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Train The Trainer. Ice breaker. What is your background? What are your expectations from the course? What has been your greatest achievement up till now?. Objectives. Understand how to create your own training Understand how to adapt your style for different groups
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Ice breaker • What is your background? • What are your expectations from the course? • What has been your greatest achievement up till now?
Objectives • 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
Why do we train? • Recruitment & retention • Employees need to know the job • Consistency • Safety • Multi-skilling • Adapt to change • Technology • Economy • Legislation
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
Exercise 1 • What issues might a new trainer be faced with, and how can they be addressed/eliminated? (10 mins)
The Trainer • Training is a skill just like any other, there are factors that can combine to reduce yourself confidence and being aware of them can help you manage them: • Personal • Lack of knowledge • Skill • Situation
Personal • Personal factors can be: • Lack of confidence • Low self-esteem • Making a mistake • Inability to take criticism • Lack of control • Appearance
Knowledge • Knowledge factors could include: • Inability to explain your knowledge in a way the group understands • Feeling that you don’t know enough • Not being up-to-date • Poor memory for facts or figures • Fear of making errors • Concern about being challenged
Skill • Skill factors are those which affect our ability to put the message across: • Speech and delivery • Accent • Dialect • Vocabulary • Clarity
Situation Situation • Situation factors generally concern the setting or the audience: • Size of the group • Levels of knowledge / background • Support / opposition • Lighting, heating & ventilation • Seating and equipment • Disturbances & noise
Managing yourself • The key to undertaking any training is Prior Preparation Prevents Pretty Poor Performance! • Oh, and…. Practice makes perfect!
Systematic Training model Identify the Training Needs (TNA) Evaluate the training Design the training Carry out the training
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 this experience so different? • What was the mood of the trainer? • What impressed you the most? • Do you still remember what you learned?
Training Needs Analysis • Identify the problem • Gather information • Analyse the information • Develop recommendations
Planning the Training Session Building a Training ProgramPoints to consider …………………………….. • Assess • Design • Develop • Implement • Evaluate
Pre-Assessment • What do you need to know? • Who are you training? • The existing knowledge of training participants • Identify the gaps in what they know and what they need to know • How the training will help them accomplish their work • The type of training they have already experienced
Training Program - Design • Primary questions • What do I want learners to be able to do as a result of the training program? • What methods will I use to assist them to reach this level of performance and knowledge? • What resources will be used to deliver this training program? • How will this training be structured overall?
Implement • Primary questions to answer when delivering training: • Is the trainer prepared to facilitate the learning experiences in an engaging manner? • Have the appropriate training materials been developed? • Have questions been developed to challenge learners?
Develop • Before the training course • During the training course • At the end of the training course
Evaluation • Primary questions to answer when evaluating training: • How can you assess if the learning outcomes are being addressed adequately during the development and delivery of training? • How can you evaluate the effectiveness of a training program immediately after the delivery of training? • How can you evaluate whether the learning from the training is being applied in a work setting after completing a training program?
Training methods • Demonstration • Lecture • Team and individual exercises • Self-correction