Train the Trainers: Andragogy

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

How Trainers Get Trained

• Seminars and workshops 46%
• Training conferences 22%
• Other conferences 8%
• Periodicals 8%
• Books 7%
• Degree programs 4%
• Self study 4%
• Films 1%

Andragogy: Adult Learning and Adult Training

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:

• Motivated and want to learn particularly if needed
• Motivated by intrinsic & extrinsic motivators
• Adults have a need to know why they should learn
• Immediate benefit
• Adults have a need to be self-directing
• Immediate and repeated opportunities for practicing
• Centers on realistic problems
• Task centered orientation to learning
• Past experiences
• Need for mutual planning
• Informal and congenial environment
• Status difference

Types of Training

• Class room (within company premises)
• Class room (outside company premises)
• On the job
• Outdoor
• Computer based (CBT)
• Distance learning
• Web based

Determining Training Needs

• Training needs surveys
• Task analysis
• Performance analysis (Appraisals)
• 360 Degrees feedback
• Competency mapping
• Organizational requirements: new technology, new management initiatives, reorganization etc

(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/)