Train the Trainer Course Objectives Explain the Need

Train the Trainer

Course Objectives • Explain the Need for Training and Development • Explain the Various Roles of a Trainer • Describe the Various Learning Styles and their Importance • Explain the Phases of a Training & Development Program • List the Criteria for Evaluation of Training • Describe How to Plan and Organize Training Content • Explain How to Prepare Presentations for Training • Explain the Role of Training Room Configuration in Effective Training • Explain the Role of Games and Activities in Training • Explain the Ground Rules for Communication in a Training • Explain How to Handle Different Learners • Explain the Role of Body Language in Training • Explain the Expectations of Learners from Trainers • Explain the Challenges of Training • List the Characteristics of a Good Trainer

Introduction Hazel Smith joined Globus Inc. as a process trainer. Globus is a telecom giant which provides various mobile and broadband related services. Hazel will be responsible for training the technical support executives who cater to various queries for solving technical issues.

Introduction As Hazel is new to Globus Inc. , she is not aware of the technical support process followed by Globus, the customer profiles, geographical areas being served by Globus etc.

Introduction So, how will Hazel train the new technical support executives, if she herself is not aware of the process?

Introduction The answer to that lies in the ‘Train the Trainer’ program. Globus has a proper defined ‘Train the Trainer’ program in place. So, any new trainer who joins Globus goes through the ‘Train the Trainer’ program where he/she first learns the process from a senior experienced trainer. Then, after the ‘new trainer’ has been trained, he/she is now ready to train the technical support executives.

Introduction Hence, Hazel first learns the process followed for technical support by Globus in the ‘Train the Trainer’ program. After successfully completing the program, Hazel is ready to train the new technical support executives.

Introduction the n i a r T ‘ t u abo n r a e l il. s a u t e d Let n i gram o r p ’ r e n i Tra Thus, you can see that the ‘Train the Trainer’ program is crucial for a completely inexperienced trainer or a trainer who has joined a new organization. The ‘Train the Trainer’ program helps the trainer to be familiar with the processes and the training program followed by the organization. It helps the trainer to be confident of being capable of training others.

Need for Training and Development 1 2 3 Training plays a pivotal role in the development of any individual. In today’s competitive world, it is crucial that organizations should build and sustain competencies that would provide them with a competitive advantage over its competitors. • • • Today’s world is an era of knowledge where human beings are valued greatly as high-value assets. In organizations that are continually growing and evolving, training and development programs help employees to provide the much needed response to changing environment

Purpose of a Training Program The following are the key purposes of any training program: Learners should acquire knowledge There should be a change in the attitudes of the learners The training should help the learners to put theory into practice The training should help to evaluate abilities and competencies of the learners It should enhance problem solving and decision making ability The training program should improve the performance of learner whether at workplace, school, college etc.

Factors Affecting Success of a Training Program Some of the key factors on which the success of a training program depends upon are as follows: The success of the training program also depends upon the fact whether it provides opportunities to the learners for practice what they learned One of the key factors is the active participation of the trainee or participants of the training program The success of the training program depends on whether it allows the transfer of learning to take place from a training to the actual job / academic excellence

Roles of a Trainer Planner Expert Instructor Facilitator Resource Person Role Model Co-Learner Expert: • Helps to transmit expert/knowledgeable information

Learning Styles and their Importance There are Seven Learning Styles as follows: • • Visual Aural Verbal Physical Logical Social Solitary Let’s look at each in detail.

Did You Know? Retention of learners is: • 10% of what they read • 20% of what they hear • 30% of what they see • 50% of what they both hear and use • 70% of what they say • 90% of what they say and do

Phases of a Training & Development Program • Phase I – Needs Assessment/Needs Analysis The first phase of the training and development program involves a detailed needs assessment or needs analysis of the prospective participants of a training program. This phase involves carrying out a detailed analysis to determine the organization’s true actual needs and the training programs that will be required to meet those needs.

Criteria for Evaluation of Training It is crucial that the right criteria should be used for evaluating any training program. Some of the important criteria for evaluation of any training program are as follows: Transfer of learning to 9 workplace 8 Individual goals met 7 6 Resources/ Staff required Organizational goals met 5 4 Results obtained Areas of improvement 3 2 Objectives of the program Improvement in performance 1 1 Cost-benefit analysis

Preparing Presentations for Training Practice the Presentation • Have you practiced your presentation standing or sitting, paying close attention to your body language and posture? • Have you rehearsed often enough to be able to speak smoothly and fluently? • Have you practiced your presentation in front of others? Presentation Day • Are you dressed and groomed appropriately? • Have you left enough time for travel and setting up? • Have you checked your visual aids to ensure that they're working? • Are your visual aids ordered in correct order? • During presentation, make and maintain eye contact with learner? After the Presentation • Have you ensured that your learner understands everything that was covered in the presentation? • Do you need to follow up with any of your learners? • Have you asked for feedback from your learners? • How can you improve your next presentation?

At The Training At the training, the following key points should be kept in mind for an effective training : 1 Set the ground rules: These agreements for participant behavior will make trainings more efficient and effective. They should be discussed by the group and revisited periodically. Some groun d rules are: • Everyon e has equal rights and c • Major i an participa nteraction s te. h ould be fos • Only on t e red. e topic will be consider • Questio ed at a time ns can be k. e p t till the end discussion o of the f a sub-topi c.

Games and Activities in a Training • Ice Breaker Activities Some of the ice breaker activities are as follows: • Make pairs and ask them to write whatever they know about their partner • One must know his fellow trainee and vice versa. You can ask anyone to write his partner’s favorite color, favorite outfit, preferred hangout placewell. and so on. Ask his partner to correct him if he is wrong in his answers. People know a lot about other this • You can’t work in aeach group and learn way and also find out some unknown facts their you partner. Ask the withabout someone don’t know. trainees to give their introduction one by one once the team has completed • Include a lot of exercises which help this activity. • Always celebrate and appreciate any achievements. Celebrations are well and break ice between significant as they are a means of demonstrating that asthe a trainer you are concerned about the learners’ success them. and achievement. Such appreciations help boost morale and create a feeling of unity among the trainees. They motivate the trainees to work harder and experiment new things. the participants to know each other

Body Language in a Training You should keep the following points in mind to display a positive body language and make a positive impact in trainings: Give everyone a chance to speak. You can do this by keeping strategic pauses in your training discussion and displaying positive body language such as open arms, smiling face, good eye contact with everyone etc. Observe and look out for how involved your listeners are from their body language, such as nodding and leaning forward in their chair. Look out for the emotions displayed by your listeners. Are they bored, anxious, impatient, happy, involved? Emotions are usually expressed non-verbally, and recognizing the emotional involvement of people is important.

Real Life Example Let us look at the kind of body language th at Keith ad opts in his training sessions. Keith is a senior trainer in Helios Inc. He is responsible for training new employees as well as any new trainers that join Helios.

What Do Learners Expect from Trainers? Capability Improvement • • Every individual is hungry for improving himself. A trainer needs to acknowledge the hard work of trainees and appreciate them in front of others. This way, learners feel motivated to deliver better results and are also engaged in the training. Every learner expects his trainer to praise him in front of other trainees. Give them their due credit. Make them feel important. Put their names on notice boards, and reward them suitably.

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