When I first began my learning journey, resources were limited. Every program I attended meant investing precious time and money, so I couldn’t afford to make careless choices. To make wise decisions, I created a personal checklist — a simple guide to help me decide which training was truly worth joining.
What began as a learner’s survival tool eventually evolved into something more profound. Over time, that same checklist became my own guide as a trainer — helping me design programs that others would find worth attending.
Through this process, I realized one truth that still holds today: the greatest asset of any trainer is credibility.
Like trust, credibility is built over time, tested through actions, and easily lost if taken for granted. It’s not a title we earn once; it’s something we sustain through consistent practice and integrity.
As my career and community grew, I began teaching this very concept in my Train-the-Trainer programs — from mentoring apprentices to awareness workshops like Games Trainers Play.
Eventually, it took shape as a practical framework I call the Trainer Credibility Index (6P).
Enhancing the Credibility of a Trainer
Over the years, I’ve often been asked the same question — sometimes by people looking to enrol in a program, and other times by trainers trying to sell one:
“How do I know if a training program is worth attending?”
My answer has always been the same: do your research and due diligence.
Training is an investment — of both money and time — and you owe it to yourself to make an informed decision.
Early in my journey with Yasmin, we created our own checklist to help us decide which training to attend. Back then, we were running on a shoestring budget, so every learning decision had to be worth it. We never wanted price to be the main deciding factor — because expensive or cheap is subjective. What really matters is value.
Over time, this checklist evolved. Each training we attended validated, refined, or added to our list. Eventually, it became something more — a guide not only for choosing which training to join but also for designing and delivering our own.
That evolution led to what I now call the Trainer Credibility Index — a framework that highlights six essential elements every credible trainer must build and sustain.
All six start with the letter P, making them easy to remember.
And here’s the most important part:
These six Ps are not a ranking system. None is more important than the other. Credibility requires us to build them simultaneously and continuously. It’s lifelong work.
Also, notice that none of the Ps stand for price.
Your rate doesn’t define your credibility — it reflects it. High or low, your fee is a choice; credibility is what gives you the right to make that choice.
1. Practitioner Experience
This is often the most telling indicator of credibility.
A practitioner is someone who not only teaches a topic but also does it — either currently or previously. A current practitioner brings real-time wisdom, fresh examples, and contextual relevance that pure theory cannot offer.
If learning were only about content, we could just read a book. But the value of training lies in how a practitioner helps us connect ideas, gather wisdom, and explore curiosity.
That’s what makes a current practitioner’s credibility so powerful.
2. Pedigree of Learning
Every trainer learns their craft from somewhere — books, experiences, or mentors. The question is: what’s your lineage of learning?
The strongest pedigree combines all three sources, especially learning from those closest to the founder of a field.
For instance, studying NLP under Richard Bandler or John Grinder would be the ultimate pedigree. Learning from a first-generation student of theirs is the next best thing.
Equally valuable is drawing from reputable books and credited authors. For example, if you use the growth mindset concept, cite Dr. Carol Dweck’s Mindset. Quoting your sources doesn’t dilute your originality; it strengthens your credibility.
And of course, learning directly from renowned practitioners — such as being mentored by Kelvy Bird in Graphic Recording — adds experiential depth that no book or course can match.
Professional qualifications are often the first step many trainers take to enhance their credibility — and for good reason.
However, one qualification alone doesn’t sustain it.
In Malaysia, for example, the HRDC five-day Train-the-Trainer course is the most common starting point. Yet, if that remains your only certification after several years, your credibility plateaus quickly.
True trainers are lifelong learners. They keep upgrading — pursuing specializations like Experiential Learning, Accelerated Learning, Game-Based Learning, NLP, or coaching.
They may also pursue higher academic or professional qualifications that reinforce their expertise and integrity.
If we, as trainers, advocate learning but stop learning ourselves, we undermine our own message. Credibility is earned through continuous learning — not a one-time certificate.
4. Public Persona & Presence
A trainer’s credibility extends beyond the classroom.
Your community involvement, volunteer work, and industry engagement reflect your commitment to the profession and to others.
Credibility grows when you:
- Actively contribute to associations, NGOs, or learning networks.
- Offer true pro-bono sessions — not sales previews, but genuine contributions that serve others.
The highest-impact pro-bono work often supports underserved communities or helps uplift fellow trainers.
This kind of contribution speaks louder than any marketing campaign — it shows heart, humility, and dedication.
5. Program Design
Delivery is expected; design distinguishes.
A trainer who not only delivers but also designs effective learning experiences demonstrates deeper mastery of the craft.
Being entertaining or charismatic isn’t enough — the true goal of training is learning.
That requires a structured approach grounded in proven learning methodologies such as Experiential Learning, Accelerated Learning, or Game-Based Learning.
A credible trainer has a clear process, understands how learning happens, and can adapt design to suit the session’s objectives.
When your program consistently leads participants to real learning, your credibility soars.
6. Personality & Principles
Finally, personality — the X-factor that makes credibility visible.
An approachable, ethical, and professional demeanor goes a long way. Your principles shape how others experience you.
Today, clients often explore a trainer’s social media to gauge personality, tone, and values.
What you share, how you respond, and how others speak about you all contribute to your perceived credibility.
Testimonials that highlight not only your skills but also your character are rare — and priceless.
Personality and principles are what make credibility human.
In Closing
The Trainer Credibility Index (6P) is not a checklist to complete once — it’s a compass for lifelong growth.
Each P supports the others, forming a sustainable foundation of trust, value, and impact.
As trainers, our credibility is our greatest asset — hard-earned, easily lost, but always within our power to build. Let’s continue refining these six Ps together, so the learning and development community can grow stronger, wiser, and more authentic.