Train the Trainer
Keeping information fresh and reinforcing new learning is a constant challenge to the adult trainer. How do you choose activities that are fun but meaningful? How do you assess the level of knowledge already in the room? Is there a formula for creating a successful training session? Find out during an active day of training the trainer.
Whether you need to train inexperienced trainers or infuse a little energy into seasoned professionals, this train-the-trainer program will teach participants how to determine the needs of an audience, improve classroom charisma, handle hecklers, use activities effectively, and more.
Bring Trainer the Trainer seminar to your company today. »
Program Objectives
At this program’s conclusion, participants should be able to:
- Train with Confidence.
- Write a personal development action plan.
- Identify the characteristics of an exceptional trainer.
- Explain how adults differ from children in the way they learn.
- Understand and identify different behavioral styles and adapt training as necessary.
- Use experiential learning in designing training programs.
- Demonstrate their understanding of new material through completion of case studies.
- Explain what a solid training program looks like.
- Be able to describe a needs analysis and why it is a necessary step in any training program.
- Explain various methods for making lecture-based programs active, interesting, and memorable.
- Develop strategies for handling hecklers, bullies, and other difficult participants.
- Point out the highlights and pitfalls of various visual aid options and classroom seating arrangements.
- Present information in a clear, concise, engaging manner.
- Demonstrate successful understanding of key concepts during a practice presentation.
FAST FACTS
Who Should Attend?
This workshop is recommended for managers, supervisors, the accidental trainers, and even experienced trainers who need to learn the science of training adult learners.
How long will the workshop be?
This workshop is best for five days. I have delivered the same for three days for a small number of participants.
How many people may participate?
This can be conducted for five, ten, fifteen, twenty or even sixty participants. Best for ten to fifteen people.
What is your training method?
This is a workshop. Experiential training, one of the lessons the participants will learn, is effective for adult learners. They will learn by doing and not simply by listening or reading. Every lesson is meant to be applied in the workplace. No useless talks.
How can we bring this workshop to our organization?
Email us here: metroseminars@jefmenguin.com
Some nice words for the facilitator
“ Jef is a conscientious teacher, mentor, and trainor. A supportive person, he makes his students feel comfortable and subtly pushes his clients to the best they can. His workshops are lively and very enjoyable. Everyone he taught at the Farm at San Benito is thankful for the valuable lessons they learned from him. He is an excellent communicator, speaker and leader. ”
Perla E. Rempe (President, THE FARM AT SAN BENITO)
Learning Content
The following outline highlights some of the course’s key learning points. As part of your training program, I will modify content as needed to meet your business objectives. Upon request, I will provide you with a copy of participant materials prior to the session(s).
You Make The Difference: The Trainer Within You
Trainers cannot go beyond their beliefs. In this session, the participants will figure out what they want, examine their values, and set themselves to high standards.
The Best, the Bad, and the Bore: Characteristics of Exceptional Trainers
Some trainers are excellent. Some are less than stellar. Most fall in between. This foundation lesson defines the characteristics of exceptional trainers and what it takes to become one of the best. Further, it explores the pitfalls poor trainers experience and how to avoid them.
“For Adults Also”: Understanding Adult Learning Principles
Adult learners are unique: they are people with years of experience; they have established values, beliefs, and opinions; and they have a deep need to be self-directing. This component explains adult learning principles and styles. Participants will identify their own training styles, the styles of their different types of adult learners, and how to adjust to each for better learning.
The Big Picture: What a Solid Training Program Looks Like
Participants will review the elements of a successful training program including such features as needs analysis and evaluation.
Needs Analysis: From Performance Gap to Objectives
Whether a trainer is developing a program from scratch or teaching existing material, a needs analysis is critical. How do you know if your training dollar is being spent wisely? Is training the best solution for improving skills? Participants will learn how to determine what their participants think is important; what they don’t know that they need to know in order to do their jobs; if training is the best approach for acquiring those skills; and how to write solid training objectives
Make Learning Interesting: Icebreakers, Energizers, and Activities That Teach
Active training equals effective learning when done well. When done poorly, however, activities fail to tie in to learning objectives. This segment introduces 100 proven “training games” and how to use them for maximum impact to keep learning fresh and energetic. The participants will also learn active training techniques to help learners learn twice at half the time.
The Elders, Talkers, Bullies, and Know-It-Alls: Managing Difficult Participants
It is sometimes said that “there is one in every group.” A difficult person makes the trainer’s job a challenge at best. Learning how to manage those participants who don’t want to be in training is an essential skill of top trainers. This module explores handling difficult people and how to turn them into active participants in the learning process.
About Jef Menguin
He is a motivational speaker, training expert, and a trying hard blogger. Jef Menguin is based in the Philippines and enjoys touring around his country (think of 7107 islands) and helping companies in equipping and motivating people.
Flipcharts, PowerPoint, and Slides: Help Them Remember and Transfer Knowledge
Choosing and using visual aids is an integral part of the training process. This section reviews available options and the benefits and drawbacks of each. Each day, about 300 million people are using the PowerPoint Presentations. Ninety eight percent of them bore you to death. The participants will learn how to create brain-friendly PowerPoint.
Rapid Instructional Design
What do you do when you don’t have much time to prepare? In this session, the participants will learn how to create quality instructional design under time pressure.
Trainers’ Survival Guide: Answers to the Toughest Questions
What do you do when you don’t know the answer? How do you keep training fresh and interesting to the trainer? What if your participants just aren’t responding? This challenging discussion gives participants an opportunity to solve the problems encountered by both experienced and new trainers alike.
At the program’s conclusion, participants will have an understanding of adult learning principles, how to write effective learning objectives, how to use activities effectively, and how to handle the toughest crowds. When combined with presentation skills training, participants will benefit from individual coaching to improve their specific challenges as trainers and presenters.
Yes, you can print the description of this program.
Download the description of this training program in your preferred format. The description in this page will not look nice on paper. If you like to print directly from the website, try this plain copy.
Do you need help in presenting this program to your company?
We can sit down with your people. We simply ask to talk first to the leaders of your organization. We like to make business with leaders are committed to make change while making their millions. We are not here to get your money; we simply ask a portion of what we believe you can gain from this program.