Supporting slides in an experiment, to combine Theater & Constellation work, starting from these 5 possible roles a trainer could take. Try out at the EEEurope conference in Budapest, www.eeurope.org.

1. The appropriate intervention
at the right moment
Pascal Van Loo
Please use this material for free, as long as you refer to this original source,
mentioning my name & the title Big 5 Role Model
1
.
The Training Transition
EXPERT
TRAINER
FACILITATOR
ARCHITECT
MENTOR

2. Framing
 TTT, The Training Transition, has been founded in 2011 for and
by people who are active as a trainer, teacher, mentor, expert,
professor, learning architect, …
 Our purpose is to develop our colleague trainers and designing
learning organizations
 Our specialty is designing learning, transition and change
processes in a creative way as an architect
 “The appropriate intervention at the right moment” is the drive
of our trainers
 A Shared Passion: you’re not a teacher by accident. It’s a
passion you carry from early on. What binds all these people is
the passion to contribute something to the world.
2

3. 3

4. Concrete: 3 stages model
5
ID
OD
PR-D
Switching the
learning
paradigm
Building
learning
organizations
Train
The
Trainer

5. 7

6. 9
Competencies
Expert:
• Knowledge & Expertise
• Train
• Organize
• Flexibility
• Communication

7. 10
Competencies
Trainer:
• Knowledge & Expertise
• Train
• Organize
• Flexibility
• Communicate
• Convince

8. 11
Competencies
Facilitator:
• Knowledge & Expertise
• Innovate
• Openness
• Empathy
• Self-insight
• Analyze
• Flexibility
• Guide
• Communication

9. 12
Competencies
Architect:
• Knowledge & Expertise
• Create Processes
• System thinking
• Analyze
• Capacity for change
• Communication

10. 13
Competencies
Facilitator:
• Innovate
• Vision & Values
• Capacity for change
• Convince

11. Profile per role
14

12. 3 Learning Principles
 These models and roles make it possible to go in different
directions in the field of development:
 Deepen: to pore over in your own role by reinforcing
the existing competencies
 Broaden: when one wants to broaden his scope, new
competencies from other roles will be acquired
 Bind: to develop in different roles
15

13. 3 Learning Principles
• Broaden
• Deepen
• Bind
16

14. 20

15. Open Offer & Tailored Interventions
Expert Trainer Facilitator System
Architect
Mentor
Inspirator
Practices Tailored Interventions
Pivo
Base
PwC
Valesta
Voka Plato’s Oost
Plot
EnergyVille
Vito
KuLeuven
Colruyt
HR Lab
Harvard Extension
Boston
Dexia België
Open Offer
1. From interesting
pleading to captivating
presentation (la
Duende)
2. Public Speaking
(1,5 day)
3. Screening of
technical experts
1. BFS: Basic
Facilitation Skills (3
d)
2. Train the trainer
(2d) + Social Media
3. Advisory skills (2d)
1. AFS: Advanced
Facilitation Skills (3d)
2. Masters in training
(la Duende &
Lodewijk de Raet)
3. Working question
based with groups
(Lodewijk de Raet)
1. Create and
support formation
(Lodewijk De Raet)
2. Community
Architect group in
advice form
1. Mastership:
supporting deep
learning
2. COP: Community
of practice Transition
Networks
Assessment & development (in collaboration with Adforum)

16. Assessment tools (Adforum)
 The role of Adforum in this story is providing screening tools
and conducting screenings with which the competencies of
the person (given the respective intervention role) can be
mapped. These screening tools are built based on the
competency profiles per role.
 Based on the screening you can indicate the extent to which
the participant possesses a role and his/her possible
development opportunities (as well deepening as
broadening)
22

17. 2 experiments in this workshop
23
1. Acting perspectives: 5 roles in the open space, people act & react
as an actor from this perspective to a customer request
2. Constellation perspective: a quick constellation, with these
representatives:
1. Client
2. Assignment
3. Expert
4. Facilitator