I often refer to this short article by Bob Pike in order to frame this conversation. Any adult learning theory needs to go light on the theory and heavy in the application. But if your train-the-trainer audience is made up of people who are responsible for creating and delivering presentations, then instructional design basics is a must-have element.
I do however spend time discussing training session design steps , training lesson plans and the importance of learning objectives.
This is where the rubber meets the road. Providing structured, specific feedback is key to making this effective. Often participants and some train-the-trainer facilitators are hesitant to provide feedback that could be construed as critical. Having a training effectiveness checklist that identifies specifically what successful facilitation looks like could help mitigate this factor.
If trainers will be responsible for training evaluation , training in this area would require an additional, significant chunk of time. Training on sensitive subjects such as diversity will also benefit from a facilitator with a deeper understanding of the complexities of the issue.
The following items can help significantly with transfer of skills to the job:. I am really confused on this. The description on the instructional plan reads as follows:. Content must be consistent with sound theories of child development, professional development competencies, quality standards, best practices, and licensing regulations. The Instructional Plan should include specific information regarding the content to be presented and the way in which it will be presented.
I am also in need of advice with creating the time and sequence. How am I to format the Time and sequence my training is mins long. I know that is many formats, but could you help me with a template that can help me create the time and sequence.
Time should be included for each activity and be based on the general training categories mentioned in the Instructional Plan. The final assessment is the results of the required activities and the final training project. We want to keep a global consistency in the delivery of our content by the trainers. TrainSmart can leverage a variety of delivery mediums including pre-work, webinars, projects, feedback, and self-assessment.
What is the main focus of the content of your Train-the-Trainer program? The focus of the Train-the-Trainer program is to prepare the participant to understand how adults learn best, understand how to assess the learning need, how to write solid objectives that ties to the program design and development. There is a large part of the workshop that focuses on delivering and evaluating the training. Topics include communication skills, presentation skills, various best practices training techniques, preparing for the delivery of training, listening, questioning, handling difficult situations, virtual training, one-on-one, classroom management, and finally evaluation.
We would suggest using your content for the various practices throughout the three-day workshop. The amount of emphasis on a given topic and if there are a particular policy and practice at your organization, we will infuse it into our training. How do you assess the group training needs? Do you customize your course content and delivery based on that? If so, why? And if not, why not? We initially have a conversation with the person responsible for the sourcing of the TTT.
We have a series of questions that we ask and we do a review of the course content and align this with the objectives that the client is seeking. We create a modified detailed outline and agenda and review with the person responsible. Quite often the person responsible will introduce us to the participants via email and we will reach out to have a discussion regarding their experience, concerns, and needs.
After the discussions, we do customize the course content and delivery. Is your program content fit into a global setting? How do you make sure it takes into account cultural differences? Do you recommend addressing the entire global group in a single class? Yes, the TrainSmart Train the Trainer workshop is fit for a global setting. We confirm this with our primary content for that region to ensure that we tailor the content appropriately for the localized audience.
Quite often, we will utilize a facilitator that is from that culture and we will also adjust the activities to ensure that they are appropriate for the culture, audience and learning objectives. We run TTT with a diverse cultural group and we have been successful; however, when the like groups can be trained together, there is often a greater and deeper value for each of the participants.
Do you have a global reach? Yes, we have global reach and resources that we can utilize that are in these regions if time zone and language are an important factor. Do you have any tool to assess people readiness to be a trainer before and after your class? Yes, we have attendees do a self-assessment on day one. Then we revisit their answers on day three and acknowledge where they feel more confident and where they need to continue development.
How do you make sure people from different backgrounds will come out of the training with a standard of teaching quality? During the final exercise, attendees must demonstrate a basic level of mastery for the topics presented. What is the ideal duration of your Train the Trainer class?
What is your recommended duration for our specific circumstances? The ideal is a total of four days, with a break in between so that the participants go back to their offices to produce their training development and return for days three and four to present their design plan and to deliver a segment of that training as their final training project.
Most of our clients opt for three consecutive days. Do you certify Trainers? How recognized is your certification globally? Yes, we do certify trainers. Following the successful completion of this workshop, the participant applies for Trainer Certification to the International Board of Certified Trainers. TrainSmart will assist in the application, if interested. Some clients include the cost of the certification application into the cost of the workshop and TrainSmart assists, collects the applications and submits on behalf of the client.
It generally takes weeks to receive the acknowledgment of the certification. On the other side, all methods have their limitations, and the train-the-trainer concept is no exception. One of the most frequently cited drawbacks is the lack of flexibility it offers to customise and adjust the centrally rolled out training curriculum. Needs may differ in different units of an organisation, and often times there is no time and resource allocated to tailor the scripted training program to the specific needs of different groups.
Secondly, the training programs are often designed to much lecture-oriented focusing on one-way communication and content distribution, lacking powerful experiential learning activities and hands-on practice. This can be improved by thoughtful course design respecting adult learning principles and proper training follow-up. Any training program requires investment, both in time and money.
And putting the right people into the course is especially vital for success in a train-the-trainer program. The selection process can be easier by considering these parameters:. If you decide to design a train-the-trainer program in your organisation, there are a set of things you need to consider to build an effective model:. Your email address will not be published. Try it for Free.
Are you facilitating workshops, meetings, or training sessions regularly? Do you sometimes feel that the good old pen and paper or the MS Office toolkit combined with email leaves you struggling to stay on top of managing your workshop preparations and delivery?
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