tag:blogger.com,1999:blog-84123299650299405632024-02-20T08:00:55.392-08:00Train the TrainersProdcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.comBlogger14125tag:blogger.com,1999:blog-8412329965029940563.post-29400414274891982402011-01-11T20:41:00.001-08:002011-12-25T22:17:48.471-08:00Train the Trainers: Training Effectiveness<div dir="ltr" style="text-align: left;" trbidi="on"><div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><i>For everything you wanted to know on <b><span style="color: red;">building leadership and management</span></b>, refer <b><span style="color: #009900;">Shyam Bhatawdekar’s website</span></b>: <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a><br />
<br />
(Refer our <b><span style="color: #009900;">High Quality</span></b> Management Encyclopedia <b><span style="color: #ff6600;">“Management Universe”</span></b> at: <a href="http://management-universe.blogspot.com/"><span style="color: #888888;">http://management-universe.blogspot.com/</span></a>)</i>(Refer all the previous posts for better understanding and benefits for you).</div><div class="post-body entry-content"><br />
</div><div class="post-body entry-content"><b><span style="color: #ff6600;">Ensuring Effectiveness of Training</span></b></div><div class="post-body entry-content"><br />
</div><div class="post-body entry-content">During the Training:</div><div class="post-body entry-content"><br />
</div><div class="post-body entry-content"><ul><li>Active participation through discussions, role plays, activities, exercises </li>
<li>Recap by participants (trainees) </li>
<li>Learning diary by trainees </li>
<li>End of the session or end of the day test/quiz </li>
<li>Test/quiz at the beginning of the program and again at the end of the program </li>
<li>Moral (gentlemanly) contract between trainer and trainee for implementation </li>
<li>Formal action plan for organization and self (by trainees) </li>
<li>Project and its presentation using learnings (by trainees) </li>
<li>Case study presentation using learnings (by trainees) </li>
<li>End of the day feed back from trainees</li>
</ul></div><br />
<b><span style="color: #ff6600;">Ensuring Effectiveness of Training</span></b><br />
<br />
Post Training:<br />
<br />
<ul><li>Trainer keeps a track through follow-up with trainees and makes periodic assessment of what and how much the trainees are implementing </li>
<li>Keeping a track of personal action plan of each trainee periodically and presentation by the trainees on their behavior changes </li>
<li>Departments’ involvement during building action plan after the training and tracking by department(s) and also by the trainer </li>
<li>Refresher courses </li>
<li>Post program reading by the trainees guided by the trainer and the departments</li>
</ul><br />
<span style="color: #ff6600;"><b>Training Effectiveness: </b></span><span style="color: #ff6600;"><b><i>Assess How Well You Did </i></b></span><br />
<br />
<span style="color: black;">Introspect your performance as a trainer to know how well you did in your seminar or workshop by ticking out against the points given below (the list of the parameters given below is not necessarily comprehensive): </span><br />
<br />
<ul><li>Dressed appropriately </li>
<li>Stated objectives </li>
<li>Restated objectives at end </li>
<li>Avoided unnecessary jokes </li>
<li>Spoke at normal pace </li>
<li>Spoke loudly and clearly </li>
<li>Good body language </li>
<li>Interactive </li>
<li>Prepared for interruptions </li>
<li>Looked at audience </li>
<li>Patient and polite </li>
<li>Repeated/restated each question </li>
<li>Answered questions at the right time </li>
<li>Answered appropriately </li>
</ul><br />
<i>(You may like to use the additional reference material pertaining to becoming a great trainer at <b><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></b> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<b><span style="color: #ff6600;">Management Anecdotes or Management Case Studies</span></b> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>) </i><br />
<br />
<i><span style="color: lime;">If you are interested in "<a href="http://training-games.blogspot.com/"><b>Training Games</b></a>" refer: </span> <a href="http://training-games.blogspot.com/">http://training-games.blogspot.com/</a></i></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-64785387900809816162011-01-10T22:51:00.001-08:002011-01-10T22:53:25.709-08:00Train the Trainers: Presentation<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><em>For everything you wanted to know on <strong><span style="color: red;">building leadership and management</span></strong>, refer <strong><span style="color: #009900;">Shyam Bhatawdekar’s website</span></strong>: <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a><br />
<br />
(Refer our <strong><span style="color: #009900;">High Quality</span></strong> Management Encyclopedia <strong><span style="color: #ff6600;">“Management Universe”</span></strong> at: <a href="http://management-universe.blogspot.com/"><span style="color: #888888;">http://management-universe.blogspot.com/</span></a>)</em>(Refer all the previous posts for better understanding and benefits for you).<br />
<br />
<span style="color: #ff6600;"><span style="color: black;">It will be also worthwhile to read</span><strong> </strong></span><span style="color: black;">about the presentation skills at: (Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/"><span style="color: #2288bb;">http://presentation-effectiveness.blogspot.com/</span></a> and about public speaking at: (Public Speaking) <a href="http://public-speak-skill.blogspot.com/"><span style="color: #2288bb;">http://public-speak-skill.blogspot.com/</span></a> </span><br />
<strong><span style="color: #ff6600;"></span></strong><br />
<strong><span style="color: #ff6600;">Oral Presentation Advice</span></strong><strong><span style="color: #ff6600;"></span></strong><br />
<br />
Things to think About<br />
<ul><li>Oral Communication is different from written communication:<br />
-Listeners have one chance to hear your talk and can't "re-read" when they get confused.<br />
-To communicate your points effectively stick to K.I.S.S. (keep it simple stupid). Focus on getting one to three key points across.<br />
-Tell them what you're going to tell them (forecast), tell them, and tell them what you told them (summary). </li>
<li>Think about your audience. </li>
<li>Think about your goals. </li>
<li>Prepare. </li>
<li>Practice in public.</li>
</ul><br />
<strong><span style="color: #ff6600;">During Your Training Presentation </span></strong><br />
<br />
<ul><li>State your objectives at start of your talk and then restate them again at the end of the talk. In the body of your talk, talk about how your material relates to these objectives. </li>
<li>Avoid making unnecessary jokes. </li>
<li>Speak at a normal pace. </li>
<li>Speak loud enough. </li>
<li>Check for understanding:<br />
-Notice if your audience is doing what you have asked them to do.<br />
-Ask if there are any questions so far.<br />
-Make sure everyone is keeping up with you. </li>
<li>Watch your body language. </li>
<li>Be interactive- pose questions and make eye contact. </li>
<li>Be prepared for interruptions. </li>
<li>Look at your audience, not at the board or at the computer screen or LCD projection etc. </li>
<li>Remember what may come as second nature to you is new and may be very challenging for your audience. Be patient and polite. </li>
<li>Always have a back up plan in case there is some problem with the technology (power out, web site down, LCD or laptop not working etc). </li>
<li>Repeat/restate each question:<br />
-The entire audience should hear the question.<br />
-Be sure of what is being asked. </li>
<li>Wait for the person to finish answering the question. </li>
<li>When to answer questions?<br />
-Answer right away- questions that are on topic and can help most people in the class.<br />
-Postpone until break or after a talk questions aimed at resolving specific problems, off topic questions. </li>
<li>Avoid prolonged discussions with one person. </li>
<li>If you don't know the answer, admit it. Then you can:<br />
-Offer to find the answer and get back to the person.<br />
-Suggest someone else to contact, references etc.<br />
-Ask the audience for suggestions. </li>
</ul><br />
<strong><span style="color: #ff6600;">Reach Your Audience at Different Levels</span></strong><br />
<br />
<ul><li>Rational/intellectual- appeal to the mind. </li>
<li>Emotional- appeal to the heart. </li>
<li>Spiritual- appeal to the soul (meaning to mind and heart together). </li>
</ul>Depending upon the requirements.<br />
<br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at <strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<span style="color: #ff6600;"><strong>Management Anecdotes or Management Case Studi</strong></span><span style="color: #ff6600;"><strong>es</strong> </span>at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>) </em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-82926628583810867602011-01-09T21:39:00.001-08:002011-01-09T21:40:45.026-08:00Train the Trainers: Organizing the Training Sessions<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><em>For everything you wanted to know on <strong><span style="color: red;">building leadership and management</span></strong>, refer <strong><span style="color: #009900;">Shyam Bhatawdekar’s website</span></strong>: <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a><br />
<br />
(Refer our <strong><span style="color: #009900;">High Quality</span></strong> Management Encyclopedia <strong><span style="color: #ff6600;">“Management Universe”</span></strong> at: <a href="http://management-universe.blogspot.com/"><span style="color: #888888;">http://management-universe.blogspot.com/</span></a>)</em><br />
<br />
<br />
(Refer all the previous posts for better understanding and benefits for you).<br />
<br />
<span style="color: #ff6600;"><strong>Organize Before Your Training Session</strong></span><span style="color: #ff6600;"><strong> </strong></span><br />
<br />
<ul><li>Check out the room the day before you will impart training there, if possible. </li>
<li>Arrive 10-15 minutes beforehand to get set up, make sure the computers work; turn on the projector, etc. </li>
<li>Don't be afraid to politely tell those who want to speak with you that you will allow time for questions and that you need the time before the workshop to get set up. </li>
<li>Dress to be respected. This doesn't necessarily mean a suit, but it probably doesn't mean flip-flops either. </li>
<li>Check your appearance carefully (zippers, parsley in your teeth etc). </li>
</ul><br />
<strong><span style="color: #ff6600;">Training Room Arrangements </span></strong><br />
<br />
<ul><li>Ambiance is very important: spic & span. </li>
<li>Seating layout: U shape, restaurant type, auditorium type- depends on objectives. </li>
<li>Lighting and switches. </li>
<li>Furniture: comfortable ergonomically. </li>
<li>Presentation hardware: computer, multi-media projector, overhead projector, slide projector, white board, colored markers, pointer (metal/wooden/electronic), flip chart board and stationery, participants’ stationery. </li>
<li>Away from disturbance: Make sure there is no disturbance because of telephones, cell phones, participants leaving for their personal/departmental work. </li>
<li>Interspersed breaks: beverages, snacks and lunch/dinner arrangements and timings. </li>
<li>Work out the start and finish timings (don’t stretch beyond finish time).</li>
</ul><br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at <strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #009900;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-7689045035211042682011-01-08T03:37:00.000-08:002011-01-08T03:39:42.425-08:00Train the Trainers: Practice, Practice, Practice<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content">(Refer all the previous posts for better understanding and benefits for you).<br />
<strong><span style="color: #993300;"></span></strong><br />
<strong><span style="color: #993300;">Practice, Practice, Practice!!</span></strong><br />
<br />
This includes:<br />
<br />
<ul><li>Reading through the material for your talk several times. </li>
<li>Practicing in front of a mirror or using your friends as guinea pigs. </li>
<li>Assisting with a workshop/class on a particular topic before teaching it yourself. </li>
<li>Run through the entire talk! Don't just stop where you run into problems. </li>
</ul><br />
<strong><span style="color: #993300;">Profile of a Trainer </span></strong><br />
<br />
<ul><li>Authentic </li>
<li>Enthusiastic </li>
<li>Confident </li>
<li>Well mannered and well groomed </li>
<li>Excellent presenter </li>
<li>Excellent communication and interpersonal skills </li>
<li>Time conscious </li>
<li>Action oriented </li>
<li>Can relate to critical success factors (CSFs) of the organization </li>
</ul><br />
<strong><span style="color: #993300;">How to Be Confident? </span></strong><br />
<br />
<ul><li>Choose the theme where you are really good at- you are an expert </li>
<li>Work out a complete clarity about the objective(s) of your training session(s) </li>
<li>Know your audience profile and then plan </li>
<li>Detailed home work on your session plan </li>
<li>Anticipate questions and keep the answers ready </li>
<li>Practice your delivery/develop presentation skills. <em>Refer: (Presentation Skills) <a href="http://presentation-effectiveness.blogspot.com/"><span style="color: #888888;">http://presentation-effectiveness.blogspot.com/</span></a> and (Public Speaking) <a href="http://public-speak-skill.blogspot.com/"><span style="color: #2288bb;">http://public-speak-skill.blogspot.com/</span></a></em> </li>
<li>Sleep well the night before, relax </li>
<li>Do a bit of stretching exercises/take a walk </li>
<li>Dress smart befitting the occasion </li>
<li>Keep training venue ready from all angles </li>
<li>Keep your training material ready and in sequence </li>
</ul><br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at <strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at </em><em><a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #006600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-35266874552984869722010-11-08T22:32:00.001-08:002010-11-08T22:33:49.771-08:00Train the Trainers: Preparation (PowerPoint Presentation)<div class="post-body entry-content"><em>(Refer all the previous posts for better understanding and benefits for you). </em><br />
<br />
<strong>Creating a Great Presentation Using PowerPoint or OHP </strong><br />
<br />
<em>1. Plan </em><br />
<br />
“If you don’t know your destination, you may not ever reach there.” So before preparing your PowerPoint presentation know: <br />
<br />
• Your audience <br />
• Purpose or goal of your talk/training <br />
<br />
<em>2. Organize </em><em></em><br />
<br />
As mentioned in earlier post, divide your session duration as given below: <br />
<br />
• Introduction: 10% <br />
• Body: 70% <br />
• Conclusion: 20% <br />
<br />
<em>3. Develop Content </em><br />
<em><br />
</em>• List key points <br />
• Clusters <br />
• Focus on one key point or category per page but you don’t have to say it all on the slide <br />
<br />
<em>4. Layout</em><br />
<br />
</em>• Use action words <br />
• Not more than 6-8 words per line <br />
• Not more than 6-8 lines per slide <br />
• Not more than 50 words per slide <br />
<br />
<em>5. Fonts </em><br />
<br />
• Choose one or two fonts and stick with them throughout your presentation <br />
• Make fonts large enough to read easily; nothing smaller than 24 points <br />
<br />
<em>6. Graphics</em> <br />
<br />
• Consider all graphics as a single design and then divide it in several slides to fit into each other seamlessly and telescopically (work from whole to parts) <br />
• Balance filled and empty spaces <br />
• Use visual contrast e.g. light letters on blue background etc <br />
• Use consistent style of images: line, drawing, photograph, cartoon <br />
• Use graphs like bar charts, area charts, pie charts or any other type of graph or chart as <br />
appropriate (need not necessarily have to use all of them in one single presentation unless <br />
appropriate) <br />
• Limit number of items graphed; do not crowd <br />
• Be consistent with other visual elements <br />
<br />
<em>7. Special Effects </em><br />
<br />
• Before using an effect answer the question, "Does the effect enhance or distract?" <br />
• Also ask, "Is the effect part of the message?" <br />
<br />
<em>8. Supplement Your PPT with Reading and Reference Material (Handouts and Notes)</em> <br />
<br />
• Print handouts and notes and share with your audience and ask them to refer them as per <br />
your directions <br />
<br />
<em>9. Grammar and Spellings</em> <br />
<br />
• Do use the spell and grammar checker and make sure that all the spellings and grammar are <br />
correct <br />
<br />
<em>10. Timing of Presentation</em> <br />
<em><br />
</em>• Practice timing for each slide and so, the entire presentation <br />
<br />
<strong>Summary of Some Rules of thumb for Presentation Pages </strong><br />
<br />
• 5 minutes per slide <br />
• One main idea with 5-9 points per slide <br />
• 5-7 words per point (talking points, not whole presentation) <br />
• Use graphics when they add to or help explain material <br />
• Don't overuse graphics <br />
• Any decent font <br />
• Large and bold enough to be seen clearly and easily on a big screen from the farthermost locations in the venue <br />
<br />
</em><em></em><br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at <br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and <br />
<strong><span style="color: #993300;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>) </em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-30871637328517472992010-11-02T23:50:00.000-07:002010-11-02T23:53:07.212-07:00Train the Trainers: Preparation<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><em>(Refer all the previous posts for better understanding and benefits for you).</em><strong></strong><br />
<br />
<strong>Know Your Audience (Trainees)</strong><br />
<br />
<ul><li>Know about their organization(s) </li>
<li>Trainees’ profile:<br />
- Department or discipline<br />
- Knowledge (pre-existing) level<br />
- Experience level<br />
- Age<br />
- Hierarchical level/Designations<br />
- Language </li>
<li>Trainees’ concerns/motivation </li>
<li>Trainees’ expectations from training </li>
<li>NOT just what they want to learn, but what it is that they wish to accomplish</li>
</ul><br />
<strong>Designing a Training Module </strong><br />
<br />
<ul><li>For which management initiative? Objectives? </li>
<li>Establishing the need for training in that subject. </li>
<li>Which mindsets need to be changed? </li>
<li>Concepts clarification </li>
<li>Implementation steps: case studies </li>
<li>How the participants can integrate in their day-to-day working? </li>
<li>Possible action plan </li>
<li>Effective beginning </li>
<li>Logical sequencing </li>
<li>Connect the sessions well </li>
<li>Should look relevant </li>
<li>Make use of<br />
- Discussions<br />
- Individual & group activities<br />
- Management exercises and games<br />
- Audio visual aids<br />
- Peer group learning </li>
</ul><br />
<strong>Duration and Timing</strong><br />
<br />
<ul><li>Work out an appropriate duration<br />
- Understand the objectives once more<br />
- Work out the contents<br />
- Decide the methodologies<br />
- Sequence<br />
- Estimate duration of each session<br />
- Err on the lower side (let trainees crave for more)<br />
- Freeze the duration </li>
<li>Timing is important</li>
</ul><br />
<strong>Preparation </strong><br />
<br />
<ul><li>Prepare overall design </li>
<li>Break it down into appropriate sessions </li>
<li>Develop each session<br />
- Contents<br />
- Steps and sequence<br />
- Methodology<br />
- Duration<br />
- Presentation material<br />
- Reading/reference material<br />
- Action plan </li>
<li>Start preparing presentation material (OHP, PPT, Multi-media, Video films) </li>
<li>Start preparing reading/reference material </li>
<li>Start preparing exercises, activities, case studies, management games, instruments </li>
<li>Start preparing for lecturettes/discussions</li>
</ul><br />
<strong>Session Planning </strong><br />
<br />
<ul><li>Introduction: what are the goals for this lesson? It should be about 10% of your time </li>
<li>Body: this is the main section where you are actually teaching the idea. It should be about 70% of your time </li>
<li>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.</li>
</ul><br />
<strong>Various Methodologies for Sessions</strong><br />
<br />
<ul><li>Lecturettes and Discussions </li>
<li>Peer group learning (involving trainees) </li>
<li>Case studies </li>
<li>Stories/Anecdotes/Examples </li>
<li>Individual activities and Group activities </li>
<li>Role plays </li>
<li>Exercises on paper </li>
<li>Psychological instruments /Assessment questionnaires </li>
<li>Audio-visuals (OHP, PPT, Multi-media, Video films) </li>
<li>Questions answers </li>
<li>Action Plan</li>
</ul><br />
<strong>Plan Session Starters (Appetizers)</strong><br />
<br />
<ul><li>Use Ice breakers </li>
<li>Mutual Introductions </li>
<li>Create informal & congenial environment </li>
<li>Establish code of conduct </li>
<li>Understand their expectations/concerns </li>
<li>Establish your credibility as an ace trainer </li>
<li>Establish need for the topic<br />
- Help trainees know their lack of knowledge in subtle way<br />
- Help trainees know their lack of skills in subtle way<br />
- Put them at cross roads<br />
- Startle them/threaten<br />
- Surprise them with new inputs</li>
</ul><br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #ff6600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-76130491415131884942010-10-29T23:32:00.000-07:002010-11-02T23:55:48.525-07:00Train the Trainers: Planning<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><em>(Refer all the previous posts for better understanding and benefits for you).</em><br />
<br />
<strong>Trainer’s Portfolio</strong><br />
<br />
<ul><li>Planning </li>
<li>Preparation </li>
<li>Organizing </li>
<li>Practice </li>
<li>Presentation </li>
<li>Handling Questions </li>
<li>Putting it into Practice (implementation aspects of training)</li>
</ul><br />
<strong>Planning</strong><br />
<br />
<ul><li>Purposes of the training/talk </li>
<li>Type of training/talk (informal, formal) </li>
<li>Audience </li>
<li>Know the organization(s) of the audience </li>
<li>Time: Duration and timing </li>
</ul><br />
<strong>Purposes of the Training/Talk </strong><br />
<br />
<ul><li>To change the mindsets </li>
<li>To create enthusiasm/motivation </li>
<li>To impart knowledge </li>
<li>To develop skills/competencies </li>
<li>To create awareness </li>
<li>To generate consensus </li>
<li>To get a buy-in </li>
<li>To communicate company’s plans/policies </li>
<li>To deploy a policy </li>
<li>To implement an initiative </li>
<li>To develop an action plan </li>
</ul><br />
<strong>The Levels of Competence</strong> <br />
<br />
For more details, refer <a href="http://shyam-bhatawdekar.blogspot.com/"><span style="color: #888888;">http://shyam-bhatawdekar.blogspot.com/</span></a> and <a href="http://competency-matrix.blogspot.com/"><span style="color: #888888;">http://competency-matrix.blogspot.com/</span></a> <br />
<ul><li>Level 1: Unconsciously unconscious or unconsciously incompetent. </li>
<li>Level 2: Consciously unconscious or consciously incompetent. </li>
<li>Level 3: Consciously conscious or consciously competent. </li>
<li>Level 4: Unconsciously conscious or unconsciously competent. </li>
</ul><br />
<strong>How to Make an Expert out of an Ordinary: <em>The Steps</em></strong><br />
<ol><li>Desire: Want to </li>
<li>Knowledge: What to? Why to? </li>
<li>Skill: How to? </li>
<li>Implement: Practice, practice and practice</li>
</ol><em>Resultant:</em> is an Expert out of an Ordinary.<br />
<br />
Also refer <a href="http://shyam-bhatawdekar.blogspot.com/"><span style="color: #888888;">http://shyam-bhatawdekar.blogspot.com/</span></a> and <a href="http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4"><span style="color: #2288bb;">http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4</span></a>#<br />
<br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #cc6600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>) </em></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-1276968475158317842010-10-26T23:14:00.000-07:002010-10-26T23:15:34.854-07:00Train the Trainers: Andragogy<em>(Refer all the previous posts for better understanding and benefits for you).</em><br />
<br />
<strong>How Trainers Get Trained </strong><br />
<ul><li>Seminars and workshops 46% </li>
<li>Training conferences 22% </li>
<li>Other conferences 8% </li>
<li>Periodicals 8% </li>
<li>Books 7% </li>
<li>Degree programs 4% </li>
<li>Self study 4% </li>
<li>Films 1% </li>
</ul><strong>Andragogy: <em>Adult Learning and Adult Training</em></strong><em> </em><br />
<br />
Trainers should remember that they are training adults who already have some knowledge, some experience, some maturity and some ego. Therefore, while designing, developing and delivering training sessions or talks, they should remember following aspects applicable to adults. Adults display properties and expectations as given below:<br />
<ul><li>Motivated and want to learn particularly if needed </li>
<li>Motivated by intrinsic & extrinsic motivators </li>
<li>Adults have a need to know why they should learn </li>
<li>Immediate benefit </li>
<li>Adults have a need to be self-directing </li>
<li>Immediate and repeated opportunities for practicing </li>
<li>Centers on realistic problems </li>
<li>Task centered orientation to learning </li>
<li>Past experiences </li>
<li>Need for mutual planning </li>
<li>Informal and congenial environment </li>
<li>Status difference</li>
</ul><br />
<strong>Types of Training </strong><br />
<ul><li>Class room (within company premises) </li>
<li>Class room (outside company premises) </li>
<li>On the job </li>
<li>Outdoor </li>
<li>Computer based (CBT) </li>
<li>Distance learning </li>
<li>Web based</li>
</ul><br />
<strong>Determining Training Needs </strong><br />
<ul><li>Training needs surveys </li>
<li>Task analysis </li>
<li>Performance analysis (Appraisals) </li>
<li>360 Degrees feedback </li>
<li>Competency mapping </li>
<li>Organizational requirements: new technology, new management initiatives, reorganization etc </li>
</ul><em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #888888;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #993300;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-65103141485981334262010-10-26T01:01:00.000-07:002010-10-26T01:02:25.278-07:00Train the Trainers: The Beginning<em>(Refer all the previous posts for better understanding and benefits for you).</em><br />
<br />
<strong>Develop an HRD (Training) Model: <em>Steps</em></strong><br />
<br />
1. Vision<br />
<br />
2. Values<br />
<br />
3. Objectives<br />
<br />
4. Critical success factors (CSFs)<br />
<br />
5. HRD (Training) focus<br />
<br />
6. HRD (Training) initiatives<br />
<br />
7. K.I.S.S. (Keep it short and simple or is it "keep it simple stupid!")<br />
<br />
8. Build individual and organizational competencies/skills<br />
<br />
<strong>Organization of Training (HRD) Function: <em>Steps</em></strong><br />
<br />
1. Mission<br />
<br />
2. Key Objective<br />
<br />
3. Customers/consumers<br />
<br />
4. Training product<br />
<br />
- Need identification<br />
- Objective of the product<br />
- Design<br />
- Program development<br />
- Delivery<br />
- Train the trainer<br />
- Ongoing evaluation and improvement<br />
<br />
5. Administration<br />
<br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com/</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #2288bb;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #cc6600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>) </em>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com1tag:blogger.com,1999:blog-8412329965029940563.post-50545556137032914882010-10-25T00:30:00.000-07:002010-10-26T01:05:37.367-07:00Train the Trainers: Relevance of Training<div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;"><em>(Refer all the previous posts for better understanding and benefits for you).</em></span></span></div><br />
<strong>Relevant HRD (Training)- Half the Battle Won </strong><br />
<strong><br />
</strong>• Training should be “value adding” (refer the previous post); it should be strategic.<br />
• It should enhance the value given to the customer by the organization through its people.<br />
• Are you aware of your clients' (trainees'/audiences') and their oeganizations' vision, values and long and short-term objectives?<br />
• What are their focus areas this year and next year?<br />
• Which critical (success) factors will contribute towards achieving their goals (focus areas)? Have they been clearly stated and understood?<br />
• Do your training initiatives fall in line with these?<br />
<br />
<strong>Emergence of Human Resource as No 1 Strategic Resource: Training is Vital </strong><br />
<strong><br />
</strong>• In today’s competitive world only Human Resource will be the deciding factor.<br />
• Therefore, exploit that resource to the hilt.<br />
• Develop and motivate him.<br />
• Develop his attitude/ethic, knowledge & information, his behavior pattern & skills.<br />
• Motivate him so that he is enthusiastic, involved, creative & active.<br />
• Training/HRD is therefore one of the most important requirement.<br />
• Every manager should try to develop himself as a trainer, a coach and a mentor.<br />
<br />
<strong>Difference between Training and Development </strong><br />
<strong><em></em></strong><br />
<strong><em>Training</em></strong><br />
<br />
• Focus on specific job skills and behaviors; also technical, mechanical operations<br />
• Current jobs<br />
• Immediate gains<br />
• Enhancement of a particular skill<br />
• Organizational initiative– extrinsic motivation and imposed evaluation is essential<br />
<br />
<strong><em>Development </em></strong><br />
<br />
• For future jobs, theoretical skills and conceptual ideas. Focuses on long term accruals<br />
• General in nature and ongoing, intrinsic motivation<br />
• No evaluation of development is possible<br />
<br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #2288bb;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #cc6600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com0tag:blogger.com,1999:blog-8412329965029940563.post-57923596811856674962010-10-22T23:29:00.000-07:002010-10-25T00:34:25.783-07:00Train the Trainers: Value for Money<span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;"><em>(Refer all the previous posts for better understanding and benefits for you).</em></span></span><br />
<br />
<span style="mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;"><strong>Value for money (VFM) to Your Trainee's/Audience's Ultimate Customers</strong></span></span> <br />
<div class="post-body entry-content"><div class="MsoTitle" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;"><span style="mso-spacerun: yes;"> </span>Quality X Service Level X Relationship Factor</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><line from="58.05pt,13.65pt" id="_x0000_s1026" style="position: absolute; z-index: 251656192;" to="481.05pt,13.65pt"><span style="font-family: inherit;"></span></line><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;">VFM = ----------------------------------------------------------------------------</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;"><span style="mso-spacerun: yes;"> </span>Price to Customer (Cost within organization) X Lead Time</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;"><span style="mso-spacerun: yes;"> </span>Q X S L X R </span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;">VFM = ------------------------------------------</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"><span style="font-family: inherit;"><span style="mso-spacerun: yes;"> </span>P (C within organization) X L T</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">Any Management System including TRAINING ultimately should aim at enhancing the VFM on a continuous basis (so that it always remains more than what the competitors are providing).</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">Therefore, as a trainer, you should design your training program or talk in a manner such that it delivers what will of benefit to the end customers of your trainees/audience or their organizations.</span></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="mso-bidi-font-size: 10.0pt;"><strong>Value to Your Trainees/Audience</strong></span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><br />
</div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="mso-bidi-font-size: 10.0pt;">In order to effectively and efficiently deliver through your training program or talk what is of benefit to your trainees'/audiences' or their organizations' ultimate or end customers, you should deliver your contents to provide the highest value to your trainees/audience in the following manner.</span></div><div class="MsoPlainText" style="margin: 0in 0in 0pt;"><span style="mso-bidi-font-size: 10.0pt;"> </span><br />
<span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";"> Rapport X Interest X Authentic X Retention X </span><span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";">Utility </span><br />
<span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";">Value = ----------------------------------------------------------------------------------------------------</span><br />
<span style="font-family: "Times New Roman", "serif"; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: "MS Mincho";">Price to Customer (Trainees/Audience or their organizations) X Lead Time</span><br />
<br />
<strong><span lang="EN-GB" style="font-family: inherit; mso-bidi-font-size: 10.0pt;">Customer is the King</span><span lang="EN-GB" style="mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;"></span></strong><br />
<div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><br />
</div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">A customer is the most important </span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">Visitor on our premises.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">He is not interrupting on our work.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">He is the purpose of it.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">He is not outsider to our business.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">He is a part of it.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">We are not doing a favor by serving him.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">He is doing us a favor by giving us</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">Opportunity to do so.</span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span lang="EN-GB" style="font-family: inherit; mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;"> </span></div><div align="center" class="MsoNormal" style="margin: 0in 0in 0pt; text-align: center;"><span style="font-family: inherit;"><span lang="EN-GB" style="mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;"> by </span><span lang="EN-GB" style="mso-ansi-language: EN-GB; mso-bidi-font-size: 10.0pt;">M K Gandhi</span></span></div><div class="MsoTitle" style="margin: 0in 0in 0pt;"><span style="font-family: inherit;"><br />
</span></div><div class="MsoTitle" style="margin: 0in 0in 0pt;"><span style="font-family: inherit;">Your trainees/audience and their organizations are your customers in a "training" situation.</span></div><div class="MsoTitle" style="margin: 0in 0in 0pt;"><span style="font-family: inherit;"><br />
</span></div><div class="MsoTitle" style="margin: 0in 0in 0pt;"><span style="font-family: inherit; font-weight: normal; mso-bidi-font-weight: bold;"><strong><em>A customer focused trainer is a winner trainer.</em></strong></span><br />
<em><br />
<em>(You may like to use the additional reference material pertaining to becoming a great trainer at<br />
<strong><span style="color: red;">Management Games, Management Exercises and Icebreakers</span></strong> at <a href="http://shyam.bhatawdekar.com/"><span style="color: #888888;">http://shyam.bhatawdekar.com</span></a> and <a href="http://management-games-icebreakers.blogspot.com/"><span style="color: #2288bb;">http://management-games-icebreakers.blogspot.com/</span></a> and<br />
<strong><span style="color: #cc6600;">Management Anecdotes or Management Case Studies</span></strong> at <a href="http://management-anecdotes.blogspot.com/"><span style="color: #888888;">http://management-anecdotes.blogspot.com/</span></a> or <a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</em></em></div></div></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com0tag:blogger.com,1999:blog-8412329965029940563.post-28367246798541050232010-10-19T23:06:00.000-07:002010-10-19T23:06:20.183-07:00Train the Trainers: Tutorial Objectives<div class="post-header"><div class="post-header-line-1"></div></div><div class="post-body entry-content"><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">Refer all the previous posts for better understanding and benefits for you.</span></span></div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;"><strong>Objectives of "Train the Trainers" Tutorial</strong></span></span></div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">The "Train the Trainers" tutorial will aim at assisting the readers to improve their effectiveness as trainers so that they can enthuse the trainees/audience of their speaking sessions and impart the information, knowledge and skills to the trainees/audience to their own advantage and to the advantage of their profession and through it to their organizations.</span></span></div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><br />
</div><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">So the tutorial objectives are:</span></span></div><ol><li><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">Assisting the readers to improve their effectiveness as trainers to impart the required information, knowledge and skills to their trainees/audience.</span></span></div></li>
<li><div class="MsoNormal" style="line-height: 150%; margin: 0in 0in 0pt;"><span style="line-height: 150%; mso-bidi-font-size: 10.0pt;"><span style="font-family: inherit;">Making the readers capable of enthusing or motivating their trainees/audience to receive the imparted information, knowledge and skills willingly.</span></span></div></li>
</ol><em><span style="font-family: inherit;"><span style="font-family: inherit;">(You may like to use the additional reference material pertaining to becoming a great trainer at </span></span></em><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 10pt;"><em><span style="font-family: inherit;">Management Games, Management Exercises and Icebreakers at <span style="font-family: "Calibri", "sans-serif"; font-size: 11pt; line-height: 115%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;"><a href="http://shyam.bhatawdekar.com/"><span style="font-family: "Times New Roman", "serif";"><span style="color: #888888;">http://shyam.bhatawdekar.com</span></span></a> and</span> </span></em><a href="http://management-games-icebreakers.blogspot.com/"><span style="color: blue; font-family: inherit;"><em>http://management-games-icebreakers.blogspot.com/</em></span></a></div></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com0tag:blogger.com,1999:blog-8412329965029940563.post-46301698392274636122010-10-18T23:10:00.000-07:002010-10-19T23:03:37.640-07:00Train the Trainers: Pre-tutorial Review<div class="post-body entry-content"><span style="font-family: inherit;">Answer the following questions to begin with the tutorial:</span><br />
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<span style="font-family: inherit;">1. When was the last seminar, workshop, training program, talk or lecture you attended?<br />
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2. What did you like about them? <br />
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3. What could have been done to enhance the learning experience?<br />
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4. Do you remember your favorite instructors or teachers? What do you remember about them?<br />
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5. Do you give your full attention in meetings? What do you do when your attention wanders?<br />
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<em>(You may like to use the additional reference material pertaining to becoming a great trainer at </em></span><br />
<div class="MsoNormal" style="line-height: normal; margin: 0in 0in 10pt;"><em><a href="http://management-anecdotes.blogspot.com/"><span style="color: #2288bb; font-family: inherit;">Management Anecdotes</span></a><span style="font-family: inherit;"> or </span><a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888; font-family: inherit;">Management Case Studies</span></a><span style="font-family: inherit;"> at </span></em><a href="http://management-anecdotes.blogspot.com/"><span style="color: blue; font-family: inherit;"><em>http://management-anecdotes.blogspot.com/</em></span></a><em><span style="font-family: inherit;"> or <span style="line-height: 115%; mso-ansi-language: EN-US; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-language: AR-SA; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-language: EN-US; mso-fareast-theme-font: minor-latin; mso-hansi-theme-font: minor-latin;"><a href="http://corporate-case-studies.blogspot.com/"><span style="color: #888888;">http://corporate-case-studies.blogspot.com/</span></a>)</span></span></em></div></div>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com0tag:blogger.com,1999:blog-8412329965029940563.post-56443575994403809582010-10-14T22:53:00.000-07:002010-10-14T23:19:39.843-07:00Tutorial on Train the Trainers Kicks OffHere you will get step by step lessons to become great trainers. You may be already a trainer or you wish to acquire or enhance your training competencies, visit this place often to sharpen your skills.<br />
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What will be written here will be applicable to the trainers of all the fields of knowledge and education.<br />
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The word "trainer" is used here to encompass all types of people who train others, who are also called faculty members, professors, teachers, lecturers, facilitators, workshop or seminar leaders, key note speakers, professionals who undertake speaking assignments, people conducting various types of meetings and so on.<br />
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So, stay tuned.<br />
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<em><span style="color: red;"><strong>For more topics on management refer:</strong></span><br />
<a href="http://management-universe.blogspot.com/">http://management-universe.blogspot.com/</a></em><br />
<em><a href="http://management-universe-enotes.blogspot.com/">http://management-universe-enotes.blogspot.com/</a><br />
<a href="http://shyam.bhatawdekar.com/">http://shyam.bhatawdekar.com/</a></em>Prodcons Grouphttp://www.blogger.com/profile/03483621255030187693noreply@blogger.com0