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Train the Trainer

Contents
Trainers skills
Adult Learning Principles VHF Learning Training Process

Training Design
Content Development Training Methodologies Sample role plays, games, case studies, assignments, projects etc.

Presentation skills for Trainer


Questioning skills How to handle queries of participants

Skills Required to be a Trainer


Subject matter expertise Design
instructional design apply learning principles

Material production
graphics, layout, media creation computer experience

Presentation
voice, personality, technical expertise

Personal Qualities to Look For in a Trainer


Self-confidence Awareness of environment Ability to build bridgesrelate old to new Organizational skills Desire to learn Ability to listen Sense of humor Communication & theatrical skills Flexibility Patience Cool head & warm heart

Adult Learning Principles

Adult Learning Principles


Adults bring prior experience and knowledge with them Adults want to know what's in it for them (WIFM) Adults enjoy speaking to one another, not just listening to the sound of your voice Adults have preferences and prejudices that may not be overcome in a one-shot training Adults like to assist you and feel like an active part of the learning process Adults expect to be respected. Adults enjoy active learning, small group exercises and moving around the room.

Adult Learning Principles


Adults expect to be able to use what they learn immediately Adults learn at different speeds and through different methods Adults need feedback and constructive criticism The emphasis is on building the person not tearing them down Adults like to laugh

Adults learn best When:


Are in a supportive environment Learners are allowed to define their own needs See personal growth opportunities in the training Material presented is relevant to perceived needs Participate actively in cooperative and individual exercises Educator respects the life experience of the learner Material can be immediately related to learner's life experience Direction of learning made explicit at the outset Instructions for learning activities are clear Experience a variety of training methods and media Are empowered with learning skills Receive timely feedback on practice activities Learners receive positive reinforcement for accomplishments Have their individual needs met Are taught course content that is relevant and in integrated patterns Learners feel free to question and challenge Learner's self-esteem and ego are respected

Brains- VHF learning


Information is stored with Very High Frequency(VHF)

Visual: Pictures, Scenes, Images, Logos, Diagrams, Graphs, Charts, Photos, drawings
Hearing: Words, Music, Sounds, Accents, Conversations Feeling : Emotions , Smells, Taste, Pain, Comfort

RECALL experiments :
V = 80% correct answers H = 45% correct answers F = 79% Correct answers

Application : Trainers should keep in mind the VHF factor while they induce learning.

Training Process

Training Process: ADDIE


Analyze Design Develop Implement Evaluate

ADDIE Video

Training Process: ADDIE


Analysis
formal/informal needs assessment determine goals & objectives

Design
determine the content determine delivery method

Development
create the materials

Implement
deliver the content

Evaluation
results based on objectives

Analysis

Analysis
Analyze the Training Needs Why do you need to impart Training

Analyze whether Training is the Solution


Based on this you need to decide on Training Design and Develop your training content

Analysis
Prior to Designing and Development you NEED to know the following: What are the Objectives of Training Who your audience is Other administrative aspects

Analysis
Understand who your Audience is: No. of participants
Their Education level Prior Experience Their Role Which Language they are comfortable with Do they have any idea about the Topic, have they attended any Training on the same earlier

Analysis
How much time do you have for Training?

What are presentation modes available?


Which is the Appropriate Venue for the programme? (Training room / workplace/ shopfloor)

How much Space is available in Training Room?


How are you going to evaluate the Learning of the Programme? How are you going to measure the effectiveness of the programme?

Training Design

Design
Blueprint of the presentation Construct course content based on information gathered about trainees and tasks performed by the trainees Decide what method is best for delivering the training
Lecture Hands-on

Design
Decide Terminal and Learning objectives of the Programme
Terminal Objectives: End Result that you expect from the programme Learning Objectives: Sub objectives which will support the Terminal objectives

Your Course should have the following


Define Objectives Decide Course Outline Decide Presentation Mode/ Delivery Decide Order of Technical Content Decide Active Learning Exercises (Training Methodology) Decide Conclusion Action Plan or Evaluation Methodology

Basic

Semi Complex Complex

Training Methodology

Training Methodology
On-the-job training is delivered to employees while they perform their regular jobs. On-the-job techniques include
orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and coaching

Off-the-job techniques include


lectures, special study, Films and television conferences or discussions, case studies, role playing and simulation, programmed instruction and laboratory training

Effectiveness of Training Methods


Training Method Knowledge Acquisition Changing Attitude Problem Solving Interpersonal Skills Participant Acceptance Knowledge Retention

Case Study
Discussion Lecture Business Games Films Programmed Instructions

2
3 9 6 4 1

4
3 8 5 6 7

1
4 9 2 7 6

4
3 8 5 6 7

2
1 8 3 5 7

2
5 8 6 7 1

Role Playing
Sensitivity Training Television Lecture

7
8 5

2
1 9

3
5 8

2
1 9

4
6 9

4
3 9

Training Content Development

Sources for collecting information to build effective contents


Readily Available Reference Material: Available Procedures/ Processes VAs/ WIs Customer Documents Readymade Training Material etc.

Your previous Experiences(in earlier organizations/ with in Jabil) Books/ Internet Inputs from your colleagues/ Seniors etc.

Develop- A Graphical Approach


Objective Topics

Main points

Final content

Developing the Training Contents


Preparation of Power Point Presentation

Preparation of Script
Preparation of your Presentation Notes Preparation of Exercises/ Role Plays/ Case Studies/

Simulation
Preparation of Reference Material if any Preparation of Pre-Test or Post-Tests Action Plans

General Sequence
Index Objectives Whats in it for me? Importance of the Topic/process/ training etc. How to perform Exercise/ simulation/ case study Impact of Non Performance Benefits of performance What is their role Action Plan Conclusion Assessment and Evaluation

Implementation : Presentation

4 Ps of Presentation
Plan Prepare

Practice
Present

How to open a talk


Begin in a friendly way. Begin on a common ground. Begin with the theory of agreement Arouse Curiosity Ask a question Show how the participants stake in the topic Begin in humours Way Start with a right type of Ice Breaking By a Surprising question Start with a Story

Presentation Skills
Body Language Voice Modulation Eye Contact Use of Space Available

Non verbal Behaviors


Eye contact Facial expressions Gestures Posture and body orientation Proximity Paralinguistic Humor

Voice Modulation
Begin the session after pausing for a few seconds Begin session in a friendly way smile once in a while Have enough voice projection its audible Have a conversational tone Use emphasis and variation of tones. Stretch and stress important words Voice should be energetic Should not utter too many words in one breath

How to Close
Re- emphasis and summarize the main points Tell your audience what to do and how to do Press for action Pay sincere compliment End with humour

Ask effective questions


Effective questioning brings insight, which fuels curiosity, which cultivates wisdom

Information-seeking questions What do you mean by? Tell me more about ? What else? Exploratory questions Could you approach this in a different way ? What are the possibilities here ? What are the opportunities here ? Check if Audience is with you Are you getting it? Can you repeat it for me? Are all with me? Does that make sense?

Dealing with Questions


Anticipate probable questions in the beginning Appreciate for right questions Use Parking Lot Pass it on to some other participant If not sure Tell I will come back to you Discuss that with the Group

Question & Answer Session

Thank You!!!!

Happy Training!!!

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