Total Success have been running successful Train the Trainer courses since 1995. This one-day course is essential if you have just been promoted to a training or coaching role or you wish to refresh your training skills. It is full of practical tools and techniques that include:
Fundamentals for becoming a trainer Delivering a training session successfully How to write and structure training Factors for effective training skills Effective training practice and procedure Body language and voice projection skills Classroom training versus one-to-one training
This course will also benefit those who have become Training Managers and wish to know the fundamentals of developing organisational training programmes focusing on implementing training policy and improving staff competency levels.
Delegates who have attended the course have reported an increase in their ability to train new and existing staff and have found it invaluable in developing their individual training skills and coaching skills. Our 90 page training manual also contains essential information plus training forms and templates that will hasten your quest to becoming a better trainer. If your goal is to run a training session and project credibility in your delivery, whether new to training or experienced, you’ll find our Train the Trainer course an invaluable resource. Train the Trainer and Presentation skills are two of the courses trained by Total Success Training, a training consultancy specialising in communication training and management skills in London and throughout the UK. Click here if you need more information regarding presentation skills course information.
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CLICK ON COURSES FOR FULL OPEN COURSE AGENDAS Appraisal skills (one day) - updated to include new legislation Assertiveness Skills (one day) Assertiveness and managing conflict (one day) Coaching for managers (one day) Customer Service and Customer Care (one day) Correcting poor performance and disciplinary procedures (one day) - updated to cover current legislation Dealing with difficult people (one day) Interviewing skills (one day) - updated to cover current legislation Introduction to selling (one day) Leadership and team building (one day) Letter and report writing (one day) - updates include writing e-mails Negotiation skills (one day) Presentation skills (two days) PowerPoint Presentation skills (one day) Advanced Presentation skills (one day) Project planning for non-project managers (one day) Stress Management (one day) Telesales and Telemarketing (one day) Telephone skills and customer care (one day) Time Management (one day) Time management working with Microsoft Outlook (one day) Time management working with Microsoft Outlook 2007 (one day) Management Training / New Manager (two days) Training the trainer (one day) We provide many free articles packed with valuable information about the topics we train. Our newsletter page contains many more. Here are some of our more recent articles How to structure a presentation Time management and working from home Assertiveness Self Assertion Analysis Customer Service on the telephone Telephone skills and Customer Care Organisational stress management Planning an appraisal and setting objectives Giving feedback in an appraisal The power of attitude in selling PowerPoint presentation tips and techniques |
Question technique is a very useful tool in any training session. During theory instruction to group, it is perhaps the most powerful technique of all. The greater the degree of involvement by the trainees, the greater their commitment will be to your standards.
· Ideally, you should encourage the trainees to ask questions as you go along, although this might not always be possible in a large class.
· Telling the group to wait for a separate Q&A (question and answer) session at the end of the training is a great technique for presentations that are easy to grasp, and if you are limited in time. However, it isn’t a great technique for training sessions where you have a mixed group of trainees or if it is a complex topic; you risk leaving people behind if they fail to grasp the fundamental points.
· Spontaneous questioning helps keep things informal. It gives you a chance to stop speaking for a few seconds, something which you will rapidly come to appreciate. Also, this type of technique is great if your trainees are sitting in front of a computer and you can’t see the computer screens. Keep asking “what do you see….?”, “Steven, what does the screen show now?” These questions keep you informed of the trainees progress, and keeps them on their toes as they will become aware that you will be questioning them.
· As well as answering these questions, you should also try to learn from them. The questions will give you instant feedback on how well you are explaining the topic and whether you are moving at the right speed.
· Listen to the questions carefully and adjust the pace accordingly. They will also help you identify topics which might need a different treatment on future occasions.
· When answering a question, try hard never to make the trainee regret asking it. There are few things worse than asking a question and then being made to feel that the answer is obvious or is something the instructor covered ten minutes ago.
· If you did just cover the topic, never make a point of saying so. Instead, say something like “I obviously didn’t explain that very well; let me put it another way…. ”
· Make a point of addressing your answers to the class as a whole. This will imply that the question is of value to everyone. And it never does any harm to prefix your response with “Good question” or “I’m glad you asked that”.
· If the trainees are reluctant to ask questions, try asking some yourself, for example, “Who can tell me the best method for... ?”. If silence still reigns, try a technique which professional trainers call the pregnant pause: simply wait, for as long as it takes. Sooner or later someone will say something, if only to end the embarrassing silence. It is surprising how often this technique will encourage a response from someone who would not otherwise open his or her mouth.
· When seeking responses in this way, favour open questions over closed ones: “Why would you want to use this feature?” or “What’s wrong with that approach?”
· Follow up the answers with: “Has anyone got any other views on that?” This is a good way of promoting discussion.
· Do encourage discussions, but make sure they are kept under control and are relevant to the topic. They can provide you with additional feedback, help vary the pace, and make the trainees feel involved. Don’t overdo them however, as they are not meant to be a substitute for teaching. Three to five minutes of discussion every hour or so is probably the right amount to aim for.
TIPS FOR ASKING QUESTIONS
REASONS FOR ASKING QUESTIONS
· to establish existing knowledge of individuals in the group · to recap on previous sessions · to gain interest in the subject · to maintain interest and keep group members alert · to get maximum involvement of all individuals - particularly shy and quiet trainees · to check understanding at the end of the training · to stay in control of the pace and flow of training
TYPES OF QUESTIONS
1. Testing Questions - questions which test a trainee's knowledge
· use during the introduction to create interest or to refer back to previous sessions · use during the sessions to recap, though only if necessary · use during the consolidation phase to test whether all the new information has been understood and can be accurately recalled
2. Teaching Questions - questions on points which have not yet been taught, but must be reasoned out by the trainee, who will provide answers based on experience, observations and the information already established during the training session. What delegates have concluded for themselves they are less likely to forget.
FRAMING QUESTIONS
You should start by knowing the answer you require. This will be the information you want to transfer to the learner, and you will have this organised into a logical order by analysing your material first. Then frame a question to elicit the response you require. The best types of question to ask in these situations are Open Questions.
Open questions start with the words: WHAT WHY HOW WHERE WHEN WHO
You may also find Open Phrases useful such as:
“Please expand on that for me?” “Explain to me……” “Describe for me………”
QUESTIONS TO AVOID · vague questions · complex questions · questions which allow the trainee to guess
POSING QUESTIONS TO THE GROUP Pose the question Pause so that the whole group benefits from thinking out the answer Place the question to the person you would like to answer the question
· You can use this technique to encourage contributions from quieter members of the group and also to control the more dominant trainees who like to answer all the questions.
Questions should be fairly divided amongst the group so that everyone has a chance to contribute equally.
HOW TO HANDLE ANSWERS
Answer Correct Confirm that it is correct and praise. Build on this answer by asking more questions.
Answer Incorrect Rephrase in case it was not understood. If the trainee still does not know the answer, get the group or another member to help.
Answer Partially Correct Identify and praise the correct part and rephrase the question for the part that is wrong.
No Answer Check that the question has been understood, prompt trainees, recap or rephrase.
TYPES OF QUESTIONS AND THEIR USAGE
1) The overhead or Shotgun - Ask the group as a whole. This is a great question to ask if you want to encourage answers. Here, everyone has the chance to answer but watch out for the trainees that will attempt to answer all your questions and those who make no attempt.
“What do you all think is the solution to this problem?”
2) The Return - Used as a reply to a question from the group. The question is rephrased and directed back to the same person. This is a great technique to use if you’re unsure about the question asked or if you feel the questioner is ‘trying to trip you up’.
“OK, Karen you've asked what our best solution is. I'd like to ask you - in your own work, what would be the best solutions?” “That’s an interesting point, Philip. What are your concerns about this technique?” “Not quite sure the point you’re making. What prompted the question?”
3) The Direct, or Rifle Shot - Aimed at one individual. This is effective if you wish to involve a quieter member of the group. Use their name at the front of the question to allow them to think of an answer. If you have someone who blatantly isn’t listening or chatting; ask the question first and use their name at the end. If they haven’t been listening they won’t be able to answer correctly.
“Gary, what do you think our best solution is?” “What should the process produce if we use this method? Hillary”
4) The Relay Question - This is used when you rephrase a question from one member of the group and then relay it to another member of the group, for them to answer.
“Adeola, Toni has asked what the best solution is. In light of your experience, will you tell us what you feel is the best solution?”
5) The Multiple Relay Question - This is one of the best questioning techniques to encourage full group interaction. You start with one member of the group and relay the answer to all members. The beauty of this technique is that everyone knows that an answer is expected. It can take the pressure off the trainer, as he/she will have a clear understanding of the group’s knowledge or level of competence.
“We’ll start with Karen. Can everyone give me one application of this technique that they will now use to increase their productivity?” Other Train The Trainer Newsletters: How to overcome and channel fear Developing Aims and Objectives
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Presentation tips - Overcoming presentation fear - How to structure a presentation - How to master body language plus a useful presentation checklist - Asking questions in interviews - Structuring a recruitment interview - Good work through praise - Time management tips - Time management skills - Managing your e-mail - Time management and working from home - Time management links - Assertiveness Self Assertion Analysis - Assertiveness links - Self Assertion Analysis - Becoming More Assertive - Constructive criticism and disciplinary procedures - Dealing with difficult people - Dealing with difficult customers on the telephone - Customer Service on the telephone - Telephone skills and Customer Care - Managing your stress - Organisational stress management - Practical appraisal skills - Planning an appraisal and setting objectives - Giving feedback in an appraisal - The power of attitude in selling - Opening the telephone call effectively - PowerPoint presentation tips and techniques - Using visual aids in PowerPoint presentations - How to use transitions in PowerPoint presentations - Negotiating with difficult people - Planning a successful negotiation - Managing meetings - Train the trainer training - Presentation planning form - Handling conflict in appraisals - Project management - Neuro-Linguistic Programming - Management skills - Leadership Skills - Stress Management and Control - Customer Service and Customer Care - Management checklists for Training courses - Planning form for Public Speaking Presentation - Managing your e-mails - Stages of Competence in Training - Time Management and Technology - Training Stories and Anecdotes -
- NEW Newsletter Pages -
Stress Quiz: How Stressed are you? - Recognising and Combating stress - Managing Stress - Relaxation techniques for managing stress - Relaxation using simple and personal mantras - Stress and the Credit crunch - Using Humour in Presentations - Attention gaining tips for Public Speakers - How to make the best of closing your presentation - Making Powerful Presentations - Using Visual Aids in Presenting - The importance of FlipCharts in Presentations - Improving your presenting style - Vocal and Diet tips for presenters - Rate you Presentation effectiveness - Dealing with Difficult Audiences - Overcoming Presentation Anxiety - More Presentation Anxiety tips - Dealing with Difficult people at work - Tips for Dealing with difficult people - Dealing with Difficult People-the arrogant person - Dealing with Difficult People-the aggressive person - Customer Service during Christmas - Time and Stress Management - Successful Telesales - What type of leader are you? - Vocal Elements of Communication in Leadership - Managing Pressure - Handling Very Difficult Customers - Opening Negotiations Effectively - Tips and Techniques for Sales Presentations - Rules of Assertiveness - Product Demonstration Skills - Personality and Stress - Handling Objections - Methods of Overcoming Resistance - Effective Communication in Negotiations - Your Response to Stress - Dealing with conflict and aggression - Co-Presenting Tips and Techniques - Controlling the Call - Contact Strategy - Becoming Assertive in Negotiations - Situation Leadership for Coaches - What is your managerial style? - Giving Praise - How great can you delegate 1 - How great can you delegate 2 - Management superstars - Delivering effective course content - Dealing with complaints - Practical guide to punctuation - The sequence of a report - Top tips for writing effective emails - Aims and Objectives for the New Manager - Question Techniques in Group Training - Its not What you say, but How you say it! - How to overcome and channel fear - Why is project management important - Project definition and proposal - Estimating time accurately - 10 step guide for Project Planning - Project Progress Meetings - Assess your problem employee - Disciplinary Procedures Guide - Disciplinary Rules