Train-The-Trainer: Course Outline

Our trainers are essentially teachers at heart, it gives a teacher no greater pleasure than to teach another teacher or train another trainer. Training brings about a change in behaviour. The first step in training is identifying the participant’s need for training in a specific area and then transferring the knowledge in a way that is practically actionable.

Some tips for new trainers: Only use a flip board for groups of less than twenty people. Power point slides must be displayed properly to be effective. Videos can be helpful when showing movement. Never leave your whiteboard at home. Instructor lead, participant directed discussions are a useful way to keeping the lesson interactive, encourage discussion and encourage discussion in groups as an activity. We wrap up our workshop on training the trainer with a word on how to guide difficult participants to get the most out of the workshop and we end off with tackling sensitive issues appropriately.

Key outcomes of the course include:

Component 1: Starting Out
– Activities to break the ice
– Housekeeping matters and administration
– The Parking Area
– program Objectives

Component 2: Comprehending Training as well as Facilitation
– Exactly What is Training?
– Exactly What is Facilitation?
– Identifying Appropriate Circumstances for Each

Component 3: Gathering Materials
– Identifying delegates Needs
– Reviewing the Materials
– Identifying as well as Resolving Gaps

Component 4: Making A Lesson Plan
– Planning for the Basics
– Adding Slack Time
– Making A Plan B
– A Take-Home Template

Component 5: Choosing Activities
– Kinds of Activities
– Making A Tickle Trunk
– Exactly What to-do When Games Go Wrong

Component 6: Preparing for the program
– Making A Materials List
– Gathering Participant Information
– Setting up the Physical Location

Component 7: Getting off on the Right Foot
– Greeting delegates
– Being Prepared
– Utilizing Activities to break the ices

Component 8: Delivery Tips as well as Tricks
– Utilizing Visual Aids
– Creating Supporting Materials
– Gauging When It Is Time For A Break

Component 9: Keeping it Interactive
– Encouraging Discussion
– Utilizing Group Work
– The Power of Post-It Notes

Component 10: Working with Challenging delegates
– The Ground Rules
– Difficulties as well as Solutions
– Handling Interruptions

Component 11: Tackling Tough Topics
– Tough Stuff to Watch Out For
– Adjusting Your Material for a Sensitive Issue
– Working with Sensitive Issues in the program

Component 12: Concluding
– Wise Men’s words
– Assessment of Parking Area
– Key Learnings
– Evaluations as well as Completion Of activity Plans

Train-The-Trainer Course: Course Duration

1 day/s

Who Should Attend

• Human Resources Professionals:
  • Rationale: HR professionals can leverage training skills to enhance employee development programs.
• Managers and Team Leaders:
  • Rationale: Equips leaders with the ability to conduct effective in-house training, fostering team growth.
• Subject Matter Experts (SMEs):
  • Rationale: Enhances SMEs’ ability to share specialized knowledge within the organization.
• Emerging Leaders:
  • Rationale: Prepares emerging leaders to facilitate training sessions and contribute to talent development.
• Cross-Functional Team Members:
  • Rationale: Provides diverse teams with skills to conduct in-house training sessions tailored to their expertise.
• Learning and Development Specialists:
  • Rationale: Strengthens the capabilities of L&D specialists to design and deliver impactful training programs.

Advantages of attending train-the-trainer 

1. Internal Talent Development: By providing Train-The-Trainer courses, organizations invest in the development of internal talent. This can lead to a pool of skilled trainers who can contribute to various departments, enhancing overall organizational capability.
2. Consistent Training Standards: Train-The-Trainer programs establish consistent training standards across the organization. This ensures that all trainers adhere to a common methodology, resulting in uniform and high-quality training sessions.
3. Cost-Effective Training Solutions: Developing in-house trainers reduces the dependency on external training providers, potentially saving costs in the long run. Internal trainers can address specific organizational needs more efficiently.
4. Knowledge Retention and Transfer: Train-The-Trainer courses facilitate the transfer of knowledge from experienced employees to new or less-experienced staff. This helps in preserving institutional knowledge and ensuring a smooth transition of skills within the organization.
5. Customization of Training Content: Internal trainers are better positioned to understand the organization’s unique requirements. This allows them to tailor training content to address specific challenges, making the learning experience more relevant and impactful.
6. Increased Employee Engagement: Employees often appreciate learning from their peers or internal experts. Having internal trainers can boost employee engagement as it creates a sense of camaraderie and shared learning experiences within the organization.
7. Adaptability to Organizational Culture: In-house trainers are familiar with the organization’s culture, values, and specific challenges. This knowledge enables them to integrate relevant examples and case studies into training sessions, making the content more relatable to participants.
8. Alignment with Organizational Goals: Training programs can be designed to align with the organization’s strategic goals. Internal trainers, being closely connected to the corporate objectives, can ensure that training initiatives contribute directly to the company’s success.
9. Faster Response to Training Needs: Internal trainers can quickly respond to emerging training needs within the organization. This agility is crucial in rapidly changing business environments where timely skill development is essential.
10. Building a Learning Culture: Promoting internal training initiatives fosters a learning culture within the organization. Employees become more proactive in seeking opportunities for professional development, contributing to a continuous learning environment.

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