A train-the-trainer program for developing a training curriculum within your organization should minimally include:
(A) Increased knowledge of experiential learning and leading experiential training programs
(B) Increased knowledge of team learning cycles; when to use experiential learning and when to utilize other training techniques
(C) Increased knowledge of training tools including training needs analysis, training goal establishment, metrics. These assessment and data collection tools will determine the effectiveness of training, cost benefit analysis, and future training design modifications. The emphasis will be on experiential training techniques.
Program Overview: a sample of the time frame – these will vary according to your team specific training needs and budget
o 5 days (~30 hours) training at on-site or off-site location
o 6 webinar conferences of ~90 minutes each, scheduled upon availability.
o 4 coaching and service need phone calls quarterly.
o Work book Materials; content of training time, 25+ experiential initiatives with full facilitation, design and sequencing.
o Supplies and components (hardware, etc..) to build and lead experiential training for in-house staff.
Participants Will Gain:
– Knowledge and applicability of a variety of Experiential Learning Cycle (ELC). Participants will have an introduction to the various uses and pitfalls of ELC. Participants will gain an understanding of how several ELC can be implemented and utilized in any training/facilitation experience.
Knowledge and applicability of a variety of team learning cycles and their usage in Team Learning Theory. Participants will gain clarity into how adults learn, how teams form and reform as well as how to ensure that teams continue to work at optimal levels in reference to team learning cycles. Additionally, participants will gain skills in implementing team theory knowledge into existing and new training development programs.
– Over 25 experiential activities that are proven to be effective and useful. Each team building activity will be explored and participants will develop variations and add their own personal style to using these experiential activities in any environment with any audience. Additionally, participants will learn about proper sequencing of experiential and team learning to optimize the message and content being delivered.
– Data collection and assessment of training programs. Participants will be able to quantify what effect the training is having on the organization. Participants will learn how to create metrics and rubrics to measure success and areas for improvement within the teams of the organization. These measurements will be both short and long term – providing immediate measurements for short term needs while keeping track of longer term results of trainings. Identifying ways to link learning objectives to company and department performance metrics. Participants will focus on development of outcome based training, and return on investment (ROI) calculations that are internal customer focused.
– Facilitation of diverse populations. Participants will be introduced and gain mastery of skills to present and engage heterogeneous populations within the organization. Facilitation of training as well as discussions about work-place, leadership, team and individual needs to increase team and individual effectiveness will be explored.. Participants will gain knowledge of how to engage introverted and extroverted participants, disrupters, the unengaged, negative and overly participative. Many tools will be introduced that can be used to gain the greatest learning from each training and interaction within the organization.
– Processing of Learning and Functional tie-backs of experiential learning to the workplace.. Participants will learn how to use experiential learning to create “experiments” and guide participants to find metaphors and concrete ways to transfer the experiential and team learning to the work place for both personal and (mechanical) effectiveness.
Additional Knowledge & Experiential content that can be added;
o Conducting a training needs analysis
o Using media effectively
o Power Point, workbooks, flip chart, lecture, experiential do’s and don’ts
o Platform skills: verbal reinforcement, prompting, clarifying, paraphrasing, examples , analogies, metaphors and 100 other skills
o Role Playing
o Facilitation vs. teaching, vs. leading
o How to find resources on the web
o Developing computer based training, when to use CBT.
o Structured on the job training, the new apprenticeship model
o The training manager, budgets, politics, third party service provider management
o Training managers to train
o Evaluating third party training products