Train the Trainer and Group Facilitation Solutions
Train the Trainer and Group Facilitation Programs teach Trainers how to effectively train, and Managers get the most out of their meetings. The programs involve online, in-person, and potentially VR (Virtual Reality) components. During this program, participants will create a series of presentations to transfer knowledge to skill. These presentations will be available for their review during training and post-training.
Here's what we cover in our Train the Trainer and Group Facilitation Program:
We first start the program with building an understanding of how people learn. By understanding different learning styles, trainers and managers can design their programs and meetings to be easily understood by a wide variety of individuals.
The learning pyramid demonstrates the building blocks of building a memorable meeting, workshop, or training program. Specifically, what styles drive the most retention and how to blend the styles into a cohesive program.
Facilitation vs. Presentation
Learn the difference between facilitating and presenting, and when to use each style. Fundamentally, many trainers mistakenly use the wrong style at the wrong time. Trainers and Managers could have an incredible wealth of knowledge to endow, but if it isn't delivered in the appropriate style at the appropriate time, it will be a waste of their and their team's time.
Impactive Seating & Room Setup
The setup of a room can dramatically increase or decrease participation, engagement, and retention. Setting up a room in the appropriate format, with optimized (and often changing) seating arrangements brings groups together, disrupts cliques, and enables success.
Knowledge vs. Skills Development
Knowledge Development and Skill Development require different tactics and delivery methods. Knowledge development relies more on imprinting information, where skill relies on recalling job knowledge and putting it into action. In this section, we'll train your Trainers and Managers how to do both.
Questions are one of the most effective learning tools a Trainer or Manager has at their disposal. How they phrase questions impacts responses in quality and quantity, drives learner engagement, and measures understanding. How the Trainer or Manager handles questions impacts their credibility.
Balancing Group Participation
By nature, most groups have dominant participants and those that tend to be hesitant to participate. If you want the most out of your employees, your Trainers and Managers will learn how to draw out those hesitant participants and leverage more vocal participants to build a collaborative environment and stronger team.
External feedback is critical for development. However, if feedback is delivered improperly, employees may shut down and be less receptive to future coaching. Trainers and Managers will learn how to deliver feedback in a way that will be accepted, understood, and invigorating for employees.
Additionally, peer-to-peer feedback gives participants a holistic perspective on their performance and a first-person perspective on how proper feedback impacts an employee or learner.
The vast majority of communication is non-verbal, so it's important for your Trainers and Managers to understand how they can use this to their advantage. Non-verbal cues can give hints to if an employee really understands what is being said, if an employee is engaged, and much more.
Visual Aid Best Practices
Avoid "Death by Powerpoint" and make the most out of visual aids.
How to Handle Challenging Participants
Sometimes attendees are so enthralled with their day-to-day work that they resist participating in training. This not only impacts the individual, but may impact the experience for the entire group. Here we'll train on how to overcome those objections and get the individual on the right track.
Revolutionary Teaching and Coaching Model
Here we'll review our Revolutionary Teaching and Coaching Models ™, giving your Trainers and Managers a framework that will guide them through each and every program, workshop, or meeting.