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Train the Trainer

The transfer of skills. Learning organisations know how much competitive advantage relies upon the control, diffusion, and application of knowledge.

  • Customized
  • Customized

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

For who?

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

Program

1
  • 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
2
  • 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?
3
  • 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
4
  • 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

Learning Tools

  • 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.