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Train the Trainer
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Ice breaker
What is your background? What are your expectations from the course?
What has been your greatest achievement to
date, and why?
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Aims & Objectives
At the end of this programme you should: Understand how people learn
Understand how to create your own training
Understand how to adapt your style for different
groups
Understand the types of training aids
Have the self confidence to train / present
Have fun!
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Aims & Objectives
At the end of this session you should: Understand why we train
Understand the qualities of a successful trainer
Understand a training model
Appreciate the limitations of training
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Why do we train?
Recruitment & retention
Employees need to know the job
Consistency
Safety
Multi-skilling
Adapt to change
Technology Economy
Legislation
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What are the qualities
of a successful trainer?
Focused on performance improvement
Ability to see when training is not the solution
Ability to relate to different cultures and situations
A willingness to learn
Ability to create a safe learning environment
Ability to motivate
Willingness to use a variety of styles Willingness to shift focus as needs change
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Exercise 1
What issues might a new trainer be faced
with, and how can they beaddressed/eliminated? (10 mins)
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The Trainer
Training is a skill just like any other, there are
factors that can combine to reduce your self
confidence and being aware of them can help
you manage them:
Personal
Lack of knowledge
Skill
Situation
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Knowledge
Knowledge factors could include:
Inability to explain your knowledge in a way thegroup understands
Feeling that you dont know enough Not being up-to-date
Poor memory for facts or figures
Fear of making errors
Concern about being challenged
Subject expert in the crowd!
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Skill
Skill factors are those which affect our abilityto put the message across:
Speech & delivery
Accent Dialect
Vocabulary
Clarity Tone, pace & pitch
Power of voice
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Managing yourself
The key to undertaking any training is
Prior Preparation Prevents Pretty Poor
Performance!
Oh, and.
Practice makes perfect!
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Systematic Training model
Identify the
Training Needs (TNA)
Evaluate the
training
Design the
training
Carry out the
training
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HASAWA 1974
This piece of legislation gave a model that is
used in law to recognise competency at work:
Information
Instruction
Training
Supervision
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What makes training effective?
Think of a training experience you have had that
was effective.
What was the context of the learning experience?
How was the material presented that made thisexperience so different?
What was the mood of the teacher and students?
What impressed you the most?
Do you remember what you learned, or the excitementof the learning?
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Aims & Objectives
At the end of this session you should:
Understand the principles of adult learning
Understand how to judge your target audience
Be able to adapt your style to reflect youraudience type(s)
Be able to deal with difficult situations
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Principles of Adult Learning
Adults learn best when
The trainer seeks input from the trainee
The training is recognized by the trainee asbeing needed to improve a skill
The training is perceived to be practical and
providing real life solutions
The training builds on the life experiences of
the trainee
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Did you know?
Of what we learn we retain approximately:
10% of what we read
20% of what we hear
30% of what we see
50% of what we hear and see
70% of what we say
90% of what we say and do
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Training methods
Demonstration
Lecture
Team and individual exercises Self-correction
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Exercise 3
Identify methods of training appropriate to
each learning style: (20 mins)
Active / Reflective
Sensing / Intuitive
Visual / Verbal
Sequential / Global
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Difficult situations
There are times when a trainer can be
confronted with a difficult situation:
In-company politics
Obstructive people
Personality clashes
Resistance to change
Aggression
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Aims & Objectives
At the end of this session you should:
Understand the importance of training needs
analysis (TNA)
Be able to develop your own lesson plans Be able to deliver high-impact training
Be able to deal with difficult situations
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Training Needs Analysis
Identify the problem
Gather information Analyse the information
Develop recommendations
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Exercise 4
Information sources
In undertaking a TNA, how could you gather the
necessary information? (5 mins)
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Information sources
Observing and Listening
Surveys
Interviews Tests
Reviewing Company Records
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Recommendations
Some questions to ask
What specific skills or information should be
taught?
Who should be involved in the training?
Who should do the training?
Is training the answer for this problem? Remember IITS
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Sharing the outcome1
A summary of how the needs analysis was conducted
A description of how the information was analysed
An identification of the problem
A training recommendation to resolve the problem
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Sharing the outcome2
Why this recommendation is being made
How this course of action will benefit the company
by moving closer to its stated goals
How the training will benefit employees
Limitation of training as a fix-all answer
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Exercise 5
Developing a training programme What do you need to consider in order to
develop a training programme or specific
course? (10 mins)
Produce a bullet point list and short explanationfor each item you choose
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Designing the Training
Learning objectives
Course outline
Assess current abilities Assess available resources
Identify specific skills to be taught
Develop and sequence major topics
Learning environment
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Lesson plans1
Most lesson plans share 4 common elements
Objectives for that particular lesson
Important areas of information to be covered
Method of teaching to be used
Materials or training aids to be used in that
lesson
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Lesson Plans2
Effective Lesson Plans
Encourage interest in the topic with the
trainees
Ensure an interactive teaching methodology
Ensure that a variety of learning styles is used
Increase the likelihood of retention of thematerial being learned
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Lesson Plans3
Other factors to consider
Size of the training group
Cultural diversity within the group
Special needs individuals
Venue - room size, acoustics, comfortable
chairs Teaching aids
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Learning Environment
There are many ways of creating a learning
environment:
Classroom based
Workshops
On the job
Work experience
Specialist
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Teaching Aids There are a variety of training and visual aids
that a trainer can use to be more effective: Laptop (PowerPoint)
Flip charts
TV & video (CD-Roms / DVDs)
Props / Pictures
Skills practice (role play)
Exercises / games Music
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Exercise 7
For the training session that you agreed on forexercise 6 (learning environment)
Decide a minimum of 3 different teaching aids that
you would use to maximise the learning
What are the advantages and disadvantages of your
chosen aid?
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Day 2 Activity
Working together in your group, undertakethe following
Prepare a short training session, from the listbelow, to be delivered tomorrow;
Induction for a group of new staff Implementing a new method of work
Improving customer care
Building team relations
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Activity - Rules Prepare a short training session, of your
choice, to be delivered tomorrow; Evidence of your TNA
Lesson plan
Use of various teaching aids
Each member of the group has to present andequal amount of the training (20 mins)
Some form of evaluation during the session
An indication of how you would evaluate theeffectiveness of your training afterwards
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Activity - Guidance Prepare a short training session, of your
choice, to be delivered tomorrow; Set out the room as you see fit according to your
lesson plan
Make use of all the aids available Feel free to use others!!
We can act as advisors but will not alter content,style etc
Relax
this is not a pass or fail exercise, we allhave to start somewhere!
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Evaluating Training
There are four standard levels of evaluation
Trainee reactions to the training
Trainee learning
Trainee on-the-job behavioural changes
Results of the training for the organisation
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Evaluating training
Evaluations may measure:
Results of the training
The Trainers effectiveness
The actual application of training to the job
The growth in skills and knowledge
The effectiveness of the design of the course
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Exercise 8
For the training session that you agreed on forexercise 6 (learning environment)
How would you measure the effectiveness?
What are the advantages and disadvantages of your
chosen method?
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Types of evaluation
Allowing trainers to give feedback to the trainees.
Allowing trainees to give feedback to the trainers
Allowing monitoring of the material being taught for
relevance and interest level
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Types of evaluation
Ongoing mini-evaluations help assess if the training
is effective
Verbal quizzes, short written assignments, etc to
ensure the teaching methodologies are effective andon target with the Learning Objectives
Anymore????
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Activity - Rules Prepare a short training session, of your
choice, to be delivered tomorrow; Evidence of your TNA
Lesson plan
Use of various teaching aids
Each member of the group has to present andequal amount of the training (20 mins)
Some form of evaluation during the session
An indication of how you would evaluate theeffectiveness of your training afterwards
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Activity - Guidance Prepare a short training session, of your
choice, to be delivered tomorrow; Set out the room as you see fit according to your
lesson plan
Make use of all the aids available Feel free to use others!!
We can act as advisors but will not alter content,style etc
Relax
this is not a pass or fail exercise, we allhave to start somewhere!
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Activity - Feedback After your group session;
Evaluate your own performance (Good / Could dobetter)
Prepare and give feedback to your audience
Welcome feedback from your audience Relaxthis is not a pass or fail exercise, we all
have to start somewhere!
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