10 Common Training Mistakes: Avoiding Pitfalls in Enterprise Learning

How can you ensure your enterprise training program is effective. What are the most common mistakes in corporate learning initiatives. How to create engaging content that resonates with employees. Why is understanding your audience crucial for successful training outcomes. How can instructors improve their delivery and impact.

Understanding the Landscape of Enterprise Training

Enterprise training has evolved significantly with the advent of modern Learning Management Systems (LMS). These platforms have simplified the process of deploying and managing eLearning portals, making content creation and distribution more accessible than ever before. However, the fundamental challenges of developing quality content and effectively guiding learners remain constant.

Despite technological advancements, several potential pitfalls can hinder the success of eLearning programs. Both novice developers and experienced instructors must navigate these challenges to create impactful training experiences. Let’s explore the most common training mistakes and discuss strategies to overcome them.

The Importance of Subject Matter Expertise

One of the most critical errors in enterprise training is attempting to teach without a comprehensive understanding of the subject matter. This fundamental mistake can undermine the entire learning process and erode credibility.

Why Subject Knowledge is Crucial

• Enables creation of accurate and valuable content
• Allows for proper evaluation and curation of existing materials
• Facilitates clear explanations and answers to learner questions
• Builds trust and credibility with the audience

Even when curating existing content, a deep understanding of the subject is essential. It allows instructors to evaluate the relevance and accuracy of materials, ensuring that only the most valuable information is presented to learners. Additionally, when questions arise during the training process, a knowledgeable instructor can provide clarity and context, enhancing the overall learning experience.

Strategies for Enhancing Subject Matter Expertise

1. Continuous self-education and professional development
2. Collaboration with subject matter experts
3. Staying updated with industry trends and advancements
4. Practical application of concepts to gain hands-on experience

Is it possible to teach effectively without being an expert? While a certain level of expertise is necessary, it’s also important to recognize that learning is an ongoing process. Instructors should strive to stay ahead of their audience in terms of knowledge while remaining open to new information and perspectives.

Knowing Your Audience: The Key to Tailored Training

Another critical mistake in enterprise training is failing to understand the learners’ backgrounds, skills, and learning capacities. Without this knowledge, creating a training program that meets the specific needs of employees becomes challenging.

Benefits of Understanding Your Audience

• Allows for customization of content to match skill levels
• Enables appropriate pacing of the training program
• Facilitates the selection of relevant examples and case studies
• Improves engagement by addressing specific learner needs

LMS tools such as Skill Gap Tests and Reports can provide valuable insights into learners’ capabilities and preferences. These assessments should be conducted before the training program begins, informing both content creation and delivery strategies.

Methods for Gathering Learner Information

1. Pre-training surveys and questionnaires
2. Analysis of job roles and responsibilities
3. Review of past performance evaluations
4. Discussions with managers and team leaders
5. Observation of work processes and challenges

How can you effectively assess learner needs? Begin by creating a comprehensive learner profile that includes current skill levels, job requirements, and learning preferences. This profile will serve as a foundation for developing targeted and relevant training content.

Crafting Engaging Content: Beyond Bullet Points

Boring content is a surefire way to lose learner attention and compromise the effectiveness of enterprise training. Even in business settings, training can and should be engaging and memorable.

Strategies for Creating Compelling Content

• Incorporate gamification elements to boost motivation
• Utilize multimedia content such as videos and interactive widgets
• Present information through storytelling and real-world scenarios
• Encourage active participation through discussions and hands-on activities

Gamification techniques, such as point systems, leaderboards, and achievement badges, can transform dry material into an engaging learning experience. These elements tap into the natural human desire for competition and recognition, motivating learners of all ages.

The Power of Storytelling in Training

Humans are inherently drawn to narratives, making storytelling a powerful tool in enterprise training. By presenting content through hypothetical scenarios or real-world case studies, instructors can make abstract concepts more relatable and memorable.

How can storytelling enhance knowledge retention? When information is presented within a narrative framework, it becomes easier for learners to connect new concepts to existing knowledge and experiences. This contextual learning approach improves both understanding and recall.

The Role of Passionate Instructors in Training Success

Even the most well-crafted content can fall flat if delivered without enthusiasm. A common mistake in enterprise training is underestimating the impact of instructor passion and engagement on the learning process.

Characteristics of Effective Instructors

• Genuine excitement about the subject matter
• Clear and engaging communication skills
• Ability to connect concepts to real-world applications
• Empathy and responsiveness to learner needs

An instructor’s tone of voice, presence, and overall demeanor significantly influence learner engagement. When instructors demonstrate genuine interest and enthusiasm for the material, it naturally sparks curiosity and motivation among participants.

Strategies for Improving Instructor Effectiveness

1. Continuous professional development in teaching techniques
2. Practicing presentation skills and public speaking
3. Seeking feedback from learners and peers
4. Staying updated on industry trends to maintain relevance
5. Developing personal anecdotes and examples to illustrate key points

How can instructors maintain enthusiasm when teaching seemingly dry topics? One effective approach is to focus on the practical applications and potential impact of the material. By highlighting how the content solves real problems or improves job performance, instructors can generate interest even in challenging subjects.

The Danger of One-Way Communication in Training

A significant mistake in enterprise training is treating the learning process as a one-way street, where the instructor imparts knowledge without considering learner input or feedback. This approach fails to leverage the diverse experiences and insights that participants bring to the table.

Benefits of Two-Way Communication in Training

• Encourages active participation and engagement
• Allows for clarification of misunderstandings in real-time
• Provides opportunities for peer-to-peer learning
• Helps instructors gauge the effectiveness of their teaching methods

Effective enterprise training should create an environment where learners feel comfortable asking questions, sharing experiences, and even challenging ideas. This collaborative approach not only enhances understanding but also fosters a culture of continuous learning within the organization.

Techniques for Promoting Learner Engagement

1. Incorporating regular Q&A sessions into training modules
2. Using polling and survey tools to gather real-time feedback
3. Implementing group discussions and problem-solving exercises
4. Encouraging learners to share personal experiences related to the topic
5. Creating opportunities for peer teaching and knowledge sharing

How can instructors create a balance between delivering content and encouraging participation? One effective strategy is to build in regular “pause points” during training sessions, where learners are prompted to reflect on the material, ask questions, or discuss applications with their peers.

Neglecting Post-Training Reinforcement and Application

A common oversight in enterprise training is focusing solely on the delivery of content without considering how learners will apply and reinforce their new knowledge in the workplace. This mistake can lead to a rapid decay of learned information and skills.

Importance of Post-Training Support

• Helps bridge the gap between theory and practice
• Reinforces learning through real-world application
• Provides opportunities for feedback and improvement
• Increases the return on investment for training initiatives

Effective enterprise training extends beyond the classroom or eLearning module. It includes strategies for helping learners apply their new skills and knowledge in their daily work, as well as mechanisms for ongoing support and reinforcement.

Strategies for Post-Training Reinforcement

1. Developing action plans for implementing new skills
2. Creating job aids and quick reference guides
3. Implementing mentoring or coaching programs
4. Scheduling follow-up sessions to review progress and address challenges
5. Using microlearning techniques for ongoing skill reinforcement

How can organizations ensure that training translates into improved performance? One effective approach is to involve managers and team leaders in the training process, ensuring they understand the content and can support their team members in applying new skills. Additionally, creating opportunities for learners to practice and receive feedback in a safe environment can boost confidence and promote application of new knowledge.

Failing to Measure and Analyze Training Effectiveness

A critical mistake in enterprise training is neglecting to establish clear metrics for success and failing to analyze the impact of training initiatives. Without proper measurement and analysis, it becomes challenging to justify training investments and identify areas for improvement.

Benefits of Measuring Training Effectiveness

• Provides data-driven insights for program improvements
• Helps justify training budgets and resources
• Identifies high-performing content and instructors
• Enables personalized learning paths based on individual progress

Effective measurement of training effectiveness goes beyond simple completion rates or post-training surveys. It involves a comprehensive approach that considers multiple data points and long-term impact on job performance and organizational goals.

Methods for Assessing Training Impact

1. Conducting pre- and post-training assessments
2. Tracking on-the-job application of new skills
3. Analyzing performance metrics related to training objectives
4. Gathering feedback from learners, managers, and stakeholders
5. Implementing long-term follow-up evaluations

How can organizations effectively measure the ROI of their training programs? One approach is to establish clear, measurable objectives for each training initiative that directly tie to business outcomes. By tracking these metrics over time and comparing them to a control group or baseline, organizations can quantify the impact of their training efforts.

In conclusion, avoiding these common training mistakes requires a holistic approach to enterprise learning. By focusing on subject matter expertise, understanding the audience, creating engaging content, fostering passionate instruction, encouraging two-way communication, reinforcing post-training application, and measuring effectiveness, organizations can significantly enhance the impact of their training initiatives. As the landscape of corporate learning continues to evolve, staying vigilant against these pitfalls will be crucial for developing a skilled, knowledgeable, and adaptable workforce.

6 common training mistakes and how to avoid them

Enterprise training is easier than ever in some ways ― and as difficult as it has always been in others.

It’s easier than ever in that modern LMS platforms offer many tools to make deploying and managing your own eLearning portal and editing training content a piece of cake.

But it’s also as difficult as it has always been, in the sense that it’s still up to you – the instructor or training content creator – to write quality content and to guide the learners successfully through it.

And as we will show in this post, there are several potential traps for a new eLearning program developer to fall in ― and some things that can trouble even seasoned enterprise training instructors.

Let’s have a look at the 6 most common enterprise training mistakes — and how to avoid them.

1. Not knowing your stuff

The cardinal sin of enterprise training (or any kind of training for that matter) is attempting to teach others without really knowing the subject matter yourself.

You simply cannot cheat your way out of this: to be able to create content that others can learn from, you need to know what you’re talking about.

That’s the case even if you only plan to copy and quote already existing content (e.g. some instructional books or posts on the subject), because even if you’re not writing new content yourself, you will still need to be able to evaluate what you’re quoting. And when the training starts, your learners will also need you to be able to clarify things for them.

2. Not knowing your staff

Another grave enterprise training mistake is not knowing your learners — the employees that you’re tasked to train.
This is not about knowing them personally, of course, but about not knowing their current skills, knowledge levels, and learning capacity (so that you can plan your training program to accommodate for those).

LMS tools like Skill gap Tests and Reports can help you get to know your learners’ capabilities and to gather feedback from them.

These tools are not meant to be used only during the training program — you can leverage them to understand your learners before training starts, and even before you start writing your content.

3. Boring content

You can’t train anyone if they’re not paying attention, and even less so if they are half-asleep. One of the gravest enterprise training mistakes, thus, is to bore your learners.

Just because we’re talking about business training it doesn’t mean it can’t also be fun and engaging. Which is why businesses increasingly adopt Gamification techniques for their corporate training programs: there’s nothing like a little competition and scorekeeping to motivate your learners, whether they are 10, 20, or 60 years old.

Adding some multimedia content also helps — video, pictures, and interactive widgets always beat endless bullet-ridden PowerPoint slides in the engagement department.

That said, one of the most powerful aspects of getting your learners’ attention is to pose your training material in the form of a story or a longer narrative.

Humans are culturally wired to pay attention to stories far more than they are inclined to listen and memorize raw facts and statistics. Which is why presenting your content in the form of hypothetical real-world scenarios and cautionary tales is a good way to make it stick to your learners’ heads.

6 Common Training Mistakes and how to avoid them – eFront Blog

4. Instructors without passion

Sometimes it’s not the content, it’s the person.

A common enterprise training mistake that can occur in Instructor-led Training (e.g. a classroom-based session or an online webinar) is to have great content that is lost on the learners because of a bad delivery on the part of the instructor.

Your tone of voice, your presence in the classroom or your vibe on the screen can dramatically affect your learners’ interest (or lack thereof). Genuinely being excited about what you want to teach, and being able to communicate the relevant concepts clearly, will help with better learner engagement and increased knowledge retention.

To put it simply, your learners won’t care about their training, if their instructor doesn’t care about it either.

Besides being animated and enthusiastic about the subject (which is not always easy depending on the industry — how enthusiastic can one be when teaching e.g. corporate accounting?), what also helps is being able to show your learners how what you teach applies to their job and how it helps them solve their problems.

Nobody likes abstract theorizing and rote learning — so tie what you teach to their professional needs and experiences.

5. Ignoring your learners

Just because you do the teaching doesn’t mean you know all the answers.

Assuming the instructor is some kind of absolute authority that can’t ever be wrong is wrong even if you’re teaching first-grade kids — doubly so if you’re doing corporate training.

Our fifth enterprise training mistake, then, is not paying attention to what your learners have to teach you — and not enabling them to enrich the training program and benefit from each other’s experience.

After all, you might be doing the teaching, but they are the ones really going out there and practicing their craft, day in and day out. Oftentimes their practical experience will contradict what the training content has to say — either because it doesn’t account for some newer developments, or because it simply doesn’t cover every angle.

Letting your learners engage and do part of the teaching goes beyond knowing about their skills and capacity (which we covered in section two) and has multiple benefits.

For one, it’s a very effective way to make them feel more engaged — and naturally so since they’re actively being engaged in sharing their experience.

Second, it’s a great way to add real-life insight on top of your pre-prepared curriculum (and it can inspire additions to your base content). And, third, it serves as a form of knowledge transfer among your employees.

6. Missing the point

Having engaging and well-written content is important, but what good is it really if that content isn’t relevant to your company’s business’ objectives?

Remember, as a corporate training instructor you’re not there to teach subject X. You’re there to teach just enough of subject X so that your learners will be more productive employees and will help the company achieve its goals.

Anything that’s too academic, theoretic, or doesn’t help with the company’s bottom line shouldn’t really be part of the curriculum. And what’s left should also be simplified, distilled, and re-written so that it fits an audience of professional corporate employees trying to get better at their jobs.

This also means that shortcuts, cliff-notes and everything else that makes your learners’ lives easier, are welcome. Theoretical purity is nice in the academic world, but not being pragmatic is a costly enterprise training mistake.

Conclusion

While LMSs have made corporate training immensely easier, there are still some things that are up to the ones responsible for designing, implementing and teaching a corporate training program.

Eventually, it’s still up to the instructional designer to understand the company’s goals and its target audience, as well as to know their subject and to be able to present it well. Pending some AI revolution, your LMS won’t help you with those things yet.

That said, LMS features such as eFront’s multimedia and rich H5P content support, or its gamification engine, will help you create training content that’s fresh and engaging. Plus, features like Surveys and Reports will also help you gather learner feedback and finding trouble spots in your content. Or you could cheat and use professionally made commercial courses, such as those available in the eFront Marketplace.

Whichever the case, we hope that our handy list of the six most common enterprise training mistakes will help you identify and fix any such fundamental problems with your training program, and step up your training game.

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The top 10 training mistakes employers make — and how to avoid them

With all the time and resources businesses allocate to training, it’s important to get it right the first time.

Training mistakes can do more than translate incorrect information; they can de-motivate staff, set employees up for failure and even put them at risk. HR Dive spoke with some experts in the field to find out the top training mistakes employers should avoid as they prepare their materials for the coming year.

1. Not knowing your audience or their needs

Knowing what your audience knows before you even design training is critical. If you make the training too easy and a teacher may be preaching to the choir, which will soon be bored and zone out. But if you make the content too far above their knowledge level and a teacher may turn them away from learning altogether. Having a grasp on what the employees understand before they start training may be job one for L&D professionals.

“Don’t be afraid to ask your employees what types of learning they’d find most valuable. Truly listen to what they have to say — then tailor your programs to fit their needs,” Laura Lee Gentry, vice president of talent and learning at Ultimate Software, told HR Dive in an email.  

2. Not training for specific outcomes

“When delivering training, it’s critical that all participants (and facilitators) are aware of the objective of the training session and the steps to take to get there,” Colleen Kerr, senior career management consultant with Right Management, told HR Dive via email.

She recommended that employers set a concise agenda and make clear what is intended throughout the training. When teaching a lesson through a slide deck, for example, the learning objectives should be clear on each slide so the group can see their progression toward the goal. Another training must-do, according to Kerr? “Staying on track and on time sends the message that you value the participant’s time and will ensure mutual respect in the room,” she said.

3. Preaching instead of facilitating

Effective training is as much about asking powerful questions, gaining buy-in, and leveraging the knowledge of the group to work towards the goal as it is about creating experiences that are engaging, informative and fun. “Adults learn much better in an experiential learning environment with a variety of modalities: visual, kinetic and auditory,” Kerr said.

4. Recycling on old methods and materials

Recycling old training videos and scenarios that don’t reflect the work is one of the quickest ways to disengage learners, Meredith Ferguson, managing director at DoSomething Strategic, said.

“They know the training was not made for them,” she said in an email, “and will feel there’s less they can take away from the training overall.” With so many new modalities available for L&D, from gamification and mobile learning, to VR and beyond, there really is no reason to dig those old instructional videos out, except to put them in the recycle bin.

5. Too much of anything

Making the training too passive, or too cookie-cutter-interactive is another training faux pas Ferguson has encountered.

“Both ends of the spectrum turn off millennials and Gen Z because they’ve gone their entire lives seeing the tacky extremes: passively watching a video with no interaction is just as bad as starting off an interactive training with weird icebreakers and corny role-playing,” she said. Learners have seen these extremes spoofed on social media dozens of times.

“Once you start training this way, they’ll take it as a joke rather than a serious initiative, mostly because it looks like no effort was put in on the facilitator’s end,” she added.

6. Not enough internal input

“A common mistake we see is the over-reliance on outside expertise,” Jonathan Lau, SVP for skills at Cengage,  told HR Dive in an email.

Developers and vendors are helpful in providing frameworks, structure, approaches, and fine tuning, but “experts at the company need to devote the time and energy to ensure the training is relevant. Internal experts know the context, key challenges, goals and specific skills that need to be honed in order to upskill employees,” he added.

7. Not taking time to assess

Lau suggests launching a training initiative without first piloting the program is a common mistake. “Context and relevancy, especially in a corporate setting, is key to effective training. ”  As with any product rollout, he writes, testing and learning is critically important to ensure the training delivers the right outcomes.

8. Creating training that’s easy for the trainer, instead of the learner

“In instructor-led training, on the highest level, I’d say that the biggest mistake I’ve seen is designing the training for those delivering the training, rather than those receiving the training,” Kevin Gumienny, senior learning architect at Microassist, said in an email.

The temptation is strong to put a subject matter expert in front of the group and let them share, but it’s rarely the best way for people to gain knowledge, skills or abilities, he said. When experts share, they tend to lecture, providing one-way information delivery; that type of training rarely changes behavior — which is the goal, after all.

9. Foregoing experiential learning

“The way to engage with adult learners is to encourage them to relate new knowledge content to their existing, hard-won knowledge,” Gumienny said. He suggested activities — lots and lots of activities. There are ample resources available to find effective training activities for small to large groups, or even independent learners. Experiential learning has been proven to help absorb and retain knowledge.

10. Treating training like a one-and-done

One of the most common training mistakes Gentry sees is how often training is provided. For most, it’s a one-time activity, typically at the beginning of a job when an employee is provided with the basics. There’s much to be said for learning firsthand, she said, “but organizations should shift their focus from offering one-time, job-specific training to providing all employees with ongoing learning and development opportunities.”

Companies benefit greatly from continuous learning programs, developing in-house experts who can better serve colleagues and customers while building their own knowledge and careers. “People and businesses should grow together concurrently,” Gentry said.

The most common typical mistakes of beginners in the gym – DONSPORT

We all make mistakes. But not all mistakes lead to serious injuries. That is why coaches are always trying to help beginners form the correct technique for performing exercises. Their goal is to eliminate mistakes in the gym that can be dangerous for beginner athletes.

Many deficiencies also affect the effectiveness of the training, create a misunderstanding of the methods and reduce the performance of athletes. As a result, a lot of energy is spent on classes, and the result has to wait for years. Let’s take a look at the most common mistakes newcomers make at the gym and talk about the rules for conducting safe workouts.

Error #1. Excessively high load

Attempting to immediately lift a large weight often leads to injury. The reason for this behavior is the inability to calculate their own strengths. In this case, you should seek the help of a trainer who will help determine the optimal load. Under his guidance, you will not take on “extra”, learn how to adequately calculate strength and be able to put the correct technique for performing exercises.

Error #2. Unreliable sources of information

Numerous bloggers promise to make you a fitness model in a month, talk on social networks about the “secret ingredients” for gaining 1 kg of lean muscle per day. And the more you follow these lies, the sooner you start making mistakes at the gym due to misinformation.

What to do: Trust only trusted sources. If you don’t know how to filter information yet, consult only with a doctor, trainer, nutritionist and no one else.

Error #3. Ignoring Cardio Exercises

It is wrong to think that cardio is necessary only for overweight athletes. Yes, they are really effective in losing weight. However, with the help of cardio, it is easy to increase endurance and normalize blood pressure, and these are necessary conditions for effective training.

Exit: Do not exclude from the cardio program. Strengthening the heart and lungs is just as important as building muscle mass.

Error #4. Abuse of sports nutrition

Common mistakes newcomers to the gym often come down to the abuse of sports nutrition. Protein, gainers and other supplements are purchased by a person even before he starts training. Many athletes begin to consume 5-7 thousand kcal per day like professionals, while forgetting that they spend much less energy. The result is obesity.

What to do: adhere to the basic rules of nutrition for gaining muscle mass, individually calculate the energy value of the diet and choose a sports nutrition wisely. It is advisable to consult with a nutritionist first.

Error #5. Take long breaks

Beginners often quit. A month later, they return, train for two weeks, and then stop going to the gym again. Beginning athletes mistakenly believe that this is better than nothing. In fact, there is no difference – the effectiveness of training with a frequency of 1-2 times a month tends to zero.

Way out: exercise regularly. Without this, you will not be able to achieve a result, even if you start again at the beginning of each month.

Error #6. Inattention to Exercise Technique

Common mistakes beginners make in the gym are often technique related. They are explained by the lack of constant control on the part of the coach and attempts to complete the set according to instructions from the Internet. The result is an incorrectly laid technical basis and a high risk of injury.

What to do: install equipment. The first training is highly desirable to take place under the guidance of an experienced trainer.

Error #7. Wrong workout structure

Do not do different number of sets for certain exercises. A mistake leads to unnecessary disharmony. Let’s say you do quad exercises, you like them, and you decide to do them in 7 sets of 10 reps, and everything else in 2 sets of 10 reps. This will negatively affect the overall results.

Recovery: Start with the universal formula – 5 sets of 10-15 reps. At the same time, perform 2-3 approaches at a warm-up pace, the rest – at a working pace.

Error #8. Static load

After 1-2 months, the beginner continues to train with the same weight, performs the same amount of the same work as at the start.

What to do: gradually increase the load. Smoothly, without jerks and strong stress for the body. If you started the bench press with 50 kg, then after 2-3 sessions try to increase the weight by 2.5 kg. If it works out without unnecessary overvoltage, then you will have a new working weight.

Error #9. Lack of basic exercises

In the pursuit of originality, beginners often exclude basic exercises from their training program. But they are the most effective for the development of certain muscle groups and must be performed without fail.

Solution: include enough basic exercises in the training program. At the same time, we should not forget about the warm-up and hitch – they are carried out as part of each lesson.

Error #10. Too long or short workouts

Beginners often do too little or too much. However, long hours of training are more likely to lead you to injury than to a good result. The same goes for too short sessions – they are ineffective. It is necessary to find the “golden mean”.

What to do: practice from 1 to 1.5 hours. In the future, you can increase the training time if you feel that it is not enough. But in the early stages, overloading can be fatal.

Regular training under the supervision of an experienced trainer is the best way to avoid mistakes. Experienced specialists work in each fitness center of the DONSPORT chain, helping beginners to form the correct technique for performing exercises. They also create individual training programs and achieve the maximum effectiveness of each session.

The most common mistakes in the gym

Martial arts club / Blog / Typical mistakes in the gym

Today, taking care of yourself and being in shape is very fashionable. According to the appearance of a person, an opinion is formed about him and attitude towards him both in the personal sphere and in business. Therefore, many representatives of the strong and fair sex of different ages go to the gym to put themselves in order. Some of them at the first stage resort to the services of a professional coach, others believe that they are able to cope on their own.

Training in the gym is more difficult than it might seem at first glance. Failure to comply with certain rules is fraught with microtrauma, and sometimes significant damage to muscles and tendons. Therefore, it is better to know typical mistakes in the gym from someone else’s experience than from your own. Let’s look into the most common omissions that can nullify efforts and even lead to disastrous consequences.

Important details

There are many mistakes that beginners make in the gym, but experienced athletes also make them without knowing it. Therefore, this article can be useful not only for those who are just going to classes, but also for those who are already intensively studying.

Athletes often ignore the hyperextension exercise, which is the foundation of a strong spine. It serves as a support for the whole organism, therefore it requires mandatory preparation. The exercise is especially important for strength training, which is somehow associated with axial loads. If you ignore it, then severe back pain will not take long.

The most common mistakes in the gym:

• lack of a work plan – often beginners try to repeat after other more experienced athletes, but this is a fundamentally wrong approach that will not allow you to achieve the desired results;
• increasing the load at each lesson – leads to rapid exhaustion of the body and stagnation;
• load distribution is uneven – especially at the initial stage, it is important to strengthen the whole body, and only then pay more attention to the part that you want to pump up (buttocks, abs, biceps, etc.).

Of course, this is not a complete list, but the shortcomings given here are the most widespread and critical.