Introduction 

The training of Trainers (TOT) program provides you with deep insights into the art of training and facilitation of educational techniques as well as the know-how of developing an interactive course curriculum. Our TOT course will transform skill sets, refining them to make a confident and competent professional trainer. Attendees will explore the psychology behind the learning mechanism of adults/mature learners and take a systematic approach to deliver training sessions that meet participants' needs.

Course Objectives:

• Identifying the characteristics of an exceptional trainer
• Conducting short group training sessions that incorporate key training concepts
• Developing an effective training style such as Addie style, using appropriate training aids and techniques
• Understanding the key principles of effective communication 
• Explaining various methods for making lecture-based programs active
• Describing a needs analysis and why it is a necessary step in any training program
• Knowing how to write training objectives and evaluate it 
• Developing a training program structure
• Presenting information in a clear, concise, engaging manner
• Mastering the new training cycle
• How to specify training from external providers
• How to manage demands and prioritize any training request
• Understand and be able to implement a training system and understand the software available
• Be able to explain to others how training costs are arrived at
• Show to others the value of training

At the end of this course, delegates will be able to:

• Write learning objectives and be able to do specifications for internal and external use
• Know how to prioritize training and be able to convincingly explain the process to others
• Know how to identify competency gaps and measure training results from competency-based training
• Know what to look for when sourcing external suppliers and how to get the best value
• Understand the role resand possibilities of the 4 key jobs in training and be able to explain this to others
• Explain to others how training adds value and show practical examples in both the Public and Private Sectors.

Target Audience :

• Trainers
• Managers
• Executives
• Anyone  who needs to sharpen his knowledge and skills in Train the Trainer
• Trainers (from the ILO and other UN Agencies, as well as the EC and other development cooperation entities) who serve on international development projects;
• Technical specialists and project staff who engage with constituents and other stakeholders;
• Facilitators who manage learning and change processes;
• Teachers and vocational education experts seeking to introduce innovation into their curricula to contribute to the flourishing of their learners' potential and creativity;
• Human Resources managers working for ministries, public agencies, enterprises, and trade unions who need to improve their learning coordination and supervision;
• Union representatives who are responsible for human development.

Personal Impact of Preparing and Developing Training Specialists and Coordinators

• Have the correct information and process knowledge to make informed decisions
• Be able to talk with confidence on all of the 4 key areas of training
• Master the jargon and be able to become professional in your approach
• Be able to make sound decisions on which areas of training you might want to work in, in the future.
• Be more effective in your day-to-day work by mastering several training processes
• Know and be able to explain to others why some people will not respond to training

Course Outline:

First Week:

DAY 1

How People Learn and What Interferes with the Learning Process

• Introduction and program objectives
• How adults learn - discussion
• Motivators to the learning process
• Learning styles - demonstration and questionnaire
• How personality plays such an important role in learning
• Reasons why people find it difficult to learn - exercise
• Medical impediments to learning (no matter how good the training is)
• Latest data on memory - and what we can do to improve it - demonstration

DAY 2

The Role and Function of Today’s Training Departments

• Group exercise - what does training do?
• The roles within training
• The new training activities map - discussion
• So who should do what in training - group exercise
• Feedback from the exercise
• Should training be a profit center and how should it demonstrate value?
• Training role in other matters - succession planning
• Business emergency procedures - exercise

DAY 3

The Two Principle Training Requirements - Competency & Performance

• Competency - The History
• How competencies are constructed - practical exercise
• How much training comes from competency requirements
• Measuring before and after results of competency-based training
• What is performance
• Types of performance-based training - group exercise
• How to measure and evaluate performance-based training
• DVD - Training in action - group feedback and review

DAY 4

The Training Cycle - 2011 and Beyond

• How training is identified - group exercise
• A new and easier approach to Training Needs Analysis
• DVD on TNA - discussion
• How to cost training - easy method - demonstration
• Keeping accurate training records - what’s needed and new software
• How to prioritize all training - group exercise
• Prioritizing training - feedback, and process needed
• How much value is in training - Case study and results

DAY 5

Getting the Best from Internal and External Training Providers

• Understanding Learning Objectives
• How to write learning objectives - group exercise
• Short cut easy way to write competency-based learning objectives
• How would you measure performance-based learning objectives - discussion
• Should high-level training results be rewarded?
• A professional evaluation tool should you need one
• Review of progress to date - your presentations

Second Week:

Day 6

• Stages of interpersonal communication
• The training steps & stages
• Overhead projector demonstration 
• Essentials of effective training
• Components of a learning
• Nurturing motivation and the incentive to learn
• Principles of adult learning
• Learning methods 

Day 7

• The learning cycle
• The learning process
• The trainer's role
• Putting self in the position of the learner
• Giving and receiving feedback
• Motivation and creating positive attitudes toward learning
• Dealing with difficult situations
• Identifying the audience

Day 8

• Overview of the ADDIE model of training
• The five stages of a development process: Analysis, Design, Development, Implementation, and Evaluation
• Performing a needs analysis
• Writing objectives
• Outlining the program
• Differences between training and presenting
• Training vs. showing the user

Day 9

• Researching and writing the program
• Testing the program & managing questions and answers
• Questioning techniques
• Clues and tips in questions
• Types of activities
• Sensory systems
• Identifying the learner's preferred sensory system

Day 10

• Psychology of adult learners and their learning mechanism
• Facilitating effective "uptake" and recall strategies in learning
• Getting buy-in
• Using humor
• Quick and easy games
• Troubleshooting games & Visual aids and presentation tips