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    Train the Trainer

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    www.lizkentishcoaching.co.ukMay 2010

    Ice breaker

    What is your background? What are your expectations from the course?

    What has been your greatest achievement to

    date, and why?

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Aims & Objectives

    At the end of this programme you should: Understand how people learn

    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

    Have fun!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Aims & Objectives

    At the end of this session you should: Understand why we train

    Understand the qualities of a successful trainer

    Understand a training model

    Appreciate the limitations of training

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Why do we train?

    Recruitment & retention

    Employees need to know the job

    Consistency

    Safety

    Multi-skilling

    Adapt to change

    Technology Economy

    Legislation

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    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

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Exercise 1

    What issues might a new trainer be faced

    with, and how can they beaddressed/eliminated? (10 mins)

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    The Trainer

    Training is a skill just like any other, there are

    factors that can combine to reduce your self

    confidence and being aware of them can help

    you manage them:

    Personal

    Lack of knowledge

    Skill

    Situation

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Knowledge

    Knowledge factors could include:

    Inability to explain your knowledge in a way thegroup understands

    Feeling that you dont know enough Not being up-to-date

    Poor memory for facts or figures

    Fear of making errors

    Concern about being challenged

    Subject expert in the crowd!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Skill

    Skill factors are those which affect our abilityto put the message across:

    Speech & delivery

    Accent Dialect

    Vocabulary

    Clarity Tone, pace & pitch

    Power of voice

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Managing yourself

    The key to undertaking any training is

    Prior Preparation Prevents Pretty Poor

    Performance!

    Oh, and.

    Practice makes perfect!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Systematic Training model

    Identify the

    Training Needs (TNA)

    Evaluate the

    training

    Design the

    training

    Carry out the

    training

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    HASAWA 1974

    This piece of legislation gave a model that is

    used in law to recognise competency at work:

    Information

    Instruction

    Training

    Supervision

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    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 thisexperience so different?

    What was the mood of the teacher and students?

    What impressed you the most?

    Do you remember what you learned, or the excitementof the learning?

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Aims & Objectives

    At the end of this session you should:

    Understand the principles of adult learning

    Understand how to judge your target audience

    Be able to adapt your style to reflect youraudience type(s)

    Be able to deal with difficult situations

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Principles of Adult Learning

    Adults learn best when

    The trainer seeks input from the trainee

    The training is recognized by the trainee asbeing needed to improve a skill

    The training is perceived to be practical and

    providing real life solutions

    The training builds on the life experiences of

    the trainee

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Did you know?

    Of what we learn we retain approximately:

    10% of what we read

    20% of what we hear

    30% of what we see

    50% of what we hear and see

    70% of what we say

    90% of what we say and do

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Training methods

    Demonstration

    Lecture

    Team and individual exercises Self-correction

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Exercise 3

    Identify methods of training appropriate to

    each learning style: (20 mins)

    Active / Reflective

    Sensing / Intuitive

    Visual / Verbal

    Sequential / Global

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Difficult situations

    There are times when a trainer can be

    confronted with a difficult situation:

    In-company politics

    Obstructive people

    Personality clashes

    Resistance to change

    Aggression

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Aims & Objectives

    At the end of this session you should:

    Understand the importance of training needs

    analysis (TNA)

    Be able to develop your own lesson plans Be able to deliver high-impact training

    Be able to deal with difficult situations

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Training Needs Analysis

    Identify the problem

    Gather information Analyse the information

    Develop recommendations

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Exercise 4

    Information sources

    In undertaking a TNA, how could you gather the

    necessary information? (5 mins)

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Information sources

    Observing and Listening

    Surveys

    Interviews Tests

    Reviewing Company Records

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Recommendations

    Some questions to ask

    What specific skills or information should be

    taught?

    Who should be involved in the training?

    Who should do the training?

    Is training the answer for this problem? Remember IITS

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Sharing the outcome1

    A summary of how the needs analysis was conducted

    A description of how the information was analysed

    An identification of the problem

    A training recommendation to resolve the problem

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Sharing the outcome2

    Why this recommendation is being made

    How this course of action will benefit the company

    by moving closer to its stated goals

    How the training will benefit employees

    Limitation of training as a fix-all answer

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Exercise 5

    Developing a training programme What do you need to consider in order to

    develop a training programme or specific

    course? (10 mins)

    Produce a bullet point list and short explanationfor each item you choose

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Designing the Training

    Learning objectives

    Course outline

    Assess current abilities Assess available resources

    Identify specific skills to be taught

    Develop and sequence major topics

    Learning environment

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Lesson plans1

    Most lesson plans share 4 common elements

    Objectives for that particular lesson

    Important areas of information to be covered

    Method of teaching to be used

    Materials or training aids to be used in that

    lesson

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    www.lizkentishcoaching.co.ukMay 2010

    Lesson Plans2

    Effective Lesson Plans

    Encourage interest in the topic with the

    trainees

    Ensure an interactive teaching methodology

    Ensure that a variety of learning styles is used

    Increase the likelihood of retention of thematerial being learned

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Lesson Plans3

    Other factors to consider

    Size of the training group

    Cultural diversity within the group

    Special needs individuals

    Venue - room size, acoustics, comfortable

    chairs Teaching aids

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Learning Environment

    There are many ways of creating a learning

    environment:

    Classroom based

    Workshops

    On the job

    Work experience

    Specialist

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Teaching Aids There are a variety of training and visual aids

    that a trainer can use to be more effective: Laptop (PowerPoint)

    Flip charts

    TV & video (CD-Roms / DVDs)

    Props / Pictures

    Skills practice (role play)

    Exercises / games Music

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Exercise 7

    For the training session that you agreed on forexercise 6 (learning environment)

    Decide a minimum of 3 different teaching aids that

    you would use to maximise the learning

    What are the advantages and disadvantages of your

    chosen aid?

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Day 2 Activity

    Working together in your group, undertakethe following

    Prepare a short training session, from the listbelow, to be delivered tomorrow;

    Induction for a group of new staff Implementing a new method of work

    Improving customer care

    Building team relations

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Activity - Rules Prepare a short training session, of your

    choice, to be delivered tomorrow; Evidence of your TNA

    Lesson plan

    Use of various teaching aids

    Each member of the group has to present andequal amount of the training (20 mins)

    Some form of evaluation during the session

    An indication of how you would evaluate theeffectiveness of your training afterwards

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Activity - Guidance Prepare a short training session, of your

    choice, to be delivered tomorrow; Set out the room as you see fit according to your

    lesson plan

    Make use of all the aids available Feel free to use others!!

    We can act as advisors but will not alter content,style etc

    Relax

    this is not a pass or fail exercise, we allhave to start somewhere!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.ukMay 2010

    Evaluating Training

    There are four standard levels of evaluation

    Trainee reactions to the training

    Trainee learning

    Trainee on-the-job behavioural changes

    Results of the training for the organisation

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Evaluating training

    Evaluations may measure:

    Results of the training

    The Trainers effectiveness

    The actual application of training to the job

    The growth in skills and knowledge

    The effectiveness of the design of the course

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Exercise 8

    For the training session that you agreed on forexercise 6 (learning environment)

    How would you measure the effectiveness?

    What are the advantages and disadvantages of your

    chosen method?

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Types of evaluation

    Allowing trainers to give feedback to the trainees.

    Allowing trainees to give feedback to the trainers

    Allowing monitoring of the material being taught for

    relevance and interest level

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    Types of evaluation

    Ongoing mini-evaluations help assess if the training

    is effective

    Verbal quizzes, short written assignments, etc to

    ensure the teaching methodologies are effective andon target with the Learning Objectives

    Anymore????

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.uk

    May 2010

    Activity - Rules Prepare a short training session, of your

    choice, to be delivered tomorrow; Evidence of your TNA

    Lesson plan

    Use of various teaching aids

    Each member of the group has to present andequal amount of the training (20 mins)

    Some form of evaluation during the session

    An indication of how you would evaluate theeffectiveness of your training afterwards

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www.lizkentishcoaching.co.uk

    May 2010

    Activity - Guidance Prepare a short training session, of your

    choice, to be delivered tomorrow; Set out the room as you see fit according to your

    lesson plan

    Make use of all the aids available Feel free to use others!!

    We can act as advisors but will not alter content,style etc

    Relax

    this is not a pass or fail exercise, we allhave to start somewhere!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/
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    www lizkentishcoaching co uk

    Activity - Feedback After your group session;

    Evaluate your own performance (Good / Could dobetter)

    Prepare and give feedback to your audience

    Welcome feedback from your audience Relaxthis is not a pass or fail exercise, we all

    have to start somewhere!

    http://www.lizkentishcoaching.co.uk/http://www.lizkentishcoaching.co.uk/