We will change the way of training in your company.
Many companies today employ experienced internal trainers and consultants with tight job descriptions. What new skills can be offered to these people by an Interquality Train the Trainer course?
Try answering the following questions to get some inspiration:
Do you have trouble proving the effectiveness of your training?
Do you yourself question the relevancy of your training to the everyday needs of the participants or your company?
Do you suffer from nervousness and/or strained voice?
Is your data projector on more than 50 % of the training time?
Have you got the feeling that your training is too short and comprehensive to be interactive?
Do you sometimes feel your delegates are loosing concentration?
Do you sometimes face low delegate motivation?
Do your delegates sometimes run off before the end of the training with the apology they need to catch the bus?
Do you sometimes come across various trouble-makers (e.g. fault-finders, late-comers, philosophers)?
In the case that your answer to some of these questions was positive, then our Train the Trainer course should be valuable for you.
Course program
Day 1:
Identifying training needs: How to meet the expectations of the participants and their company
Training design:
- Defining the training objectives (acc. to B.S. Bloom, J. R. Anderson and M.D.Merrill)
- Selecting training methods and content: impressive, effective and pleasurable.
Training evaluation: we got what we wanted (D. Kirkpatrick.)
Constructive feedback: Evaluating without evaluation
Coaching: Changes and wonders in job performance
Day 2:
Nervousness: Minimizing it and making the best of it
The main types of training design
- Workshop facilitation and discussion
- Passing knowledge
- Training skills
- How to change mental processes and attitudes (Landamatics)
Using interactive training techniques: “Divide and rule or organize and let work”??
- The role of games and cranks in training.
- Managing difficult delegates: win-win solution
Who is it for:
Independent or in-house trainers and training consultants, newly appointed trainers
HR managers, training designers
What will I learn?
Design, prepare and deliver an interactive training
Use a portfolio of facilitation and training techniques (with the emphasis on interactivity and effectivity)
Use visual aids effectively
Provide constructive feedback and evaluation
As an internal consultant effectively cooperate with internal customers in order to achieve the desirable changes.
Select, prepare and carry out the training evaluation, implement the results into the training process
We will change the way of training in your company.
Many companies today employ experienced internal trainers and consultants with tight job descriptions. What new skills can be offered to these people by an Interquality Train the Trainer course?
Try answering the following questions to get some inspiration:
Do you have trouble proving the effectiveness of your training?
Do you yourself question the relevancy of your training to the everyday needs of the participants or your company?
Do you suffer from nervousness and/or strained voice?
Is your data projector on more than 50 % of the training time?
Have you got the feeling that your training is too short and comprehensive to be interactive?
Do you sometimes feel your delegates are loosing concentration?
Do you sometimes face low delegate motivation?
Do your delegates sometimes run off before the end of the training with the apology they need to catch the bus?
Do you sometimes come across various trouble-makers (e.g. fault-finders, late-comers, philosophers)?
In the case that your answer to some of these questions was positive, then our Train the Trainer course should be valuable for you.
Course program
Day 1:
Identifying training needs: How to meet the expectations of the participants and their company
Training design:
- Defining the training objectives (acc. to B.S. Bloom, J. R. Anderson and M.D.Merrill)
- Selecting training methods and content: impressive, effective and pleasurable.
Training evaluation: we got what we wanted (D. Kirkpatrick.)
Constructive feedback: Evaluating without evaluation
Coaching: Changes and wonders in job performance
Day 2:
Nervousness: Minimizing it and making the best of it
The main types of training design
- Workshop facilitation and discussion
- Passing knowledge
- Training skills
- How to change mental processes and attitudes (Landamatics)
Using interactive training techniques: “Divide and rule or organize and let work”??
- The role of games and cranks in training.
- Managing difficult delegates: win-win solution
Who is it for:
Independent or in-house trainers and training consultants, newly appointed trainers
HR managers, training designers
What will I learn?
Design, prepare and deliver an interactive training
Use a portfolio of facilitation and training techniques (with the emphasis on interactivity and effectivity)
Use visual aids effectively
Provide constructive feedback and evaluation
As an internal consultant effectively cooperate with internal customers in order to achieve the desirable changes.
Select, prepare and carry out the training evaluation, implement the results into the training process