A classroom’s physical learning environment is just as important as the psychological one. A great physical environment helps make a great first impression of the class. What’s more, it helps make learning easy and fun for the students. Whether you are booking classroom rental or training room rental, make sure the room is well-equipped to create a positive learning environment. However, just booking the right training venue isn’t enough. Here are some tips to improve the environment of any training room.
1. The comfort factor
Comfort is an important aspect of a good classroom or
training room. The chairs should be soft so that the students are not
uncomfortable on them. At the same time, they shouldn’t be too comfortable to
put the student to sleep!
The classroom temperature should be just right; neither too
cold nor too warm. You may want to avoid using fans as they create a background
noise in the classroom. So check if air conditioning is available. If not, then
ask your classroom rental service to take care of this beforehand.
In this day and age of technology, it’s very important that
your classrooms or training rooms are equipped with the necessary tools and
technology. For instance, you may want to allow them to do online research and
watch interactive videos during a training session. Have a projector in class
to watch videos and slideshows together. Make sure that there is a stable
Internet connection with blocked websites, so that students can’t use it to
scroll on Facebook. Use a microphone so that the teacher’s voice is loud enough
for students to not fall asleep. Make sure that your classroom rental service
has these arrangements.
3. Seating Arrangement
The furniture in the classroom should be well-spaced, such
that the desks aren’t cluttered together. The instructor should have enough
space to walk between the tables. The ‘talkative’ students shouldn’t be sitting
together. If there are study groups, have the members sit together. The tall
students should be sitting at the back and the shorter ones at the front. It’s
always helpful to post a seating plan and have the students follow it.
When selecting the seating layout of your training room, you mainly need to consider two things. The first thing to consider, of course, is how many people will attend your training session. Secondly, consider the style of the training. Whether you rent training room or rent classroom, you want to make sure the layout of the venue complements the learning environment you want to create. In our previous article, we touched upon three of the most common training room layouts. Here are some more options for you.
1. Theater layout
If you like the classroom layout but cannot rent classroom
because you need to accommodate hundreds of attendees under one roof, then the
theatre style layout is perfect for you. Much like a theatre hall, the training
room in this setup would have a center stage and rows of chairs facing the
stage for the audience. You can use this layout for seminars, lecture-based
training sessions, etc. Unlike the
classroom layout, however, the theatre layout doesn’t have tables attached to
every chair, which means attendees may have a problem in note-taking, if that’s
what they wanted. Also, by its very nature, the theater layout limits audience
interaction to a large extent.
2. Banquet layout
This layout consists of multiple round tables set up across
a large banquet hall. Around each table, there will be four or five chairs.
Plus, there will be a stage in one corner of the room where the trainer would
perform. This layout is perfect for training high-level executives who want to
sit in groups and interact with themselves while receiving the training. This
also helps in networking. The banquet layout offers enough empty space for the
attendees to roam around and network with others. However, this setup could be
more expensive than others, as it requires a large space.
One common mistake people make when booking training room rental or seminar room rental is they don’t consider the seating layout of the venue. However, this should be one of the first things you should consider when selecting a training venue. In this article, we’ll touch upon some of the most common types of training room layouts and their pros and cons. So let’s dive right in.
1. Classroom layout
This layout is ideal for training a small group of people in a classroom setup. As the term suggests, the classroom layout will have the audience seated in rows of chairs facing the instructor. The focus will be on the trainer or instructor. This style is best suited to lecture-based learning. Mostly, each audience member will have a desk in front of them for placing their laptop or notebook. That means the classroom layout is perfect for events where attendees might need to do extensive note-taking. However, members seated in the back rows may have a problem following the speaker, unless the room is equipped with good sound system.
2. Boardroom layout
This type of layout is ideal for group discussion. The
setting usually comes with a large table in the middle of the room and rows of
chairs surrounding it. If you are planning to organize an intimate meeting or training
session with a few people, consider the boardroom layout as it allows everyone
an equal opportunity to see and talk to each other.
3. U-shaped layout
Also known as conference style layout, this setup entails a
U-shaped, rectangular table, allowing the participants to interact with each
other easily. At the opening of the U, you can place the projector or the
trainer’s table. If your training session requires using audiovisual
presentations, the U-shaped layout would be a great fit for you.
In order to help your employees embrace your company
culture, you first need to think from their perspective. When someone joins a
new company, they feel nervous, anxious and perturbed. Even simple things like
finding the restroom may seem like a daunting task to them. At this stage, your
new employees need your support and guidance.
One way to help them understand your company culture is through training. But before you rent training room or rent seminar room, make sure that you have taken the below steps to help your employees learn your organizational culture.
1. Ask them to shadow a senior employee
In the first few days of work, your employees want to learn
by shadowing others. That’s the fastest way to get them acquainted with the
surroundings and make them feel comfortable. At this stage, you can assign them
a senior employee who they can shadow at least a few hours every day. That way,
your new employees will be able to see and understand how the process works in
your organization. Shadowing someone is by far one of the most effective ways
to start learning anything.
2. Encourage them to ask questions
You can lecture your new hires about your company culture,
but the true learning happens when they start interacting with you. So
encourage them to ask questions and make sure that you respond to each of their
queries. One good idea would be schedule a daily meeting with your new
employees at a fixed time. That way they can ask questions at a stipulated
time, rather than wondering when to ask.
3. Reward them
way to encourage your employees to adopt your company culture is by offering
incentives and rewards for taking part in activities that promote your
organizational culture. Offering rewards to your employees help you in two
ways. First of all, it allows your employees to know exactly how to implement
the company values. Secondly, it encourages them to inspire others to do the
You can attract new talents with an enticing salary package;
but you cannot retain them for long, if they don’t fit into your company
culture. But the onus of adopting your company culture isn’t only on your
employees. You, as an employer, can take some steps to make the job easier for
For instance, you can book training room rental or classroom rental and organize training sessions to pass on your company culture to your new hires. There are many other ways to help your employees learn and adopt your company culture. Here are some tips.
1. Lead by example
It’s one thing to preach high values; it’s another to practice what you preach. No matter what you say, your employees are more interested in knowing what you do. For instance, if you ask them to participate in volunteering, but never take part in any kind of volunteering work yourself, you are giving a wrong message to your employees. As a brand evangelist, your job is to lead people by example.
2. Let them settle in
One common mistake companies make is they try to introduce
new hires with the company culture right from the first day of work through
lectures and training sessions. Instead, give your new employees some time to
settle in and feel comfortable with the new environment before you start
3. Create training materials
all the training should happen face-to-face. Sometimes, all you need is to give
them well-written training materials. They can read and learn by themselves. When
your employees are new, they want to know more about your company culture from
difference sources. One of the most effective tools for passing on your company
culture could be written materials. But make sure the content is well written
in a tone or voice that best suits your company culture.
You cannot leave out toxic people completely from your organization as they are very difficult to spot. Often, a toxic person would be (seemingly) nice to some people, but deceitful to others. It’s very rare that someone would be identified as a toxic soul by every other member of an organization. But that doesn’t mean toxicity at work doesn’t exist. Make no mistake, toxic people are right there working with you or your team every day, but you cannot spot their existence so easily.
While it’s a great idea to rent training room or book seminar room rental for training your employees on how to deal with toxic people, you should know the right techniques before you can train others. We already shared some tips in the previous article. Here are some more tips.
1. Give it back
If a toxic person continuously heckles you at work, it is time to give it back to them. Set clear boundaries for what’s acceptable for you and what’s not. Then don’t allow anybody to cross that limit. Being nice to people doesn’t mean you’ve to take it sitting down from them until it’s too late. You should rather speak up for yourself. File a complaint, talk directly to them or whatever.
2. But don’t overdo it
When complaining about a toxic colleague or taking legal action against them, however, you shouldn’t be too harsh. Remember, you don’t have anything personal against them. You just want them to behave right.
3. Look for positive influence
When you are surrounded by negative people, you can easily and unknowingly be like them. Don’t fall into the trap. One way to prevent the influence of negative people is to mingle with positive thinking people in your organization. Look for colleagues, managers or customers that motivate you to do great work. Spend more time with them.
Most companies have some metrics to measure the performance of their employees, but very few would set professional development goals for them. That’s exactly why employees often lose interest in their job. They often feel like they are not growing as a professional. When their learning stops, employees don’t like their job any more. If you are serious about the growth of your business, you need to find a way to help your employees grow. That might mean training your employees on an ongoing basis. But before you rent training room or rent seminar room to train your employees, you must set professional development goals for them. Here are some tips on how to do that.
Help your employees communicate better
Good communication is critical to the success of any relationship. Professional relations are no exception. And communication is a skill that can be improved through training and practice. You should help your employees learn how to communicate with their clients, customers, managers and peers. Friendly, affable, concise communication channels to and from your employees is the foundation on which goals are set and achieved.
Look at the big picture
It is easy to get lost in your day-to-day operations and daily targets. For instance, when setting goals for your sales team, you may focus solely on how many calls a salesperson should do every day. That’s the recipe for disaster. If you want set professional development goals for your employees, look at the big picture. Consider the mission and vision of your company. The learning goals for your employees should align with your company objectives.
Set measurable goals
What gets measured gets managed. This famous quote by management guru Peter Drucker holds true even today. If you set vague goals for your employees, chances are that you’ll never get concrete results. For instance, rather than saying, “Our goal is to improve communication,” you should say, “We want our employees to respond to 5 irate customer emails every month.”
If your company is constantly finding natural-born leaders, maybe you are not tapping into the potential of your employees and managers. Some of your employees or managers may have the leadership potential you are looking for.
All they need is a little training and guidance. However, just booking training room rentals or classroom rentals for a leadership training program may not be the solution. Building leadership skills in your managers takes time and effort. Here are some more tips on how to turn your managers into leaders.
1. Leverage one-on-one training technique
The one-to-one training approach is arguably the most effective way to mentor someone. Look within your organization to spot managers who have the potential to become good leaders. Once you have identified the potential candidates, now you should put them into a personalized training program. The mentor should invest enough time to understand the strengths and weaknesses of a candidate and and take out the best in him, while quelling his doubts and apprehensions.
2. Find mentors from within your company
The effectiveness of your leadership training sessions would increase manifold if you can find a mentor from within your organization. Such a person would know the depths of the organization and would align his lessons with the mission and vision of your company.
3. Use technology
In this day and age of technological advances, there’s a tool to solve almost every potential problem. Leadership training is no exception. The classroom setting, the ambience must cater to the technological needs of the candidates and should be lacking in nothing. Not only will it create a favorable impression upon the newly hired employees and managers but also make tasks much easier for them. For instance you can create an Individual Development Plan (IDP) for every aspiring leader. This method charts a candidate-specific module. Through this, each candidate can track his growth, success and areas of improvement.
‘Management is doing things right; Leadership is doing the right things.’ – Peter Drucker
The line between managers and leaders is very thin. Yet turning your managers into leaders is no easy feat. Good leaders do more than just managing tasks. They take ownership and inspire others to work toward a common goal.
But here’s the good news! It is possible to turn your managers into leaders through training. If you are planning to train your managers into leaders, the first step is to identify the traits that make a good leader different from the average manager. So before you rent training room or rent classroom for training your managers, read here a few tips on how to provide leadership training to your managers.
1. Help them improve their communication skills
Communication forms the basis of all human activity and endeavor. Make sure your training program focuses on improving the communication skills of your managers. The instructor or mentor must engage them with questions and resolve any queries arising therefrom. They may also engage your managers in group learning as this will help improve their inter-personal communication.
2. Choose the right mentor
Training your managers is different than training your employees. Unlike your new hires, your managers would probably be reluctant to learn from anyone. So choosing the right mentors is crucial. Look for industry experts or highly experienced mentors. Also, make sure the mentor is easily approachable and has a friendly attitude. Informal communication should be spread across formal spaces. This will not only create a wholesome environment but make the sessions interesting.
3. Give feedback
Teaching and instruction, if done at optimum, can only be gauged through feedback.
Feedback not only inspires the learners but also points to the direction where they may tread for better results. Feedback must have empathy, consideration and kindness.
Finally, create a lively, learning environment. You may want to use social games and other group driven fun-filled activities to make learning more fun and enjoyable.
After familiarizing yourself with the language of your attendees and having done the necessary preparation, focus on what needs to be done inside your training room rental. Being proactive and providing information through different channels, responding to queries and cooperating are crucial to addressing the language barrier in meetings. Here are three more tips on how to do it.
1. Avoid using idioms or jargon
If you are a foreigner participating in a meeting in Singapore, it is advisable to avoid using idioms and slangs. Local attendees may not understand the meaning of those phrases that are native to your own culture. For instance, it’s common to use baseball terms in business communication in the U.S. However, if you use those terms in Singapore, it might lead to confusion and misinterpretation. Also avoid using jargon, and be as precise as possible. If you’re using abbreviations, explain what they mean in parentheses on the whiteboard/projector screen.
2. Repeat and confirm
Remember that you have a potential language barrier with your audience, so repetition is the key to ensure everyone is on the same page. Spell out a concept clearly, say the key terms out aloud, and have them flashed on the screen— to make sure your attendees don’t miss out on anything.
Also, it’s easy to assume the listeners understood everything you said. As an exercise, ask individual members to demonstrate what they grasped. Another good idea would be to print your key pointers and handout copies of the key notes to your audience. When you rent classroom or meeting room, make sure they provide a photocopier at the venue.
3. Have patience
Overcoming language problems in meetings doesn’t involve hacks or quick-fixes — it’s a continuous process that takes both partners to work together. Using long-terms tools like e-mail communication, marketing campaigns, newsletters and exercises, quizzes/surveys and discussions during meetings helps to gradually chip away the language barrier.