Train the Trainer

By : @tantia90

ContentThe principles of

learningEND TO END

TRAINING PROCESS

We are all adult learners !

TRAINING TEACHINGVs

• Provides knowledge in

theory and practice of

concepts, facts and

practices

• Theoretical & Passive

• Provides the experience

to understand this

knowledge and

transform it into real time

application

• Real life & Active

TRAINING TEACHINGVs

CONSIDERATIONS FOR TEACHING ADULTS

ARE THEY READY ?

HOW IT WILL EFFECT THEIR DAILY LIFE ?

KNOWLEDGE SHARING /PARTICIPATION

PRACTICAL PRACTICE

• Formal/informal needs assessment• Determine goals &

objectives

• Ask questions• Encourage discussion

Hands-on exercises, real-life scenarios

Personal benefits

End-to-End Training Process

TRAINING PROCESSANALYSIS 1

2

3

4

• Formal/informal needs assessment• Determine goals & objectives

DESIGN & DEVELOP

DELIVER

EVALUATIONResults based on objectives

• Determine the content• Determine delivery method• Create the materials

Deliver the content

1 ANALYSIS

WHAT IS NOW WHAT NEED TO BEVs.

It’s about finding Gap between :

Through…..

Observi ng and Listeni ng

SURVEYS

I NTERVI EWS

KPI REPORT

ASSESMENT

UNDERSTANDI NG BUSI NESS PLAN

1 A. ANALYZING AGAINST JOB DESCRIPTION

S.No. Job Description Tasks easily done

Tasks difficult to do

Kind of capacity building

required

1 B. ANALYZING AGAINST KPI REPORT

No. KPI ITEMS TARGETSCORE ACHIEVEMENT WHAT NEEDS TO BE

DEVELOPED ?

1 C. ANALYZING AGAINST FAULT LIST

No. MOST FAULT LIST ROOT CAUSE WHAT NEEDS TO BE DEVELOPED ?

1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA

PROBLEM LIST

TRAINING OBJECTIVES

TRAINING METHODS

To strengthen existing knowledge & skill

To introduce new process

To do corrective action and minimize error

Self correction

Demonstration

Team & Individual Exercise

1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA

TRAINING OBJECTIVES

THIS TRAINING WILL BE SUCCESS IF….

To trainees are more knowledgeable on…

To trainees fully understand new process

The trainees understand their mistakes & know how to solve them

D.I.Y. 1Determine training’s

goals objectives based on JD, KPI report &

Fault List

2 DESIGN & DEVELOPDevelop training points based on the objectives

OBJECTIVE

MAIN POINTS

TOPICS

FINAL CONTENT

D.I.Y. 2Develop your objective

into main training points

2 A. DEVELOP WITHIN STORY LINE

The starting

point

Our

Roadmap

Our 1st StepOur next steps

Almost there….We’ve Arrived !

Check point

All good explanations must follow the step by step :

Check point

Check pointCheck point

Check point

Why? Who?What?

How much?

Where?When?

How?

Portrait

Chart

Map

Timeline

Flowchart

Equation

b. INCORPORATE VISUAL ASPECTS2

Th is is ‘Document’

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Wahoou !

Th is is ‘Slide’

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C. MAKE SLIDE AS SIMPLE AS POSSIBLE2

SET TH E STAGE

D. ORGANIZE THE PRESENTATION2

CONTENT

EN D

• Introductions (you & them)

• Agenda, breaks, bathrooms

• Get “buy-in” by telling them what and why

• Logically organize the main points (in chunks)

• Add sub-points to each chunk

• Include Visual Aids, Exercises, Handouts

• Summary

• Questions

• Other learning opportunities

D.I.Y. 3Develop training

program with 10 minsduration in form of

bullet points

E DEVELOP SUITABLE LEARNING ENVIRONMENT2

CLASROOM BASED

WORKSHOP

ON THE JOB

WORK EXPERI ENCE

D.I.Y. 4Pick a training

subject & decide the best learning environment!

It’s time to Present !

3 DELIVERY

Ideally planned Trainee’s reactionVs.

In delivering presentation, we must account for :

Through…..

I NTERESTI NG DELIVERY

5 STAR I NTRODUCTI ON

GIVI NG QUESTI ONS

DEALI NG WITH QUESTI ONS

I NTEREST

A. 5 STAR INTRODUCTIONS3

GREETI NGS OBJ ECTIVES

SET EXPECTATI ONS

POSITIVE BODY

LANGUAGE

Game, Music / video playing right

at the start

Greet the participants &

introduce yourself

What & how they will be covered

Let the group know how & when they could participate

Make first 10 seconds of positive

impression

MAKE NO ASSUMPTIONS

ASK QUESTIONS YOU REALLY WANT AN ANSWER TO

VOCAL VARIETY

NON VERBAL CUES AFFECT

COMMUNICATION

• Jargon• Ask, don’t tell

Don’t be “flat”

• Tone • Appearance appropriate

for audience

Count to 7 before deciding to move on with materials / next question

b. INTERESTING DELIVERY3

FEEDBACK QUESTI ON

C. GIVING QUESTIONS TO THE TRAINEE3

TEACI NG QUESTI ON

ACTIVITY QUESTI ON

Whether or not knowledge has been

acquired and understood

Enables a lesson to be built up whilst involving the full attention of the

participants through maximum activity

Questioning is an invaluable technique of instruction and involving participation. Type of questioning are :

To regain the lost attention of a

trainee, a question is pointed at him

RELEVANT QUESTIONS

D. DEALING WITH QUESTIONS FROM TRAINEE3

IRRELEVANT QUESTIONS

ANSWERNOT KNOWN

If the questions based on the materials covered, we can

passed to the group, or otherwise answer it

• Depends on genuineness, if indicates thirst for

knowledge, it can be answered later

• If not, we can state it and explain why it’s irrelevant

• Admit that we don’t know the answer yet

• List the questions first and answered them later

D.I.Y. 5Deliver training to

others using the delivery principles !

4 EVALUATING

SUCCESS CRITERIA TRAINING RESULTVs.

In evaluating:

With 4 standards level of evaluation for the trainee :

Learning progress

Reactions to the training

on-the-job behavioural changes

Business & org. result

THIS TRAINING WILL BE SUCCESS IF….

EVALUATION METHOD

Results of the training

The Trainer’s effectiveness

The actual application of training to the job

The growth in skills and knowledge

The effectiveness of the design of the course

Work Result

Interview

Survey

4 EVALUATING Measurement

D.I.Y. 6Determine the best

evaluation method for your training

program !

4 EVALUATING EVALUATION FORM

D.I.Y. 7

Do evaluation on the presentation trial

RECAP ON TRAINING PROCESSANALYSIS 1

2

3

4

• Formal/informal needs assessment• Determine goals & objectives

DESIGN & DEVELOP

DELIVER

EVALUATIONResults based on objectives

• Determine the content• Determine delivery method• Create the materials

Deliver the content

Thank you