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