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Train the
Trainer
By:@tantia90
Content
Theprinciplesof
learning
END TOEND
TRAINING PROCESS
We are all adult
learners !
TRAINING TEACHINGVs
• Provides knowledge in
theory and practice of
concepts, facts and
practices
• Theoretical & Passive
• Provides the experience
to understand this
knowledge and
transform it into real time
application
• Real life & Active
TRAINING TEACHINGVs
CONSIDERATIONS FOR TEACHING ADULTS
ARE THEY READY ?
HOW IT WILL EFFECT
THEIR DAILY LIFE ?
KNOWLEDGE SHARING
/PARTICIPATION
PRACTICAL PRACTICE
• Formal/informal
needs assessment
• Determine goals &
objectives
• Ask questions
• Encourage discussion
Hands-on exercises,
real-life scenarios
Personal benefits
End-to-End
Training
Process
TRAININGPROCESS
ANALYSIS 1
2
3
4
• Formal/informal needs assessment
• Determine goals & objectives
DESIGN &DEVELOP
DELIVER
EVALUATION
Results based on objectives
• Determine the content
• Determine delivery method
• Create the materials
Deliver the content
1 ANALYSIS
WHAT IS NOW WHAT NEED TO BEVs.
It’s about finding Gap between :
Through…..
Observingand
Listening
SURVEYS
INTERVIEWS
KPI REPORT
ASSESMENT
UNDERSTANDING
BUSINESS PLAN
1 A. ANALYZING AGAINST JOB DESCRIPTION
S.No. Job Description
Taskseasily
done
Tasksdifficult
todo
Kind ofcapacity
building
required
1 B. ANALYZING AGAINST KPI REPORT
No. KPI ITEMS
TARGET
SCORE
ACHIEVEMENT
WHAT NEEDSTOBE
DEVELOPED ?
1 C. ANALYZING AGAINST FAULTLIST
No. MOST FAULTLIST ROOT CAUSE
WHAT NEEDSTOBE
DEVELOPED ?
1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA
PROBLEM
LIST
TRAINING
OBJECTIVES
TRAINING
METHODS
To strengthen existing
knowledge & skill
To introduce new
process
To do corrective action
and minimize error
Self correction
Demonstration
Team & Individual
Exercise
1 D. DETERMINE OBJECTIVES, METHODS & SUCCESS CRITERA
TRAINING
OBJECTIVES
THIS TRAININGWILL BE
SUCCESS IF….
To trainees are more
knowledgeable on…
To trainees fully
understand new process
The trainees understand
their mistakes & know
how to solve them
D.I.Y.1
Determine training’s
goals objectives based
on JD, KPI report &
Fault List
2 DESIGN& DEVELOPDevelop training points based on the objectives
OBJECTIVE
MAINPOINTS
TOPICS
FINALCONTENT
D.I.Y.2
Develop your objective
into main training
points
2 A. DEVELOP WITHIN STORYLINE
The starting
point
Our
Roadmap
Our 1st Step
Our next steps
Almost there….
We’ve Arrived !
Check point
All good explanations must follow the step by step :
Check point
Check point
Check point
Check point
Why?
Who?
What?
How
much?
Where?When?
How?
Portrait
Chart
Map
Timeline
Flowchart
Equation
b. INCORPORATE VISUAL ASPECTS2
Thisis‘Document’
info
infoinfoinfo
infoinfoinfo
infoinfoinfoinfoinfo
infoinfoinfoinfoinfo
infoinfoinfoinfoinfo
infoinfoinfoinfoinfo
infoinfoinfoinfoinfo
infoinfoinfoinfoinfo
Wahoou !
Thisis‘Slide’
info
info
info
info
info
info
info
info
info
info
info
info
C. MAKE SLIDE ASSIMPLE ASPOSSIBLE2
SET THE
STAGE
D. ORGANIZE THEPRESENTATION2
CONTENT
END
• Introductions (you & them)
• Agenda, breaks, bathrooms
• Get “buy-in” by telling them what and why
• Logically organize the main points (in chunks)
• Add sub-points to each chunk
• Include Visual Aids, Exercises, Handouts
• Summary
• Questions
• Other learning opportunities
D.I.Y.3
Develop training
program with 10 mins
duration in form of
bullet points
E DEVELOP SUITABLE LEARNING ENVIRONMENT2
CLASROOM
BASED
WORKSHOP
ONTHE
JOB
WORK
EXPERIENCE
D.I.Y.4
Pick a training
subject & decide the
best learning
environment!
It’s time to
Present !
3 DELIVERY
Ideally planned Trainee’s reactionVs.
In delivering presentation, we must account for :
Through…..
INTERESTING
DELIVERY
5STAR
INTRODUCTION
GIVING
QUESTIONS
DEALINGWITH
QUESTIONS
INTEREST
A. 5 STARINTRODUCTIONS3
GREETINGS OBJECTIVES
SET
EXPECTATIONS
POSITIVE
BODY
LANGUAGE
Game, Music /
video playing right
at the start
Greet the
participants &
introduce yourself
What & how they
will be covered
Let the group know
how & when they
could participate
Make first 10
seconds of positive
impression
MAKE NO
ASSUMPTIONS
ASK QUESTIONS YOU
REALLY WANTAN
ANSWER TO
VOCAL
VARIETY
NON VERBAL CUES
AFFECT
COMMUNICATION
• Jargon
• Ask, don’t tell
Don’t be “flat”
• Tone
• Appearance appropriate
for audience
Count to 7 before deciding
to move on with materials /
next question
b. INTERESTING DELIVERY3
FEEDBACK
QUESTION
C. GIVING QUESTIONS TOTHE TRAINEE3
TEACING
QUESTION
ACTIVITY
QUESTION
Whether or not
knowledge has been
acquired and
understood
Enables a lesson to
be built up whilst
involving the full
attention of the
participants through
maximum activity
Questioning is an invaluable technique of instruction and
involvingparticipation. Type of questioning are :
To regain the lost
attention of a
trainee, a question is
pointed at him
RELEVANT
QUESTIONS
D. DEALINGWITHQUESTIONS FROMTRAINEE3
IRRELEVANT
QUESTIONS
ANSWER
NOTKNOWN
If the questions based on the materials covered, we can
passed to the group, or otherwise answer it
• Depends on genuineness, if indicates thirst for
knowledge, it can be answered later
• If not, we can state it and explain why it’s irrelevant
• Admit that we don’t know the answer yet
• List the questions first and answered them later
D.I.Y.5
Deliver training to
others using the
delivery principles !
4 EVALUATING
SUCCESS CRITERIA TRAINING RESULTVs.
In evaluating:
With 4 standards level of evaluation for the trainee :
Learning progress
Reactions tothe
training
on-the-job
behavioural
changes
Business&org.
result
THIS TRAININGWILL BE
SUCCESS IF….
EVALUATION
METHOD
Results of the training
The Trainer’s effectiveness
The actual application of
training to the job
The growth in skills and
knowledge
The effectiveness of the design
of the course
Work Result
Interview
Survey
4 EVALUATING Measurement
D.I.Y.6
Determine the best
evaluation method for
your training
program !
4 EVALUATING EVALUATION FORM
D.I.Y.7
Do evaluation on the
presentation trial
RECAP ON TRAININGPROCESS
ANALYSIS 1
2
3
4
• Formal/informal needs assessment
• Determine goals & objectives
DESIGN &DEVELOP
DELIVER
EVALUATION
Results based on objectives
• Determine the content
• Determine delivery method
• Create the materials
Deliver the content
Thank you

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Train the trainers