Depending onthe particular speaker type, you can use its strong sides to build the presentation differently and also support it with proper visuals. For instance, for a talkative salesman, the agenda slides can provide a structure to follow. On the other hand, a too much detailed analyst on lengthy teacher talk can benefit from having a strong visual section slides that will wake up your audience. #4: Analyze the Listener Groups You may dive deeper into individual learning styles, although it is important to note that the key takeaway here is the balanced design of a training session. Primarily, the role of the Kolb cycle is to provide a framework for you and your trainees to include activities in a training plan in a way in which participants will have the opportunity to engage with a concept in different ways. The 4MAT Model It makes sense to put an extra accent on the method that trainees will use during their Practice Delivery. In our case, flip charts are used, so by the end of the session trainees should have prepared flip chart sheets for the Practice Training Sometimes a training is not going to fulfill certain needs, and this is something that must be considered by, and communicated early to, your trainees! Include scenarios from real situations - extra points if these examples come from their actual work. Here’s the thing: People are more perceptive to things that make an impact on their lives. So, if you connect your session to what they go through in their daily tasks, you’re adding emotion and making your training 10x more relatable.

In our ever-changing world, one of the biggest challenges organisations face is how to stay on top of their game while adapting to new markets, new requirements and environments. To stay competitive, their workforce needs to be up-to-date with the latest trends and technologies, so it is not uncommon for employees to attend trainings in the workplace. A 90-minute session, as scheduled in our template agenda, gives only enough time to scratch the surface of this topic. Actually, this is an excellent topic for an advanced train the trainer course, where participants already have hundreds of training hours behind them and thus many personal experiences to refer to . Not everyone tasked with delivering training has all the skills to be a great trainer. Here are some of the most important skills you need to be Use clear and concise language: Avoid the use of jargon or complex language that may be confusing to your trainees. Use bullet points and short sentences to keep your message clear and focused. Long intense: (1-2 week event ~ 40-80 learning hours): Beyond the basic skills, it allows for some of the more complex interpersonal topics that a trainer needs to master, such as group dynamics, group facilitation and interaction. Trainees are usually expected to design and deliver sessions on a wide range of non-technical topics (e.g. “soft skills” training sessions). This format is particularly useful if your group of trainees will work together in the future, as the length and intensity of the event will accelerate their team development.Trainees should co-deliver in pairs, and you should make sure that each pair has a trainer from your team observing the session. Depending on the number of your trainees – in our case, 16 trainees – this probably requires two rounds of delivery. Start with a template or follow the train the trainer examples and outline above to get a sense of what needs to be included. You will want to ensure to include a mix of training and activities that not only teach your group the skills they need to be effective trainers but keep them engaged. And now let’s review how to proceed with a full day that is dedicated to the topic of Training Design. Needs Assessment You may provide them with a detailed survey soliciting answers around the various aspects of the event and their learning journey. These evaluations should give you useful insights on how to adjust the agenda and scope of your train the trainer event next time.

Our Training Program PPT Templates are slides designed to accommodate activities, quizzes, and other interactive elements to keep the audience engaged and allow them to practice what they have learned. It also includes sessions for group discussions, brainstorming sessions, or even hands-on exercises. If you want participants to achieve long-lasting learning in any training event, then experiential learning is a very effective way to do that. In this segment, your trainees will practice how to brief and debrief an experiential learning activity.. In addition, if your trainees are also expected to coach or mentor other people in the future during their career as a trainer, you may dedicate more time on how to use powerful questions effectively in coaching / mentoring situations. Group DynamicsTeams rotate the envelopes and generate guideline cards for handling other types of disruptive participants. During the evaluation round, team members review the guideline cards generated by other teams and identify the top five suggestions.