Post on 16-May-2015
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Train the Trainer
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?
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!
www.lizkentishcoaching.co.ukMay 2010
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
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
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
www.lizkentishcoaching.co.ukMay 2010
Exercise 1
What issues might a new trainer be faced with, and how can they be
addressed/eliminated? (10 mins)
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
www.lizkentishcoaching.co.ukMay 2010
Personal
• Personal factors can be:– Lack of confidence– Low self-esteem– Feeling inferior– Being tongue-tied– Making a msitake– Inability to take criticism– Lack of control– Appearance
www.lizkentishcoaching.co.ukMay 2010
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– “Subject expert” in the crowd!
www.lizkentishcoaching.co.ukMay 2010
Skill
• Skill factors are those which affect our ability to put the message across:– Speech & delivery– Accent– Dialect– Vocabulary– Clarity– Tone, pace & pitch– Power of voice
www.lizkentishcoaching.co.ukMay 2010
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
www.lizkentishcoaching.co.ukMay 2010
Managing yourself
• The key to undertaking any training isPrior Preparation Prevents Pretty Poor
Performance!
• Oh, and….
Practice makes perfect!
www.lizkentishcoaching.co.ukMay 2010
Systematic Training modelIdentify the
Training Needs (TNA)
Evaluate the
training
Design the
training
Carry out the
training
www.lizkentishcoaching.co.ukMay 2010
HASAWA 1974
• This piece of legislation gave a model that is used in law to recognise competency at work:– Information– Instruction– Training– Supervision
www.lizkentishcoaching.co.ukMay 2010
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 teacher and students? – What impressed you the most? – Do you remember what you learned, or the excitement
of the learning?
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 your
audience type(s)– Be able to deal with difficult situations
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 as
being 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
www.lizkentishcoaching.co.ukMay 2010
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
www.lizkentishcoaching.co.ukMay 2010
Training methods
• Demonstration• Lecture• Team and individual exercises• Self-correction
www.lizkentishcoaching.co.ukMay 2010
Exercise 3
• Identify methods of training appropriate to each learning style: (20 mins)
– Active / Reflective– Sensing / Intuitive
– Visual / Verbal– Sequential / Global
www.lizkentishcoaching.co.ukMay 2010
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
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
www.lizkentishcoaching.co.ukMay 2010
Training Needs Analysis
• Identify the problem • Gather information• Analyse the information • Develop recommendations
www.lizkentishcoaching.co.ukMay 2010
Exercise 4
• Information sources– In undertaking a TNA, how could you gather the
necessary information? (5 mins)
www.lizkentishcoaching.co.ukMay 2010
Information sources
• Observing and Listening • Surveys • Interviews • Tests • Reviewing Company Records
www.lizkentishcoaching.co.ukMay 2010
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
www.lizkentishcoaching.co.ukMay 2010
Sharing the outcome – 1
• 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
www.lizkentishcoaching.co.ukMay 2010
Sharing the outcome – 2
• 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
www.lizkentishcoaching.co.ukMay 2010
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 explanation
for each item you choose
www.lizkentishcoaching.co.ukMay 2010
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
www.lizkentishcoaching.co.ukMay 2010
Lesson plans – 1
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
www.lizkentishcoaching.co.ukMay 2010
Lesson Plans – 2
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 the
material being learned
www.lizkentishcoaching.co.ukMay 2010
Lesson Plans – 3
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
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
www.lizkentishcoaching.co.ukMay 2010
Exercise 6• One of the key skills of a trainer is knowing
what environment to create for the type of learning taking place.– Pick a subject of training that is needed in your
workplace and decide what kind of environment would be most effective and why. (5 mins)
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
www.lizkentishcoaching.co.ukMay 2010
Exercise 7• For the training session that you agreed on for
exercise 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?
www.lizkentishcoaching.co.ukMay 2010
Day 2 Activity• Working together in your group, undertake
the following– Prepare a short training session, from the list
below, to be delivered tomorrow;• Induction for a group of new staff• Implementing a new method of work• Improving customer care• Building team relations
www.lizkentishcoaching.co.ukMay 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 and
equal amount of the training (20 mins)– Some form of evaluation during the session– An indication of how you would evaluate the
effectiveness of your training afterwards
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 all have to start somewhere!
www.lizkentishcoaching.co.ukMay 2010
Aims & Objectives• At the end of this session you should:– Understand the importance of evaluating all
training– Be able evaluate your training– Be able to give, and receive, constructive feedback– Be able to deal with difficult situations
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
www.lizkentishcoaching.co.ukMay 2010
Evaluating training
Evaluations may measure:• Results of the training • The Trainer’s effectiveness • The actual application of training to the job • The growth in skills and knowledge• The effectiveness of the design of the course
www.lizkentishcoaching.co.ukMay 2010
Exercise 8• For the training session that you agreed on for
exercise 6 (learning environment)– How would you measure the effectiveness?– What are the advantages and disadvantages of your
chosen method?
www.lizkentishcoaching.co.ukMay 2010
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
www.lizkentishcoaching.co.ukMay 2010
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 and on target with the Learning Objectives
• Anymore????
www.lizkentishcoaching.co.ukMay 2010
Giving Feedback – 1• Providing students with feedback during the
course of a training programme is an important way of reinforcing learning and correcting misunderstandings, but remember:– If the whole group misunderstand what have you
done wrong???– Must be specific– Timely – Don’t publicly humiliate– Constructive
www.lizkentishcoaching.co.ukMay 2010
Giving Feedback – 2
• Giving feedback can be done through verbal and non-verbal means:– Supporting an idea made by a group member – Praise– Written information on assessment papers– Smiles – Eye contact
www.lizkentishcoaching.co.ukMay 2010
Day 2 Activity• Working together in your group, undertake
the following– Prepare a short training session, from the list
below, to be delivered tomorrow;• Induction for a group of new staff• Implementing a new method of work• Improving customer care• Building team relations
www.lizkentishcoaching.co.ukMay 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 and
equal amount of the training (20 mins)– Some form of evaluation during the session– An indication of how you would evaluate the
effectiveness of your training afterwards
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 all have to start somewhere!
www.lizkentishcoaching.co.ukMay 2010
Activity - Feedback• After your group session;– Evaluate your own performance (Good / Could do
better)– Prepare and give feedback to your audience– Welcome feedback from your audience– Relax – this is not a pass or fail exercise, we all
have to start somewhere!