Train the trainer

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Being a learning organization, we are addressing the training and development needs of our employees on regular basis. Majority of trainings are being conducted in house by our own employees.

For all of in house trainers, it is imperative to understand that training is more than just presentations. So to make in house trainers more effective, the need for Train the trainer was felt.
So i have prepared this module keeping above points in mind for our in house trainers.

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Train the trainer

  1. 1. Training objectivesTo train all in house trainers, on following topics: • Part I - Meaning and importance of competencies • Part II - Purpose of a training • Part III - Systematic training model/process • Part IV - Presentation Skills • Part V - Factors that leads to a poor trainingSo that1. they can impart the trainings in a effective and efficientmanner.2. the people they train will not only enjoy their training butgo away with the knowledge they need.
  2. 2. What is our purpose in the organization?-To perform assigned job/work.And to perform assigned job, we should have somecompetencies that are required to perform that job.Competence (or competency) is the ability of an individualto do a job properly.
  3. 3. Competence Skill Knowledge Aptitude Attitude
  4. 4. Skill“Skill is used to denote expertise developed in the course oftraining and experience.”Skill is acquired and therefore has to be learned.For example skilled labour has expertise in their domain ofwork i.e. a mason, carpenter, black smith; electrician etcknows how to fix a problem because of his vast experienceand training.
  5. 5. Knowledge“Knowledge is a set of facts and principles needed to addressproblems and issues in particular job”It is the theoretical and practical understanding of a subject.So a skilled worker may have very good expertise (PracticalSkill) in his job but may not have theoretical understanding indetail.
  6. 6. Abilities/AptitudeAbilities are things that you are naturally good at, you may getbetter at it with practice.Some people tend to be good at math; other people tend to bevery artistic and creative. Chances of success multiplies whenwe chose a field of our aptitude.
  7. 7. Try to find your “flow” or Passion, chances of successmultiplies when you peruse your passion. Throughout history, people had little need to know their strengths. A person was born into a position and a line of work: the peasants son would also be a peasant; the artisans daughter, an artisans wife, and so on. But now people have choices. We need to know our strengths in order to know where we belong.
  8. 8. AttitudeAn attitude can be defined as a positive or negativeevaluation of people, objects, event, activities, ideas, or justabout anything in your environment.So it is a way of thinking or behaving.“You can complain because roses have thorns, or you canrejoice because thorns have roses”.
  9. 9. Two seeds lay side by side in the fertile soil.The first seed said, "I want to grow! I want to send myroots deep into the soil beneath me, and thrust mysprouts through the earths crust above me ... I wantto unfurl my tender buds like banners to announcethe arrival of spring ... I want to feel the warmth ofthe sun on my face and the blessing of the morningdew on my petals!“And so she grew...
  10. 10. The second seed said, "Hmmmm. If I send my rootsinto the ground below, I dont know what I willencounter in the dark. If I push my way through thehard soil above me I may damage my delicate sprouts... what if I let my buds open and a snail tries to eatthem? And if I were to open my blossoms, a smallchild may pull me from the ground. No, it is muchbetter for me to wait until it is safe."And so she waited...
  11. 11. A yard hen scratching around in the early springground for food found the waiting seed and promptlyate it.
  12. 12. Behavioral Ice berg model
  13. 13. Ice bergWe know that an iceberghas only 10 percent of itstotal mass above the waterwhile 90 percent of it isunderwater. But that 90percent is what the oceancurrents act on and whatcreates the icebergsbehavior at its tip.
  14. 14. Our performance at work can be looked into same way.Tip of the ice berg is our observable behavior/performancewhich is an outcome of 90% of its which is under water.That 90% represents our competencies.That means our observable behavior/performance is theproduct of/outcome of our competencies.
  15. 15. Behavioral Ice berg model Observable Behavior AptitudesCompetencies Attitudes / Traits Skills Knowledge
  16. 16. Importance of competencies
  17. 17. Recap of part I• Our purpose in the organization is to perform our duties in best way.• To perform our duties, we should have some competencies.• Competencies are a combination of skill, knowledge, attitude and aptitude. • Skill is developed with experience and training. • Knowledge is the theoretical understanding of the subject, its principals and facts. • Aptitude is innate abilities that one is naturally good at. • Attitude is way of thinking or behaving.• Persons observable behavior is a out come of his competencies.• So if person have good competencies, his behavior or his performance at work will also be good.
  18. 18. Purpose of a training
  19. 19. Purpose of a training We live in a rapidly changing world – Technology, customer needs, legislations, lifestyles etc. are few. Because of this, required competencies for good performance also keep on changing. So training helps to bridge the gap between existing and desired competencies.
  20. 20. Training?Existing Training helps to Required• Skills bridge the gap • Skills• Knowledge • Knowledge• Attitudes • Attitudes
  21. 21. What is a systematic training model?
  22. 22. Training Process : ADDIE Model Analysis Determine goal, objective and need of training. Design Creating a road map for accomplishing the goals and objectives. Development Develop and create the elements laid out in design stage Implementation Deploying the training EvaluateMeasuring whether the training works and goal have been achieved
  23. 23. Training Process : ADDIE Model Analysis Determine goal, objective and need of training.• Observing and Listening• Surveys• Interviews• Tests• Reviewing Company Records• Customer Requirement• Changes in Legislations/laws etc
  24. 24. Training Process : ADDIE Model Design Creating a road map for accomplishing the goals and objectives.• Learning objectives• Course outline - Develop and sequence major topics• Assess available resources• Method of Teaching – Lecture/On the job/Experience/Roll Playing etc.• Learning/Teaching aids – Board/Laptop /OHP PowerPoint /Flip charts/TV & video (CD/DVDs)/ Pictures/Skill Practice/Games/Music• Target group – Level/Size /Insiders/ outsiders/ Diversity.• Venue – Size/Location/Comfort/Time etc.
  25. 25. Training Process : ADDIE Model Development Develop and create the elements laid out in design stage• Create the presentation of the course content• Performing table top review• Improve the presentation.• Run a pilot session/Practice it.
  26. 26. Training Process : ADDIE Model Implementation Deploying the training• Launch the training• Deliver materials to the trainees• Conduct training accordingly
  27. 27. Training Process : ADDIE Model Evaluate Measuring whether the training works and goal have been achievedThere are four standard levels of evaluation • Trainee reactions to the training • Trainee learning • Trainee on-the-job behavioral changes • Results of the training for the organizationOne can evaluate the training effectiveness by Observations/Interviews/Tests /Parameters Any more?
  28. 28. Recap of part II and part III• Purpose of any training is to bridge the gap between existing and desired competencies.• A systematic training process shall be based on ADDIE Model. • Analyze the training needs. • Design your training as per need. • Develop the training program/material as per design. • Implement the training. • Evaluate the training.
  29. 29. Presentation Skills- Preparing a good presentation - On Stage Presentation
  30. 30. For a trainer, having good presentation skills are very crucial. Presentation is a way of communicating the idea,knowledge or message that a trainer wants to deliver to participants.
  31. 31. Vital things for a good trainerMaking a good presentation : The first thing to do is to organizeyour thoughts in a sequential manner so that all critical pointsare covered. Content, remember, is more important than style.Delivering the presentation : CommunicationA two way process of exchanging the ideas, information ortransmitting of verbal and non verbal messages.Never confuse the word “Communication” with Englishspeaking ability.
  32. 32. Making a good presentation
  33. 33. Making a Presentation• Structure the contents using 5 W and 1 H (where, who, why, when, what and how).• Organize the content accordingly.• Use images and other visuals. Be careful with small, pixelated images!• Anecdote /stories/experiences to be used to make the presentation interesting.• Use rule of 7X7• To make a slide stand out, change the font or background – Attention grabber
  34. 34. Making a Presentation•Choose a clean font that is easy to read.•Roman and Gothic type faces are easier to read than Script or Old English.•Stick with one or two types of fonts.• Make the Text Big Enough: Ensure readability!• Choose a clean font that is easy to read• Stick with one or two types of fonts• Avoid Clutter: let some white space open!• Use Videos or Audios: Be careful! It should not be too long, otherwise the audience will lose attention.
  35. 35. Delivering the presentation
  36. 36. Ice breaker
  37. 37. CommunicationA two way process of exchanging the ideas, information or transmitting of verbal and non verbal messages.
  38. 38. Opening of a training session• This is most important and crucial step for rapport building. This session can decide the fate of a training program itself.• Trainer should clearly communicate about • Objective of the training. • Why this program is being conducted. • How this program will benefit the participants/organization.• He should brief about the outline of training program – topics, breaks, timing etc.In this way, participants will be more receptive to learning before they can actually start to learn.
  39. 39. Ice breakers• An opening exercise such as an icebreaker is useful to start up atraining session. As the name suggests, icebreakers are designed to“warm up” the session.• Icebreakers are commonly presented as a game to "warm up"the group by helping the members to get to know each other.Ice breakers can be used at the Starting or at any time of the training program.
  40. 40. Ice breakersExamples of these kinds of facilitation exercises include:• The Little Known Fact - Participants are asked to share theirname, department or role in the organization, length of service,and one "little-known fact" about themselves. This "little-knownfact" becomes a humanizing element for future interactions.• Interviews - Participants are paired up and spend 5minutes interviewing each other. The group reconvenes and theinterviewer introduces the interviewee to the group.• Any game.
  41. 41. Remember that….Ice breakers are normally used :• When group is diversified i.e. From different backgrounds,different companies, different professions, different locations etc.to make comfortable with each other.• When they have to work as a team later on.• To evaluate the group i.e. quick assessment to gauge how muchthey know about the topic, their background, expertise, attitudeetc.• When you want to teach some practical learning.
  42. 42. Delivering the presentation (On stage presentation)Speaking : Any idea or message said in an inappropriatetone can lead to confusion and leave the audienceunmoved.Body Language: Next, is your body language. People reactmore positively when an idea is delivered combined withgood body language. Poor body language can conveymixed messages and turn off an audience
  43. 43. Delivering the presentation (On stage presentation)• Your appearance should be neat and acceptable to create the best first impression.• Start your presentation calmly without fear and with confidence. If you have stage fright, before starting your presentation, take a deep breath.• Say It with Body Language - You may not realize it, but body language has a huge impact on your voice quality and the impression you make over the audience.• Smile. Not only participants see it, but they hear it also.
  44. 44. Delivering the presentation (On stage presentation)• Keep eye contact with them.• Engage the audience in conversation and involve them.• Keep revolving your eyes and observe audience reaction.• Ensure that your contents relate to the audience; Give only what they can consume; Do not showcase your knowledge and expertise.• Deliver your presentation systematically; do not read the PowerPoint presentation robotically.
  45. 45. Delivering the presentation (On stage presentation)• Usage of anecdotes, stories, humor is important.• Confine to the allotted time and do not exceed• Handle your Q & A Session gracefully; If you do not know an answer, accept this and promise to provide separately.• Get the honest feedback from your friends and from others for future improvement.• Thank the audience.
  46. 46. Recap of part IV• For a trainer, having good presentation skills are very crucial• Presentation skills can be divided into two parts – Making a presentation and delivering a presentation• On stage presentation is actually a process of communication where trainer exchange the ideas, thoughts, knowledge or messages with participants.• Opening of a presentation matters a lot.• Good on stage presentation is a combination of verbal (speaking) and non verbal (body language) messages.• For future improvements, always take feedback.
  47. 47. Factors that leads to a poor training
  48. 48. General factors• Over confidence – making presentation without proper understanding of the audience and the theme – Not making adequate preparation.• Mismatch/unclear of training requirements.• Monotony - Reading the slides in the PowerPoint.• Not connecting with the audience.• Exceeding the time allotted.
  49. 49. Situational Factors• Size of the group• Levels of knowledge / background• Support / opposition• Lighting, heating & ventilation• Seating and equipment• Disturbances & noise
  50. 50. Guaranteed Distractions• Rattling keys or coins in your pocket• The habitual and continuing use of “uhs” and “ahs”• Sucking the teeth• Ring twisting• Lip licking• Lip biting• Pushing the bridge of your glasses• Playing with a watch
  51. 51. Guaranteed Distractions• Drumming your finger• Bouncing a pencil on its eraser• Blowing hair out of your eyes• Popping the top of a magic marker• Extending and retracting the pointer• For females: Twirling hair and playing with jewelry
  52. 52. How to overcome this?Simulate at least once your presentation at home andimagine a virtual audience. Thereby you get a feeling of thepresentation flow. Practice transition from slide to slide tomake the presentation liquid. Remember 6P -Prior Preparation Prevents Pretty Poor Performance!
  53. 53. Recap• Competencies are very importance for good performance at any job.• That means for a good performance at work, one should have skill, knowledge, ability/aptitude and attitude for the same.• Because of changing scenario, competencies required are keep on changing.• Training is used to bridge the gap between desired and actual competencies.• For a good training we should adopt ADDIE model.• Presentation skills are very important for a good trainer.• On stage presentation is as important as making a good presentation.• A trainer should always avoid some points that leads to poor training.
  54. 54. Movie Clips
  55. 55. With a good trainingWe gain at work, at home & in the society • At Work : Job becomes more interesting, meaningful and rewarding • At Home : Family life becomes fuller, richer and happier • Socially Life takes new dimensions, one looks for new challenges
  56. 56. And you can make a difference
  57. 57. You can give your feedback athttp://www.orkut.co.in/Main#Home?rl=trooprajinder@simbhaolisugars.com,roop_rajinder@yahoo.comMob.: +919927670068, +919759124083For more readings you can visithttp://www.slideshare.net/rooprajinder5inghhttp://humanresourcehr.blogspot.com

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