TRAIN THE
TRAINER
Organised by
Ahmedabad Management
Association
“You cannot teach a
man anything, you can
only help him discover
it within himself.”
- Galileo
Me Chart
Draw the answers on
the drawing sheet
supplied
ME Chart Questions
Your name
Your strength
Your weakness
Your most precious possession
Your achievement
Your ambition (Your 2030)
A mind is like a parachute…
It works best when open!
Retain
Apply
Transfer
Solve
IMAGE of a Trainer
Impact the audience
Motivate the audience
Adapt to the audience
Goal achievement
Emulated
Five Principles
Learn
Listen
Let them learn
Let them GO!
Leave a legacy!
ME
The
Trainer
Roles of a Trainer
Philosopher Innovator
Motivator Humorist
Catalyst Organizer
Visionary Designer
Communicator Assessor
Open and close
your presentation with a bang!
First Impression Creates the
Best Impression,
But the Last Impression
Always has a
Lasting Impression!
It’s extremely difficult to teach
grown-up people anything. It is
however, relatively easy to create
conditions under which people will
teach themselves.
Sir John Harvey-Jones
“Adults perceive the learning situation
to be of personal concern to them
when the problem that they are
presented with forces them to make
decisions on their own, as they do in
day-to-day life.”
Learning
Occurs in a
Learning Styles
Cycle of Concrete Experiences
Learning and
Doing
Testing Observation
implications of and
concepts in new reflections
situations
Formation of abstract
concepts and generalizations
Honey & Mumford: Learning Styles
Reflector
Activist
Theorist
Pragmatist
Personal Styles
Things to keep in mind:
Each of us develops a personal learning
style that has both weaknesses and
strengths.
We may jump into experiences but fail
to observe the lessons to be learned
from these experiences.
We may form concepts but fail to test
their validity.
Keys to Adult Learning
-Time -Student/coach
-User-Urgent
-Role as a learner relationship
-Attention span -Life-Relevant
-Previous learning
-Humor -User-Friendly
-Risks -Peer group
-Pain/pleasure
-Incentives -Prejudices
-Fear of change
-Previous
experience
-Ability to learn
-Loss of sense of
discovery
Principles of Adult Learning
A. Keep participants active
B. Get feedback
[Link] participants understand the
meaning of the new knowledge or
skill
D. Relate training to their experiences
in life
Learning has
not taken
place until
the behavior
has been
changed
Adults are motivated to gain pleasure and avoid
pain.
Needs - are our most basic motives
Wants - are not as essential as needs, but they are
powerful driving forces which give our lives
direction and energy
Fears – internal forces that can drive people to do
something, or to avoid doing something
Threats - are outside forces acting on us
As a trainer, you have to…
Satisfy needs
Achieve wants
Control fears
Handle threats
Maslow’s Hierarchy of Needs
Self-Actualization
Esteem Needs
Love / Social Needs
Safety Needs
Physiological Needs
Determining Training Needs
A. Now - Existing Levels
B. Should be - Goals set or
levels required
C. The gap - Needs
A C B
Methods to Assess Expectations
Observation
Questionnaires
Fact-finding interview
Trying it yourself
Any others????.........
When should you
assess expectations?
In advance
Pre-course
At the start
During the course
Post course
Intervention
without
Diagnosis
is malpractice
Definition of a Training Course
“A training course is simply the
structured arrangement of ideas
and activities which facilitate
learning.”
The Eight Steps for Course Development
1. Establish Course Objectives
2. Decide on Course Details
3. Discover the Main Points
4. Create the Introduction
5. Write the Trainer’s Notes
6. Include Learning Activities
7. Develop the Conclusion
8. Review the Introduction
Designing the programme
5 wives and 1 husband
What
Who
Why
Where
When
How
Learning Objectives
1. Performance. What must
people do to demonstrate
mastery of the objective?
2. Conditions. Under what
conditions should the learner
be able to do it?
3. Criterion. How well must it
be done?
What People Remember
20% of what they hear
30% of what they see
50% of what they hear and see
90% of what they hear, see, and do
Active participation in the learning
experience is the key to learning and
remembering.
Therefore, the mix of the different learning
methods in each learning experience, no
matter how short, is the key to success.
The Learning Methods
Participative Gives Knowledge
Learning by doing ********** *
Role play ********* **
Case study ******** ***
Presentation ******* ****
Discussion ****** *****
Demonstration ***** ******
Video **** *******
Reading assignment *** ********
Audio ** *********
Lecture * **********
Delivery Tips
Be prepared!
Practice, Practice and Practice some
more
Tell them what you are going to tell
them
– Tell them
– Tell them what you told them
Sparkle your Presentation
Quotations
Anecdotes and Experiences
Humour
Activities and Techniques
Do not overuse any of the above
Three features of Effective
Communication are:
simplicity
specificity
clarity
How to get them to listen?
Attention
Interest
Desire
Conviction
Action
Satisfaction
Present your topic
every time by using
your
Body and Mind.
Use your Body
Language
effectively.
SOFTEN Technique –
must for presenters.
SOFTEN
Smile
Open Posture/Gesture
Forward Lean
Touch
Eye Contact
Nod
Other Things For a Trainer to
Consider
Dealing with challenging
personalities
Listening
Facing the audience (humor,
focus, eye contact, dress,
confidence)
Using resources (audio-
visuals and flip charts)
Self - Evaluation
What did you do right
or what could you do
to improve yourself
as a trainer?
Elements of
Evaluation
1. Program content:
2. Instructional methods:
3. Instructional materials:
4. Delivery:
5. Facilities:
6. Schedule of activities:
YOU the Trainer
Unlearn, upgrade and be unique
RATS
STAR
