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/)