Tuesday, November 2, 2010

Train the Trainers: Preparation

(Refer all the previous posts for better understanding and benefits for you).

Know Your Audience (Trainees)

  • Know about their organization(s)
  • Trainees’ profile:
    - Department or discipline
    - Knowledge (pre-existing) level
    - Experience level
    - Age
    - Hierarchical level/Designations
    - Language
  • Trainees’ concerns/motivation
  • Trainees’ expectations from training
  • NOT just what they want to learn, but what it is that they wish to accomplish

Designing a Training Module

  • For which management initiative? Objectives?
  • Establishing the need for training in that subject.
  • Which mindsets need to be changed?
  • Concepts clarification
  • Implementation steps: case studies
  • How the participants can integrate in their day-to-day working?
  • Possible action plan
  • Effective beginning
  • Logical sequencing
  • Connect the sessions well
  • Should look relevant
  • Make use of
    - Discussions
    - Individual & group activities
    - Management exercises and games
    - Audio visual aids
    - Peer group learning

Duration and Timing

  • Work out an appropriate duration
    - Understand the objectives once more
    - Work out the contents
    - Decide the methodologies
    - Sequence
    - Estimate duration of each session
    - Err on the lower side (let trainees crave for more)
    - Freeze the duration
  • Timing is important

Preparation

  • Prepare overall design
  • Break it down into appropriate sessions
  • Develop each session
    - Contents
    - Steps and sequence
    - Methodology
    - Duration
    - Presentation material
    - Reading/reference material
    - Action plan
  • Start preparing presentation material (OHP, PPT, Multi-media, Video films)
  • Start preparing reading/reference material
  • Start preparing exercises, activities, case studies, management games, instruments
  • Start preparing for lecturettes/discussions

Session Planning

  • Introduction: what are the goals for this lesson? It should be about 10% of your time
  • Body: this is the main section where you are actually teaching the idea. It should be about 70% of your time
  • Conclusion: Remind people of what they have learned and leave time for questions. This should be about 20% of your presentation. Be careful about packing too much stuff into a presentation that you don't leave time for your conclusion or for questions.

Various Methodologies for Sessions

  • Lecturettes and Discussions
  • Peer group learning (involving trainees)
  • Case studies
  • Stories/Anecdotes/Examples
  • Individual activities and Group activities
  • Role plays
  • Exercises on paper
  • Psychological instruments /Assessment questionnaires
  • Audio-visuals (OHP, PPT, Multi-media, Video films)
  • Questions answers
  • Action Plan

Plan Session Starters (Appetizers)

  • Use Ice breakers
  • Mutual Introductions
  • Create informal & congenial environment
  • Establish code of conduct
  • Understand their expectations/concerns
  • Establish your credibility as an ace trainer
  • Establish need for the topic
    - Help trainees know their lack of knowledge in subtle way
    - Help trainees know their lack of skills in subtle way
    - Put them at cross roads
    - Startle them/threaten
    - Surprise them with new inputs

(You may like to use the additional reference material pertaining to becoming a great trainer at
Management Games, Management Exercises and Icebreakers at http://shyam.bhatawdekar.com/ and http://management-games-icebreakers.blogspot.com/ and
Management Anecdotes or Management Case Studies at http://management-anecdotes.blogspot.com/ or http://corporate-case-studies.blogspot.com/)

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