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Training the Trainer
Learning is finding out
what you already
know,
Teaching is reminding
yourself that you
know it,
Doing is demonstrating
to others, you know
it
We are all learners,
teachers and doers.
Learning, Teaching and Doing
Illusions
- Richard Bach
Teaching provides knowledge in theory and practice of concepts, facts
and practices.
Training provides the experience to understand this knowledge and
transform it into real time application.
Teaching and Training
Corporates
• Programmes/ short events by
internal or external experts
• Work experience in other
departments
• Work shadowing
• Coaching on an individual basis
• Mentoring
When do people learn?
A learning need is:
The gap between what an
individual knows,
understands and can do at
any moment and what the
person wants or needs to
know, understand and do
to reach defined learning
outcomes.
Why do people learn?
How do people learn?
Identify
needs
Plan how needs
can best be
satisfied
Carry out teaching
and learning
Assess progress
and achievement
Evaluate
learning
• Interviewing
• Diagnostic Test-Analysis of
current skills
against performance
standards
• Discussions with the
stakeholder - include
learners if possible
• Structured questionnaires
Ways to identify learning needs
Learning Styles
Visual
Verbal
Non-verbal
Auditory
Verbal Non-Visual
Kinaesthetic
Sensorial
• What does the individual know?
• What does the learner need to
know?
• What is the gap?
• What is the best way to fill that
gap?
Set learning outcomes
• Develop existing skills?
• Provide new skills?
• Improve existing levels of
competence?
• Impart knowledge and
understanding?
Reasons for learning
Stage :1
Draw a line on a piece of paper
----------------------------------
Indicate start and completion
points of the programme
Day
1-------------------------------
--------------------------------
---------------------
Day 10
On this line map the titles of
modules in order
Design a training programme
Stage :2
1. What is the time allocated to the
programme?
2. What is the mode of delivery (e.g.
full time, part time, short
programme)?
3. For each module, begin to allocate
time frames and numbers of
sessions.
4. Remember to give time for
information and knowledge
practice, skill development and
assessment / feedback.
Design a training programme
• Observation
• Simulation
• Oral Questioning
• Examinations
• Tests (written and oral)
• Projects and
Assignments
• Skills Tests
Methods of assessment
1. Match teaching to learners
2. Plan with care for ‘twilight time’
3. Set the scene for learning
4. Organize pair work and team work
5. Insist on reports on learning and activities
6. Prepare the session down to the last
detail
7. Prepare learning materials to suit
situations
8. Help learners retain learning
9. Reach beyond the classroom
10. Be creative, be you
Tips to Effective Training
MMM TRAINING SOLUTIONS
Landline: +91-44-42317735
Cell: +91 9677044366
Cell: +91 9677040908
Email: administration@mmmts.com
Website: www.mmmts.com
Contact Information
Pramila Mathew
 CEO and Executive Coach
Pramila Mathew
 CEO and Executive Coach
Vikas V.
Vice-President
Training
Vikas V.
Vice-President
Training

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Become a Powerful Trainer

  • 2. Learning is finding out what you already know, Teaching is reminding yourself that you know it, Doing is demonstrating to others, you know it We are all learners, teachers and doers. Learning, Teaching and Doing Illusions - Richard Bach
  • 3. Teaching provides knowledge in theory and practice of concepts, facts and practices. Training provides the experience to understand this knowledge and transform it into real time application. Teaching and Training
  • 4. Corporates • Programmes/ short events by internal or external experts • Work experience in other departments • Work shadowing • Coaching on an individual basis • Mentoring When do people learn?
  • 5. A learning need is: The gap between what an individual knows, understands and can do at any moment and what the person wants or needs to know, understand and do to reach defined learning outcomes. Why do people learn?
  • 6. How do people learn? Identify needs Plan how needs can best be satisfied Carry out teaching and learning Assess progress and achievement Evaluate learning
  • 7. • Interviewing • Diagnostic Test-Analysis of current skills against performance standards • Discussions with the stakeholder - include learners if possible • Structured questionnaires Ways to identify learning needs
  • 9. • What does the individual know? • What does the learner need to know? • What is the gap? • What is the best way to fill that gap? Set learning outcomes
  • 10. • Develop existing skills? • Provide new skills? • Improve existing levels of competence? • Impart knowledge and understanding? Reasons for learning
  • 11. Stage :1 Draw a line on a piece of paper ---------------------------------- Indicate start and completion points of the programme Day 1------------------------------- -------------------------------- --------------------- Day 10 On this line map the titles of modules in order Design a training programme
  • 12. Stage :2 1. What is the time allocated to the programme? 2. What is the mode of delivery (e.g. full time, part time, short programme)? 3. For each module, begin to allocate time frames and numbers of sessions. 4. Remember to give time for information and knowledge practice, skill development and assessment / feedback. Design a training programme
  • 13. • Observation • Simulation • Oral Questioning • Examinations • Tests (written and oral) • Projects and Assignments • Skills Tests Methods of assessment
  • 14. 1. Match teaching to learners 2. Plan with care for ‘twilight time’ 3. Set the scene for learning 4. Organize pair work and team work 5. Insist on reports on learning and activities 6. Prepare the session down to the last detail 7. Prepare learning materials to suit situations 8. Help learners retain learning 9. Reach beyond the classroom 10. Be creative, be you Tips to Effective Training
  • 15. MMM TRAINING SOLUTIONS Landline: +91-44-42317735 Cell: +91 9677044366 Cell: +91 9677040908 Email: administration@mmmts.com Website: www.mmmts.com Contact Information Pramila Mathew  CEO and Executive Coach Pramila Mathew  CEO and Executive Coach Vikas V. Vice-President Training Vikas V. Vice-President Training