train the trainer. ice breaker what is your background? what are your expectations from the course?...
TRANSCRIPT
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Train The Trainer
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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?
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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
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Why do we train?• Recruitment & retention• Employees need to know the job– Consistency– Safety– Multi-skilling
• Adapt to change– Technology– Economy– Legislation
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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
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Exercise 1
• What issues might a new trainer be faced with, and how can they be addressed/eliminated? (10 mins)
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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
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Personal
• Personal factors can be:– Lack of confidence– Low self-esteem– Making a mistake– Inability to take criticism– Lack of control– Appearance
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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
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Skill
• Skill factors are those which affect our ability to put the message across:– Speech and delivery– Accent– Dialect– Vocabulary– Clarity
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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
Situation
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Managing yourself
• The key to undertaking any training isPrior Preparation Prevents Pretty Poor
Performance!
• Oh, and….
Practice makes perfect!
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Systematic Training model
Identify the
Training Needs (TNA)
Evaluate the
training
Design the
training
Carry out the
training
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What makes training effective?
Think of a training experience you have had thatwas 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?
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Training Needs Analysis
• Identify the problem • Gather information• Analyse the information • Develop recommendations
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Planning the Training SessionBuilding a Training Program
Points to consider ……………………………..• Assess• Design• Develop• Implement• Evaluate
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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
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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?
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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?
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Develop
• Before the training course• During the training course• At the end of the training course
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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?
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Training methods
• Demonstration• Lecture• Team and individual exercises• Self-correction
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Thank you very much