LEARNING OUTCOMES:

• Recognize the importance of considering the participants and their training needs, including the different learning styles and adult learning principles.
• Know how to write objectives and evaluate whether these objectives have been met at the end of a training session.
• Develop an effective training style, using appropriate training aids and techniques.
• Conduct a short group training session that incorporates these training concepts.

COURSE OVERVIEW & CONTENT:

"A good trainer is not just a teacher, but also a facilitator, a mentor, and a guide."

Most people who call themselves trainers today probably didn’t start out to be trainers. They often work in a field where they develop extensive knowledge and then are asked to share what they know. Many trainers have some experience with teaching, writing, or leadership, although they come from nearly every field.

As such, people who work as trainers are often put into difficult situations without much understanding of what training is or how to do it well. We know that being a good trainer is the result of developing skills to bring information to an audience. This information will then engage, empower, and encourage continued learning and development.

This three-day course will give you the skills that you need so that your students not only learn, but also enjoy the process, retain information shared, and use their new skills back in the workplace.

Participants will also have the opportunity to conduct a short group training session that incorporates these training concepts.

Defining a Successful Training Program

• Defining Successful Training
  • What Successful Training Looks Like
• About Audiences
  • Different Audiences And their Expectations
• Advantages of Workplace Training

What Makes a Successful Trainer?

• Key Characteristics of a Successful Trainer
• Mistakes and Solutions
• Stimulating a Readiness to Learn
• Common Mistakes Made By Trainers
  • Activity: Brainstorm Ways to Avoid or Resolve Issues

A Word about Adult Learning

• The Differences Between Adult and Child Learners

The Learning Process

• Four Distinct Steps Model
  • Events We Are Involved In
  • Reflect and Collect Information
  • Develop Ideas
  • Decision About What To Do

Principles of Adult Learning

• The Key Principles of Adult Learning
• Tying a Tie
• The Principles of Adult Learning
• Group Exercise

What’s Your Type? How About Mine?

• Four Main Types of Trainers
• Assessing Your Preferences
• What Does it Mean To Have a Number?
• The Experiential Learning Cycle
• Learning Styles

Applying the Learning Cycle

• The Four-Stage Cycle
  • Pairs Exercise
  • Individual Exercise

Introverts and Extroverts

• Introversion/Extroversion Survey
• Case Study

The Training Process

• Process in Brief
  • The Six Basic Steps in the Training Process
• When is Training Necessary?
• The First Step: Defining Training Needs
  • Performing a Needs Analysis
  • Three Steps to an Efficient Needs Analysis
• Help! I Need a Template!

Planning Training

• The Second Step: Plan The Training
• Develop the Training
• Developing Objectives
• Writing Objectives
• Researching Content
• Planning an Interactive Program
  • Group Work
• The Third Step: Prepare the Participants
  • Prepare Employees

Choosing Training Methods

• The Fourth Step: Conduct the Training
• Training Methods
• Environmental Concerns
  • Individual Exercises

Designing a Learning Sequence

• The Four Parts of an Effective Learning Sequence
• The Model
• Sample Sequences

Adding Games

• The Value of Games
• How to Choose Games
• Types of Games

Setting the Climate

• The Key Factors that Set the Training Climate

Presentation Skills

• Telling vs. Showing
• Non-Verbal Communication
• The Delivery
• Using Notes
• Tips for Stunning Visuals
• Types of Visual Aids

Dealing with Difficult Trainees

• Identify Types of Difficult Trainees
• Ways to Deal With Them
• Group Exercise
• Debrief

On-the-Job Training

• Job Instruction Training
• A Four-Step Plan to Make Job Training a Success

Training Presentations

• Present Short Training Program

Evaluations and Follow Up

• The Fifth Step: Evaluations
• Methods to Evaluate the Success of Program
• The Fifth Six: Follow Up
• Follow Through with Ongoing Coaching

COURSE DURATION: THREE DAYS