Thus, courses built using the train-the-trainer model improve your skills in both the subject you want to teach and how best to transfer that knowledge to your future students. Because the train-the-trainer model trains trainers who then deliver the training, the model enables you to deliver consistent training at scale.
These personality traits are important because not everyone is suited to training others. The greater the number of these characteristics a potential trainer has, the more likely they are to be a good trainer:. If you want to create a train-the-trainer session or course within your organization, then here are some important best practices to consider:.
Begin by deciding what it is you want your train-the-trainer course to achieve. Some common objectives include:. Now that you understand the goals you are trying to achieve, you need to determine how you will track progress towards those goals. They will usually be assessed on both their technical expertise as well as their teaching expertise.
It is important that you create training materials that cater to the different ways in which people like to learn. For example, some people prefer to learn from doing whereas others may prefer to learn from reading a book. Giving your trainees an exercise to set up their SMART goals will help make objectives measurable so they can decide at the end of the training what went well and how to improve on the session next time.
If you prefer a different method to set goals, then go ahead with that one. When dealing with a group, it is essential to know that most people learn and acquire knowledge in their own way.
To fully involve everyone in a training session, trainers need to create an environment where every participant is able and welcomed to learn. Often times, an organisation may already have a preference for a model they already use for planning training programs. If not, then you have an opportunity to choose which model you prefer! For this template agenda, we would go with either the Kolb cycle or 4MAT. We have found that they work well for teaching structured agenda design at train the trainer events where there are time constraints, as in our course agenda.
If you have already chosen a different one, just switch to the model you prefer in this block of the train the trainer event. What is important is that your own trainer team must be confident and knowledgeable in using the learning styles framework you choose. David Kolb created his learning styles model more than 30 years ago. His experiential learning theory works on two levels: a four-stage cycle of learning and four separate learning styles.
The Kolb cycle emphasizes the cognitive process of how people go through an experience to form patterns based on that experience. Therefore, the Kolb learning style theory is presented as a learning cycle with four stages where learners should go through the full cycle. Effective learning happens when a person progresses through a cycle of four stages in the following sequence:. It is important to ensure that activities in a training session are designed in a way that allows each learner to engage with the content in the style that suits them best.
Ideally, a training session agenda should be developed in a way that includes each stage and offers a balance of these stages in the process. These learning styles are determined by two fundamental aspects: how we approach a task and what our reactions to it are. You may dive deeper into individual learning styles , although it is important to note that the key takeaway here is the balanced design of a training session.
Primarily, the role of the Kolb cycle is to provide a framework for you and your trainees to include activities in a training plan in a way in which participants will have the opportunity to engage with a concept in different ways. Another popular theory, building further on the Kolb experiential learning cycle, is the 4MAT model. This model works around the idea that people need to know:. Regarding training design, the underlying idea is very similar to the Kolb cycle. When designing a training session, try to incorporate the complete 4MAT cycle for each learning block you have.
There is a long-standing controversy about the validity of learning styles theories. Resources are readily available about debunking learning styles. As a trainer, it is your responsibility to take your own professional stance on the topic of learning styles. While opinions may vary, there are some takeaways that might be helpful for your trainees. Possibly the biggest misuse of learning style theories is to label learners with a particular learning style.
This often encourages them to resist certain exercises that they consider not aligned with their learning style. The essence of applying a particular learning styles theory should be that you provide multiple ways for your training participants to familiarise themselves with the topics you are teaching and to demonstrate their understanding of those concepts.
So to sum up the Learning Styles discussion, make sure you teach your prospective trainees to provide multiple ways to engage with a topic in the training sessions they design.
In this detailed session plan about Training Design, you will find a specific example with detailed steps on how to run a learning block on Learning Styles. Your trainees should get the opportunity to start designing their own session plan, familiarise themselves with either the Kolb cycle or the 4MAT cycle, and then re-design their own session outline based on what they have just learned. After learning about the preferred learning styles theory of your course, trainees will start completing their training agenda for the Practice Training.
They should get an overview of what it takes to prepare a complete training agenda and then start working toward achieving it. This is a very practical session where trainees are presented with the variety of different training modules they might use in a training session, such as agenda review, collecting expectations, group discussions, coffee breaks, etc. Discuss each item briefly, and share best practices on how to calculate and manage timing during training design and delivery.
The only exception is the main exercise which can be left as a placeholder at this point since the next session is about Exercise Design. You may also Introduce a training agenda template that all trainees should use to complete their session design. Having a consistently-used template by trainees will make it easier for your team to monitor the preparations and provide mentoring as needed.
You may choose our SessionLab template, a tool specifically developed for training design , or any spreadsheet template you prefer for this purpose. Exercises are an integral part of any experiential learning activity. While designing effective experiential learning exercises requires a lot of practice and experience, you need to start somewhere. This session will be a starting point for your trainees in understanding the types of exercises they might use and how to design them.
You should provide an overview of the types of exercises in a training session and give guidance on how to choose the right type of exercise. Your trainees should have practical working time to design the main exercise in their Practice Delivery, and your team of trainers must mentor them and give useful tips on designing exercises that achieve Learning Objectives.
The highlight of this day is the first big practice opportunity for trainees to deliver their own training sessions, or to be precise, to practice an abbreviated session, since the minutes they have available is really just enough for the one learning cycle that they designed the previous day. Before the Practice Training sessions start, there are still a couple of practical sessions left to help trainees get prepared. The goal of this session is to give an introduction to the visualisation tools and techniques participants may use when delivering their training sessions.
It is worthwhile to introduce the most common practices for using visuals in a training session flipcharts, whiteboards, and PowerPoint or Keynote.
As we often do, in this introductory train the trainer course we will focus on actionable advice, so the emphasis is on giving practical tips and suggestions for each visualisation method. It makes sense to put an extra accent on the method that trainees will use during their Practice Delivery. In our case, flip charts are used, so by the end of the session trainees should have prepared flip chart sheets for the Practice Training. Lastly, before the Practice Training deliveries start, there is a short session that will provide some practical suggestions for trainees related to the in-classroom training delivery.
There are a lot of small details to pay attention to when running a session, ranging from logistics issues making sure that all materials needed are taken care of, the room is set up, and other common issues to body language during the session. These are the final suggestions for trainees before they start their first Practice Training Delivery!
Practice makes perfect — that is why you will see two occasions in this course where participants get the opportunity to design and deliver their own training sessions. This first one is only a short practice a minutes training module but should be sufficient for your participants to apply training design principles, practice the art of delivering in front of other participants, and get candid feedback on their performance.
Trainees should co-deliver in pairs, and you should make sure that each pair has a trainer from your team observing the session. Depending on the number of your trainees — in our case, 16 trainees — this probably requires two rounds of delivery. One small but very important thing is to make sure that you have volunteers not trainees organized who will attend the Practice Training sessions, so every trainee has an opportunity to practice in front of a real audience.
The goal is fairly straightforward here: get a real delivery experience after trainees have built up their session design, and then provide detailed feedback on their performance so they know what to focus on for their Final Training at the end of the course. There is so much that must be done for an engaging training session beyond just a trainer stepping on the stage, sharing knowledge and facilitating exercises.
The truth is, many of the subjects that we touch upon this day can be their own subjects of advanced train the trainer events. Debriefing an experiential learning exercise, group facilitation and team dynamics — each are highly complex topics, and covering them in-depth during a single day is not a realistic endeavour. Now, consider that your trainees are on their fourth day of a really intense learning experience, and they still have their final training delivery session in front of them.
What you really want here is to give them instantly actionable knowledge and tips in order to make their deliveries properly interactive. After they graduate from this starter train the trainer course and have already delivered a few dozen training sessions of their own, then it is probably the right time to dig deeper into the subtler aspects of experiential learning and group dynamics. By then, your trainees will have their own real-life experience to reflect upon.
So, here are the topics we would include if we had one single day to spend on training essential interaction skills for new trainers:. This session will focus on teaching the fundamentals of how to arrange the classroom to facilitate an interactive learning experience.
A set of flip charts full of post-it notes created by participants themselves during exercises can provide a sense of creativity and progress. Table and chair arrangements likewise affect the learning process, as do the kinds of settings you use for group work and individual presentations. It is essential to have enough room for people to do interactive exercises in groups without feeling chained to their seats. Therefore, participants will be taught how to arrange the space so it helps achieve the desired outcome.
This includes the important aspect of selecting the room and arranging seating classroom, circle, semi-circle, breakout groups , tables, visuals, and so on. A thoughtful design of the training room is an important aspect of facilitating learning, and here are the more common types of room arrangements, recapped by Beth Kanter :. During this session, if location permits, try out the various set-ups with your participants. Discuss the characteristics of each room set-up and which arrangements are best for which activities.
To keep a group of participants engaged throughout a training session, a trainer needs to have a solid toolkit of facilitation techniques at hand. Using different group facilitation techniques is essential to having a balanced interaction during a training session. If your participants sit in a theater-style arrangement during a whole session, sooner or later you will hear snoring sounds. Likewise, if you only switch between plenary discussion and individual work, your participants might get bored of the monotony.
That is why your trainees should be aware of the most frequently-used methods to facilitate interaction within a group:. There are also practical combinations of the techniques above, such as the Dialogue method, idea generation techniques and decision-making techniques. Optionally, you may also introduce the VAK Visual, Auditory, and Kinesthetic Learning Styles concept as a supplementary theory to help trainees in thinking about how to keep a session interactive for participants with varying learning styles.
When people from different backgrounds and life experiences meet to go through an intense learning event, there will inevitably be various reactions. Some might sit back, others will fully engage, and there will be some who will adopt blocking roles. This is a natural response to some sessions or specific tasks, so it is important that trainees be prepared to handle such situations.
It gives a handy framework for letting participants brainstorm rules or guidelines for handling different kinds of disruptive behaviours. Participants from Hell train-the-trainer disruptive participants thiagi structured sharing issue analysis. Different teams receive envelopes labeled with different types of disruptive participants. Participants brainstorm guidelines for handling disruptive behaviours, record the guidelines on a card, and place the card inside the envelope.
Teams rotate the envelopes and generate guideline cards for handling other types of disruptive participants. During the evaluation round, team members review the guideline cards generated by other teams and identify the top five suggestions. If you want participants to achieve long-lasting learning in any training event, then experiential learning is a very effective way to do that. In this segment, your trainees will practice how to brief and debrief an experiential learning activity..
Debriefing is the key that enables participants to identify and connect lessons from workshop or training activities to their real world.
We suggest a practical debriefing exercise for this: conduct a real experiential exercise during this session, then focus on the experience of how the briefing and the debriefing were done by the trainers. This way participants will have the chance to first take part in a debriefing as participants and then analyse the experience they just had.
Using questions is essential during a training session, especially during a debriefing session. Give an overview of good questioning techniques and how to ask questions properly. Group dynamics play an important role not just in the training room but in our everyday lives, too. As a trainer, it is highly useful to be conscious of the dynamics taking place in the group and to be aware of the best ways to deal with a group depending on its dynamics.
In this session, therefore, we introduce the topic of group dynamics and its influence on the training process. A minute session, as scheduled in our template agenda, gives only enough time to scratch the surface of this topic. Actually, this is an excellent topic for an advanced train the trainer course, where participants already have hundreds of training hours behind them and thus many personal experiences to refer to.
This theory also supports a common view on how a trainer should react throughout each stage of the process. For example, you may decide to deliver a sharing and reflection session so participants can reflect on their own group development supported by elements of group dynamics theory. By this point, your trainees have gone through over four very intense days of learning and self-development.
It is time to give them a short break before they set out to prepare their Final Training which they will deliver the following day. It might be tempting for you to try squeezing in more content with another session in the morning. However, our experience is that trainees do reach the tipping point by this day, and some real mental rest helps them to process the learnings of the course so far. Offering individual free time is one way to go; however if your setting allows, it is best to organise a group leisure activity — something that keeps trainees both physically and mentally busy e.
Fresher minds will be more effective in tackling the job. Since this Final Training Delivery will also be done in pairs — everyone will deliver with a co-trainer — you need to make sure that pairs and their topics are chosen in advance.
As the trainer of the course, it is your responsibility to facilitate this process. If you prefer, you can directly assign pairs that challenge participants in a healthy way. Create pairs with complementing strengths, so each person can learn something from the other in the training design and delivery process. Or you might poll participants by the topics that each of them prefers to deliver.
After pairs and topics are set, trainees can start preparing for the Final Training Delivery, which will be a 2-hour training session. There is half a day dedicated for preparations. Make sure to have a mentor assigned to each pair who will keep an eye on the training design process. Mentors help whenever trainees are stuck and should make sure that everyone gets a sound training agenda designed by the end of the day.
The client wanted to take their training existing programme globally and virtually for their inside sales teams. This required training their trainers to deliver virtually whilst converting the existing programme into a virtual, interactive one. Training, as we all know, is a critical piece to driving success in any organisation. Enhanced skills and knowledge across all levels of a business invariably improve competency and productivity. Whatever your starting point, we will give you the tools to design and deliver brilliant Virtual Training.
We can flex and tailor the process to best meet your needs. In the first Masterclass of the Train the Trainer Programme, we cover how to set up and begin a Virtual Workshop that creates learner engagement and involvement right from the outset. We share over tips, techniques and processes that boost interactivity and learning transfer. In this Train the Trainer Masterclass, we share our unique 8-step Building Block Design approach to structuring content and process.
We use the science of learning and our sequencing template to focus on how to design Virtual Training that delivers results. This Train the Trainer Masterclass focuses on how to develop conversations and interaction in the virtual environment.
We explore how the language we use and the way we ask questions can help or hinder interaction. We also share our structure for initiating group conversations using failsafe methodology.
In the final steps of the Train the Trainer Masterclasses, participants prepare and deliver a section of a Virtual Workshop in order to put into practice all they have learned. The group shares feedback along with a VTT master coach who will give guidance and share best practice. Our clients agree this Masterclass is a must have!
We know that more organisations are making the move to embrace Virtual Training. Virtual Instructor-Led Training, a complete guide. Learn how VILT is a future of classroom training, benefits, advantages, top tips, and best platform. Virtual Meeting: Learn what is virtual meeting, why all business is using this, what are the best platforms to run it successfully and complete benefits. Train the Trainer Programmes Train the Trainer Programmes are learning courses that provide new trainers with methods and techniques in order to provide training for others.
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