You need this manual because part of what you do is to train other people to be trainers. The aim of this collection is to help you to encourage the people you train as trainers to be innovative in their own training design and delivery. So the activities give them the chance to experience novel, interesting and fun ways themselves, in their pursuit of effective trainer skills.

The role of the trainer is not confined solely to the design and delivery of training and so you will find a whole range of material here, encompassing the key elements that are part of the trainer’s role.

The activities are divided into nine different parts:

• Openers - activities about getting to know one another, breaking down barriers to learning, building rapport and setting the scene. Participants find out about their current skill levels, which they can use as a basis to measure their progress.

• Analysing training needs - how to find out what training is needed and who should be involved. The activities help trainers to analyse jobs, identify the skills people have, how to investigate triggers and present training plans.

• Learning process - understand more about how people learn. Activities covering learning blocks, motivation, learning styles, memory recall and transferring learning.

• Effective communication - activities that highlight the potential communication problems in the learning context, including the problems with verbal and written instructions, watching for communication signals, active listening and the consequences of making assumptions about levels of understanding.

• Preparing to train - from pre-training information, setting objectives, organizing learning, to getting the environment right and preparing notes.

• Training techniques - opportunities to try out a variety of techniques from case studies to card sorts and from brainstorming to role plays.

• Training delivery - activities for identifying the qualities of the effective trainer through to skills practice activities that focus on one-to-one and group training, as well as coaching.

• Evaluating training - activities that explore the purpose of evaluation and how to involve others, as well as how to gather information that indicates learning and measures its impact.

• Endings - enjoyable ways of closing the training and helping people reflect on their experience, draw out the relevant points and feel motivated to go and make use of what they have learned.

 

(Publisher: Gower)

 

(Normally delivered within 5-7 days).