Train the Trainer
The transfer of skills. Learning organisations know how much competitive advantage relies upon the control, diffusion, and application of knowledge.
Learning organisations know how much competitive advantage relies upon the control, diffusion, and application of knowledge. Many view e-methods as one answer. What, then, is the role of the ‘live’ trainer? S/he remains a guarantor of the goal of every training programme. Surpassing the simple exchange of knowledge, this is to ensure that participants translate knowing into doing – transferring knowledge into practice.
This programme is for the trainer whose responsibility is to:
- Create training content
- Improve existing content
- Transmit content in an ‘energizing’ way
- Maximise the return on investment from participants
Professional trainers, occasional trainers, all levels of experience
After completing the training
- Create content to meet targeted pedagogical objectives, participant needs and expectations
- Develop arguments to promote a training programme
- Understand the value of ‘staging’ skills and techniques and know how to integrate them
- Master the diverse ways of interacting with a group, including an inactive, unreceptive, or difficult group
- Acquire the methods to encourage participants to transfer learning into practice
- Create the most relevant evaluation tools
- Exchange with team leader on current situation, desired future state and solution roadmap
- Team meeting to present and discuss the programme Individual short interviews with every team member (reactions and expectations towards the programme)
- Team assessment via online-surveys TASK and DISC-WPMOT (evaluate team practices, identify individual and team behavioral and motivational profiles)
- Feedback to the team leader and programme adjustments where necessary
- Introduction to pedagogical basics
- The ultimate role of an effective trainer – from transmission of knowledge to its transfer into practice
- The 4 roles of a trainer: playwright, actor, interactor, director
- The various kinds of learning processes
- The importance of detail – the iceberg theory
- The charismatic trainer – 14 concrete markers
- Training on the crucial point: how to make contact with a group?
- Interactivity: how to explore a particular aspect of content?
- The importance of context and the stakes in a training programme
- Defining a pedagogical objective: both overall and interim
- The pedagogical itinerary: training architect
- Taking account of biorhythms - moments for acquisition, moments for recreation - to gain maximum effect
- Creativity and effectiveness – how can we do it differently?
- Creating evaluation documents to secure the concrete transfer of learning into practice
- ‘Selling’ a training: practical exercises
- 36 staging tips...and more...
- Practical training in staging tips to gain maximum effect
- How to: answer tough questions, handle objections, deal with passive or difficult participants
- Conditions to obtain the Training Certificate: measuring the return on investment of participants using the evaluation documents created on the second day
- The most important point to profit from the learning journey: apply your learnings!
- Action plans are defined already in the training room to allow the participant to evaluate his progress against his own standards in daily life
- Smart and easily accessible reminders of key lessons learned.
- Customisation possible.
- Provides insight into one's own behavioral strengths and challenges.
- A common, simple language is created that helps people better understand themselves and adapt their behavior towards others.
- Blends perfectly with the Krauthammer learning methodology to create identification.
- Online survey which gives participants a clear view on the impact of their own behaviors.
- Gets stakeholders around the participant involved in the learning journey.
- Creates favorable conditions to give and receive feedback.