Training of Trainer

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Effective Training

Techniques

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What is training Techniques?

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Brainstorming Group Work Demonstration Role Play Case Study Lecture Study Tour Story Telling

Training Techniques

Source: Action for Research and Development (ARD)

4Brain Storming

Measurement Understanding

Colle

ction

, Eng

age

parti

cipan

ts

Not reject the idea

5Group Work

Speak out more For shy participants

Fully participation Helping each other

Confi

dent

to sp

eak

Shar

ing

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Five StagesPerhaps the most widely-used theory of group process was described by BW Tuckman. He described groups as typically going through four stages:

forming

storming

norming

performing

Later, Tuckman added a fifth stage, signifying the importance of the way groups are ended: adjourning.

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When people come together for the first time, they may be excited, wary, hopeful, shy, curious, anxious, and so on. In the training context, the trainer usually tries to put participants at ease by:

–giving them a chance to get to know one another (through icebreaker activities);

–letting them know what they can expect of the course (aims, objectives and the course schedule); and

–clarifying how they are expected to work together during the course (ground rules).

Forming forming

storming

norming

Performing

adjourning.

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During this stage, some participants may be a bit shy and may be reluctant to put forward their points of view, or even to call attention to themselves, in case they 'get it wrong' and are criticized by the tutor or other group members.

Having frequent coffee breaks helps to facilitate the forming stage, giving participants more informal opportunities to explore what they have in common with each other.

During the forming stage, people may get together into smaller subgroups. The trainer may be able to facilitate or manipulate this, if appropriate.

forming

storming

norming

Performing

adjourning.

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As participants get to know the tutor and each other and the tutor, and start to explore the course material, some of them may find that they disagree as well as agree about various things, including how they would like to work within the course.

As they feel more confident and bolder, they may argue for their point of view, and may challenge the trainer or try to attract their attention. They may even challenge one or more of the ground rules set by the trainer or group.

At this stage, people often take a particular role within a group (we will look at group roles later in this module). This role is likely to be similar to roles they have taken in other group situations (such as family, school or workplace).

forming

storming

norming

Performing

adjourning.

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Norming

Once participants have explored their roles, their points of view, and perhaps their own different aims within the course, they generally come to a consensus of how they will work together towards common goals.

forming

storming

norming

Performing

adjourning.

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forming

storming

norming

Performing

adjourning.

Once they have agreed on their negotiated ground rules and their goals, and become more familiar and comfortable with other group members, they can focus on the learning activities, rather than on the group itself.

Performing

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forming

storming

norming

Performing

adjourning

Adjourning

A training course group eventually comes to an end. At the end of a course, it is useful to summaries or review the main learning points, so that participants leave with a sense that their time has been well spent. It is also helpful to assess what they have learned, as individuals, so that they feel their achievements have been recognized.

•A course ending also marks the transition to the next people need to be clear about what comes next.

It can help to let them know about opportunities they may have to get together in the future (eg at workers' meetings and/or at social events, if your bureau has them).

You can also give them some free time during the last session to exchange contact information, if they wish to do so. You may also want to have a party or

13Student Demonstration

Interested and easy to get knowledge

Demonstrate function of copier

14Role Play

Use their imagination, knowledge, experiences

Identify greatest strength and weakness

by feedback

Get experiences while facing real situation

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Case Study

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Lecture

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Story Telling

18Study Tours

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EFFECTIVENESS OF DIFFERENT METHODS

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Trainer pay attention !

TRAINER PAY ATTENTION ! Name and faces Icebreakers Enthusiasm Nerves Behaviors Light house Techniques Discussion Going

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When faced with a room full of new trainees you will need to remember their names

Listen to name Spell it in your head Repeat name as often as possible during training event

NAMES AND FACES

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Professional trainers always start with an Icebreaker or Inclusion Activity

WHY?

When trainees arrive in a training room they are usually a loose mix of individuals with different mind sets

At the beginning of a course, trainees are usually not thinking about the trainer or the course content but about their neighbor, coffee time for phoning/messages, the

ICEBREAKERS

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If you’re not enthusiastic about your subject, how

can you expect the trainees to be!! Consciously use your eyes and eyebrows to

communicate enthusiasm Always keep a energy in your voice Fight boredom of repetitive sessions by introducing

new stories, examples, etc, or by changing lesson structure

ENTHUSIASMYOU GOTTA BELIEVE!

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NERVES

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Sweep the audience with your eyes, staying only 2-3 seconds on each person - unless in dialogue.

LIGHTHOUSE TECHNIQUE

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DISCUSSION GOING

Building

Boosting

Blocking

Bantering

Build on lacking answers by adding own comments and asking for agreement or disagreement

Support shy participants’ contributions, boost their confidence and ask for extra comment

Interrupt dominant/talkative/aggressive participants by asking what others think

Establish non-threatening atmosphere by engaging in friendly repartee with outgoing participants

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What Skill Trainer should have ?

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Skill Trainer

Trainer

Communication Skill

Listening Skill

Questioning Skill

Presentation Skill

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Presentation Skill

AimWho you

speak to ?

Main PointsTitle

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Summarize Confirmation

Rephrase

Paraphrase

Listening Express Feeling

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General

Re-direct

Direct

Questioning

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Words Mind

ActionsEyes

Communication

SorryThank u

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Greatest Motivational Principle:

People Do what People See

Step 1: I do it.

Step 2: I do it and you’re with me.

Step 3: You do it and I’m with you.

Step 4: You do it.

Step 5: You do it and someone is with you.

Source: John C. Maxwell

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Thankfully!