If a trainee lacks basic job skills, the motivation to learn, or the self-confidence to know she can successfully complete training--she may not reap the full rewards of a training program, no matter how well-designed the program may be. A readiness to learn is imperative to the success of the trainee in the training program.
Everyone’s learning style is different. For example, a trainee may be an auditory learner, who learns by hearing; a visual learner, who learns best by seeing; or a tactile (hands on) learner.
If a trainee knows what his learning style is, he can use that information to help himself learn the information faster and with ease by asking for other examples to demonstrate the material. Learning styles are determined through the completion of online assessments.
As the old expression goes, "The only stupid question is the one left unasked." Therefore, do not pass up an opportunity to question an unclear work-flow or statement that is mentioned while in training. A training session is usually the best place to figure out the why, what and how of a new procedure. Trainees who take the initiative to ask questions might learn that classmates were unclear on some of the same points questioned, but were also hesitant to ask in front of everyone.
A trainee who is uncomfortable with asking questions in front of a group should write her questions down and find out if she can email her trainer these questions instead. The questions and answers could be shared with the class while keeping the trainee's name anonymous.
Although there are trainees who can retain an entire training program’s contents without taking notes, as a general rule trainees should take as many notes as possible throughout a training session (especially as key points are highlighted)--or use a voice-activated recorder to take notes later on.