This course has been designed for current trainers who wish to sharpen their training skills and learn new and innovative techniques in training design, construction and delivery.
Training aims and objectives
The program content is based on time-tested training principles including modules on: learning theory, setting objectives, design, delivery, use of visual aids, audience facilitation and evaluation methods. We have placed a great emphasis on the use of positive reinforcement to develop the skills needed to design and deliver quality training programmes.
By the end of this course delegates will have the skills to:
- design a training programme that can be adapted to be trained at any level
- focus on key messages
- use a structured approach to training design
- highlight the key objectives of the session and train to achieve that objective
- organise the logistics of a training session
- deliver the training in a credible and creative way
- ensure the training is interactive and interesting
- gain feedback to evaluate the training’s progress
- evaluate the training effectiveness
Proposed One-Day Course Agenda
This is a proposed agenda for the course.
Morning – 9.30-1.00 / Afternoon – 2.00-5.30
How to write and structure training
“What am I going to say?” is one of the fears of new trainers. A good course will follow an identifiable sequence and satisfy the group’s expectations. We will examine two simple and highly effective methods of structuring courses and generating meaningful content.
How to plan for and conduct a one-to-one training session
There are excellent strategies for one-to-one training. We will show delegates how to develop an effective training and coaching process so that they are able to train individuals confidently and effectively. Delegates will be given a short brief to carry out a one-to-one training session and their performance will be analysed and an action plan developed which they can use for future training and coaching.
Learn how to pitch your approach at the right level
It’s not what you say, it’s how you say it. We will examine in detail the ways of increasing delegate communication skills and how to relate the training concept to all levels of knowledge, experience and intellect.
Generate innovative and creative ideas to stimulate and maintain interest
People learn quicker and retain more information if training is conducted in a way which allows them to get involved, challenge, participate and enjoy the process. How to increase individual creativity is the challenge of most trainers. We will demonstrate ways of analysing and releasing latent creativity.
The importance of planning, and timing
With the plethora of training options at your disposal, it is vital to plan the one which will achieve the training objectives using the best use of the available resources. We will examine the ways that training sessions can be put together to maximise learning opportunities within the time allocated.
Delivery skills maximising body language and communication
The old adage “It’s not what you say but how you say it” is as relevant to training delivery as ever. As we examine visual and vocal images and how they impact upon communication, delegates can assess their own presentation styles and maximise on their strengths as a presenter.
The importance of constructive feed back
Critique is an important part of a skills based training session. Delegates will be shown techniques to analyse and evaluate trainee performance; give clear, accurate feedback to promote understanding and build repeatable skills.
Do’s and Don’ts of technical presentations
We will highlight some of the common pitfalls trainers sometimes make when presenting and training technical subjects. We will also give tips and techniques about making this type of presentation interesting and impactful.
One-to-one training demands superior communication and feedback skills from the trainer. Through discussion and role-play we will allow delegates to understand how to explain, question, review, critique and constructively criticise trainee’s performance. We will examine concepts of coaching which are non-directional and allow the trainee to develop their thinking and decision making processes.
Recognising difficult trainees
Difficult and uncomfortable situations can occur due to a clash of personalities. By recognising the characteristics and behaviours people demonstrate, delegates will be able to engage proven techniques to avoid conflict.
The ability to train staff is one of the essential skills of the effective manager. Coaching sessions must have identifiable objectives, be well structured and include elements of evaluation for it to be truly effective.
- An introduction to coaching
- Relationship of coaching, training and managing
- Spotting coaching and mentoring opportunities
- Coaching overview
Proposed methods of training will include:
- Role-play (using video feedback depending on group size).
- Questionnaires examining learning styles.
- Video scenarios with discussion.
- Brainstorming sessions.
- Group discussion.
- Action planning.
All our in-house training is tailored to your requirements, this is our standard In-House Agenda but bear in mind the course could be tailored to your needs.
- Online ECDL Courses
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- Coaching for Managers training course newsletter – Pros and cons of on-the-job coaching
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- Coaching for Managers training course newsletter – When to coach
- Coaching for Managers training course newsletter – How to conduct a coaching session
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- Training the Trainer: Stages Of Competence