Train the Trainer Certification Training Course
Improve Your Training Skills Now
- In the Train the Trainer Certification Training Course, you will learn skills to improve the competency and the productivity of one of the most critical pieces for the success of any company…the training of adult learners.
- Receive training from a management professional with 30+ years of experience.
- Four ways to learn: public class, webinar, self-study, or on-site training.
- Public class and webinar limited to four students for maximum learning.
- Certificate issued on completion.
- Cost: Three-day class $1999.00. Available Discounts.
- Public Class and Webinar Schedule is in the right column.
Master Trainer and 40 Hour Train the Trainer Certification Training Course Description
Adult learners are typically defined as learners over the age of 25. Adult education is the practice of teaching and educating adults. The practice is also referred to as Training and Development and is often associated with workforce or professional development.
Educating adults differs from educating children in several ways. One of the most important differences is adults have accumulated knowledge, work experience, or military service that can add to the learning experience. Another difference is most adult education is voluntary; therefore, the participants are generally better motivated.
Adults frequently apply their knowledge in a practical fashion to learn effectively. They must have a reasonable expectation the knowledge recently gained will help them further their goals
We offer two levels of this class. For the person that training is their primary job responsibility, we offer the Master Trainer Class (for class outline see middle column), and for the person in need of a 40 hour class to comply with state training requirements, we off the 40 Hour Certification Class (for class outline see middle column).
The Master Trainer Class will teach you the basics of training to enable you to put together a class, reinforce learning through activities, promote understanding, facilitate discussion, and use visuals effectively. The Master Trainer Class expands on those topics and will provide you with an understanding of learning, how to assess training need, and how to develop and manage a training program.
The 40 Hour Certification Class follows the Master Trainer Outline, but provides additional time for activities and exercises to comply with most state Train the Trainer requirements.
WHY TRAINING FAILS
If the objective of training is for people to apply learning in the workplace and make an observable difference to an organization’s results, then almost all corporate training fails to achieve its objective.
In a study released by the Association for Talent Development 95% of training reached a level where the participants liked the training, but only 37% of training reached a level where participants learned the material, only 13% of training reached a level where participants applied the learning in the workplace, and a dismal 3% of training reached a level where there is an impact on the organization.
According to Forbes Magazine, U.S. based companies spend approximately $70 billion a year on training. Yet many organizations get low ROIs from their training initiatives.
What are the reasons for such poor results?
1. Poor training program development – The biggest contributing factor to low ROIs from training initiatives is the lack of a well thought out training program to provide structure to the company’s training. For training to be effective, a completely different approach to design and delivery is necessary. It is the training design that guarantees the success of training. Traditionally, corporate training places little focus or depth to the design process. Often training is based on a mass of subject matter content, handled in a linear format, with a heavy emphasis on the charisma of the trainer. A great trainer doesn’t mean the training outcome is effective.
Ask any manager about their goals for training and they will most likely say to improve performance, but training can’t directly improve performance, it can only change certain behaviors that, if consistently applied, will lead to improved performance. Research has consistently demonstrated unless training is followed by post-training reinforcement, this type of training produces limited results. That’s because successfully changing behaviors is a process, not a one-time event. Behaviors can’t realistically be changed in one or two days, especially because trainees routinely forget most of what they have learned within 30 days of the training event due to poor training delivery. Trainees need time to learn and apply new knowledge and skills, which later need to be reinforced through coaching for sustainability.
In many companies, training is seen as a classroom exercise rather than a combination of learning practices, which in combination results in developing the change in behavior, skills, and knowledge required. The failure of managers and supervisors to determine what needs to change and developing a framework to achieve the change is common.
A well-developed training program should deliver increased employee retention, morale, and reduced staff complaints; increased production, reduced waste, and higher quality ratings resulting in increased sales and customer satisfaction.
2. No or poor trainer training – In most organizations, trainers come up through the ranks and may be a subject matter expert (SME), but have received no formal training in adult education. Without knowledge of training best practices and procedures, a SME is doomed to deliver less than desirable results.
Poor training is usually a result of the trainer’s lack of understanding in the critical elements of adult learning and therefore they fail to:
- establish Specific, Measurable, Attainable, Realistic, and Timely (SMART) objectives;
- understand how well the training was received by their audience;
- evaluate how trainees apply what they have learned and look for changes in behavior; and
- analyze the outcomes the organization has determined to be good for business, good for the employees, and good for the bottom line.
When a trainer has not been trained in adult learning, they will typically rely on lecture-style training. Lecture style methods used to change behavior are inappropriate as they are best used to transfer only knowledge. To change behavior, the training must be of an experiential type and must be supported after the training is completed by coaching and a structure of formal and informal rewards.
3. Failure of managers to reinforce new behavior – Another root cause of ineffective training is failing to enable frontline managers to affect the desired change. Managers’ support of the training goals and objectives is crucial, as they are uniquely positioned to ensure new knowledge and skills are applied on the job. Behavioral change needs personal coaching of the individual and support by a strong framework of goal setting and two-way feedback, if not 360-degree feedback. Skills development needs coaching of a different kind, one where the emphasis is on demonstration and practice. The practice needs to be in an environment where mistakes can be made and learned from. Training in knowledge must be quickly followed by the individual being placed in an environment where it is used. Setting expectations, coaching, and monitoring performance metrics is the work of managers and they must be trained to do this. Providing them with the knowledge, skills, and tools to do this effectively is necessary to maximize training ROI.
In summary, effective training is the result of (1) a well-developed training program, (2) delivered by trainers trained in training best practices and procedures, and (3) supported by managers trained in coaching and mentoring.
The Academy of Business Training offers classes in training program development (Master Trainer Certification), and training in coaching and mentoring (Coaching and Mentoring) for managers.
Master Trainer and 40 Hour Train the Trainer Certification Training Course Outline
Module One: Understanding Training and Facilitation
What is Training?
What is Facilitative Training?
What is Facilitation?
Module Two: Learning
The 7 Principles of Learning
Principles of an Effective Training Methodology
Key Principles in Adult Learning
Module Three: Developing and Managing Your Training Program
The Training Program
Why Run a Training Program?
When Should You Run a Training Program?
Who Should Be in Charge of the Training
Training Should Reflect the Company’s
Developing the Training Program:
Assessment: Identify Your Training Needs
Evaluation and Results
Module Four: Training Needs Analysis
Identifying Participants’ Needs
Training Needs Analysis (TNA)
Module Five: Plan Your Training
Reviewing the Materials
Identifying and Resolving Gaps
Module Six: Creating a Lesson Plan
Steps for Preparing a Lesson Plan
Module Seven: Choosing Activities
Types of Activities
Preparing for Emergencies
What to Do When Activities Go Wrong
Module Eight: Preparing for the Class
Creating a Materials List
Gathering Participant Information
Setting Up the Physical Location
Using Visual AidsModule Nine: Creating Fantastic Flip Charts
Module Nine: Creating Fantastic Flip Charts
The Advantages of Pre-Writing
Using Colors Appropriately
Flip Chart Usage
Module Ten: Creating Compelling PowerPoint Presentations
Creating Your Presentation
Preparing for Your Presentation
Delivering Your Presentation
Module Eleven: Wow ‘Em with the Whiteboard
Traditional and Electronic Whiteboards
Using Colors Appropriately
Module Twelve: Vibrant Videos and Amazing Audio
Tips and Tricks
Module Thirteen: Getting Off on the Right Foot
Make People Feel Comfortable at the Start
of the Course
Use Team Building Techniques as a Warm Up
Start a Course like a Movie
Using Icebreakers and Energizers
Handling the Silent Treatment
Do Not Apologize for Being Boring
Module Fourteen: Manage Energy, Pace, and Attention
An Uninterested Trainer is So Utterly Boring
Positive Attitudes are Contagious
How to Spot Unmotivated Students
How to Motivate an Audience and Avoid
What is an Ideal Pace
Module Fifteen: Increase the Impact of Training Exercises
Your Proficiency when Running an Exercise
Managing Students during Exercises
Managing Exercise Difficulty
Handling Groups when Running Exercises
Module Sixteen: Increase the Impact of Training Using Storytelling
Do Stories Matter?
What Can Storytelling Do for Teaching?
How to Make an Engaging Story
How to Tell a Good Story
Module Seventeen: Keeping Students Motivated
The Anatomy of a Course
How Can You Add Structure to a Hands-on Course
What to Start with: Lecture or Hands-on
Module Eighteen: How to Be a Master Presenter
Express Yourself Concisely
Use the Summary Sandwich Technique
How to Avoid Making Poor Expressions
Body Language Plays a Critical Role in Your
Module Nineteen: Keeping it Interactive
Use Group Dynamics and Create Effective
How Groups are Formed
How to Handle Group Issues
Effective Learning Groups
Using Group Work
Module Twenty: Asking Questions Can Significantly Improve Your Training Courses
How to Ask Questions
How to Direct Questions
Module Twenty-One: The Incredible Power of Praise
What Do You Gain By Praising
Why Don’t We Praise
How to Praise in a Training Course
Guidelines on Praising while Delivering a
Module Twenty-Two: Maximize Learning by Treating Learners as Apprentices
How Does Learning Process Work
Module Twenty-Three: Dealing With Difficult Participants
The Ground Rules
Challenges and Solutions
How to Respond if Your Training or Ideas
You Are Wrong, I Am Right!
How to Handle Criticism
What Not to Do When Challenged
Why People Might Be Already Thinking
Negatively about the Course
How to Take a Preemptive Approach
Module Twenty-Four: Tackling Tough Topics
Tough Stuff to Watch Out For
Adjusting Your Material for a Sensitive Issue
Dealing With Sensitive Issues in the Workshop
What Master Trainer and 40 Hour Train the Trainer Certification Training Course Students Are Saying...
Academy of Business Training:
I just wanted to let you know that I just got approved to be an Instructor by the State of Florida to give CE training. Thanks again for everything.