessário. É responsabilidade do emisor que aconteça a comunicação.

Communicate Clearly Effective communication is key to building trust. Ensure that your messages are clear, concise, and transparent. Be open about your expectations and the goals of the training. Encourage open dialogue and be receptive to questions and concerns. AI tools can assist in analyzing communication patterns and providing feedback on clarity and effectiveness.

Clear and transparent communication is the backbone of effective leadership. As a Talent Developer, I strive to not only share my message but to connect on a deeper level. Emotional intelligence is key—it’s about tuning into how our words land and ensuring everyone feels valued. By being mindful of body language and tone, we create an atmosphere where others feel understood and engaged. This kind of transparency doesn’t just reduce misunderstandings; it builds a solid foundation of trust that empowers everyone to thrive.

Establish a safe place for learning by calling it out early. Also acknowledge any response is a good response so learners feel encouraged to participate.

Isso envolve prestar atenção à sua linguagem corporal, tom de voz e escolha de palavras, garantindo que você transmita respeito e compreensão. Use uma abordagem transparente e aberta, incentivando perguntas e feedback, para criar um ambiente onde os estagiários se sintam seguros e valorizados. Essa comunicação clara e empática reduz mal-entendidos e fortalece a confiança, facilitando um ambiente de aprendizagem positivo e colaborativo.

Asking probing questions and doing temperature checks throughout the training will enable learners to ask for support. Also, create a way for learners to reach you following a training for additional support if needed. The speed of how some people learn and consume material is different. By giving learners a way to reach out for support after will build trust and credibility with the trainer.

Provide Support Show that you are committed to the success of your trainees by providing consistent support and resources. Offer personalized guidance and be available to help them overcome obstacles. Use AI-driven learning platforms to tailor training content to individual needs and track their progress, ensuring they receive the support they need.

Entenda que os atuais estagiários foram educados e adquiram conhecimento em uma época muito diferente dos atuais gestores. Respeitar e considerar as particularidades de cada geração será importante para melhorar o relacionamento. Evite comparações sobre como era ser estagiário no seu tempo. Esse tempo passou e essa experiência não necessariamente se encaixa no contexto atual.

One of the biggest facets of offering support to trainees is using your emotional intelligence to understand the emotional environment you are in when you’re communicating with them. Example: if I’m a leader who needs to have a conversation with a trainee about their development and performance, do I lead with my assertions about why their performance has declined? No. Instead, I can say “I’m concerned about some trends in performance we’ve been seeing lately. Are you ok?” Just by asking that simple question, you can better understand how to move forward with that conversation.

Reconheça suas lutas e forneça encorajamento genuíno, mostrando que você está atento e comprometido com o sucesso deles. Ao antecipar suas necessidades e intervir antes que peçam ajuda, você demonstra empatia e dedicação, fortalecendo sua credibilidade como um mentor que realmente se importa. Esse apoio atento e proativo constrói uma base sólida de confiança e colaboração, essencial para o desenvolvimento dos estagiários.

Ensure you do not make several strides without a single feedback on one single stride in training. Mark any possible feedback as significant wether verbal or non-verbal. Consider this not as a self-perpetuating but rather a command input system. Retrigger always to achieve more supplimentary or complementary feedbacks. Always remember that feedback forms part of an eternal cyclic loop, with significant external interferences. You must identify all sources of external interference or disturbances and act accordingly to correct the errors or inconsistencies caused. Remember always that an error in feedback is the parity between anticipated and actual observed response. When error is null, it means your training meets the standards expected.

By encouraging feedback and truly listening to your trainees, you establish trust and authenticity with your trainee. Just because they’re the trainee doesn’t mean that they don’t have a different perspective or an understanding of something that you may not observe In the same way. Encouraging feedback allows growth on the part of the trainer as well as the trainee and it will establish a confidence in the trainee that a belittled or discouraged trainee may never gain.

The best way to encourage feedback actually being heard and enacted on is to be able to accept feedback about our own performance. Too often, managers get to the next position on the ladder, gain some power, and believe their development is complete. WRONG! The sooner you realize that you are never done developing as a professional, the sooner your team will truly embrace the feedback you are offering them. If you are ready to accept feedback first, your team is far more likely to feel as though you are empathetic to their challenges. And when the feedback comes back to them, make sure that their insights are part of their continued development in your organization.

Encourage Feedback Create a safe and open environment where trainees feel comfortable giving and receiving feedback. Encourage them to share their thoughts on the training process and how it can be improved. Use AI tools to collect and analyze feedback, identifying common themes and areas for enhancement. This demonstrates that you value their opinions and are committed to continuous improvement.

Creating a positive training environment requires everyone to feel valued enough to give insight. Consistently inviting a team to share their thoughts, is like opening the door for a real conversation. Listening actively and responding constructively not only shows I value the input of the team but also care about fostering a culture of growth. It’s all about being confident enough to adapt and improve together, which can inspire the team or others to embrace the same mindset.

There are three types of trainees. Engaged, neutral, and hostile. The trainer's example of EI differs depending on the type. With engaged groups, the trainer interacts, asks nonwork questions, and builds rapport. With neutral groups, it is important to remain professional and to explain why the topic is important to the trainees. This shows concern for their time and helps link them to the message. For hostile groups, the trainer has the opportunity to show patience, to deflect misdirected anger, and to remain calm. I have implemented training programs for hostile groups and simply remembered they were upset with management, not with me. From this understanding, I was able to show caring and not respond with my own anger. Whew...

Lead by Example Model the behavior you expect from your trainees. Demonstrate integrity, empathy, and professionalism in all your interactions. Show that you are willing to learn and grow alongside them. Leading by example helps establish credibility and reinforces the importance of emotional intelligence in the workplace.

Personifying your core values is the most effective way to see those values displayed in your team's actions. If you expect your team to embody your core values, they need to see you being excellent at those things. If you are someone who values "calm under pressure," but when stress arrives, you your decision making deteriorates, you can't expect your team to remain calm. If you're someone that's very passionate about giving your team feedback, be ready for that feedback to come in the other direction. And just like you want your team to acknowledge and accept your feedback, your reaction needs to focus on thanking them for bringing it to you instead of getting defensive about their feedback.

Here’s What Else to Consider Continuously develop your emotional intelligence by engaging in regular self-reflection and seeking feedback from peers and mentors. Stay updated with the latest research and best practices in EI through professional networks like LinkedIn. Consider using AI tools for ongoing EI assessments and personalized development plans. By leveraging emotional intelligence, you can build strong, trusting relationships with your trainees, enhancing their learning experience and fostering a positive training environment.