Managing and Improving Performance Training Course
The
Exceptional Trainer - Training Course
Duration: 4 Days
Introduction
With so many innovations in training this programme will cover all aspects
from Training needs analysis to evaluation. It will show you best practice
and provide you with a complete and through insight into the complete training
cycle – it will show you how to create added value at every stage of
the process. An additional benefit is that we will take a look at your individual
training style and consider how you can adapt that style in a range of situations
to maximise effect.
Course Aim
The aim of this exciting workshop is:
- To develop your ability to adapt your style and material to suit the
situation and work with a range of different situations and difficult
people
- Successfully Meet people's needs and expectations through effective identification
of need and appropriate design to meet a range of learning styles. Make
learning and development effective, exciting and creative.
- Most of all, to build confidence, the confidence to know that whatever
is thrown at you, you will be able to make it work.
Course objectives:
As a result of attending this course you will:
- Design materials to create significantly more effective retention
of knowledge / information
- Design training solutions that help the brain to remember
- Create a much more rewarding experience for both the trainer and learners
- Considerably reduced course preparation time and hence cost
- Develop self-awareness about your influence as a trainer in a group situation
- Learn how to influence difficult people to ensure positive gains for
all
- Guarantee learning transfer
Method & Approach
The course is highly interactive with a structured approach and a lively
pace. Sound educational principles and practical activities are carefully
blended with discussion and reflection to provide a stimulating and motivating
experience for all participants.
Course Content
Day One
- The purpose and principles of training and development needs analysis
and the process of translating the results into a specification
- Selecting appropriate methods of collecting and gathering information
from individuals and across the organisation
- Use of appropriate techniques of interviewing and analysis to identify
the learning requirements and needs of individuals
- What is Training needs analysis and where do needs occur?
- Potential triggers, negative indicators and external influences.
- Who will be affected?
- Identifying skills and knowledge requirements.
- Defining competence levels.
- Mapping needs to individuals.
- Creating a development plan.
- Differentiate between a range of learning opportunities and match them
appropriately to individuals training and development needs
- Ensuring best practice is applied in line with the organisations requirements
and the legal context of equal opportunities and confidentiality
Day Two
- Research ways in which people learn – Learning theories and
your learning style
- Develop training and development methods to support different learning
styles
- Organisational, group and individual development needs.
- Learning styles, delivery methods and content to meet a variety of
styles
- Identifying aims and objectives.
- Promoting learning transfer. Testing for learning transfer and modifying
training and development methods to ensure transfer
- Creating brain friendly learning resources
- Choosing activities that encourage output.
- Creating a scene of success its ok to fail in this classroom!
- Connecting content-to-content and content to learners.
- Identifying barriers to learning and motivating learners
- Design training and development sessions to promote to whole brain
learning
- Pre- post course plans to transfer the learning into the workplace – developing
a learning contract
Day Three
- Analysing your instructional style
- Adapt your instructional style when necessary
- The role of Memory, Understanding & Doing (MUD)
- Develop rapport with learners
- Establish a good learning climate
- Understanding group dynamics
- Maintain a healthy group
- Managing behaviour that is not focused on learning
- Make your courses more enjoyable to learners
- Interpret non verbal messages
- Employ non verbal techniques
- Using competition constructively
- Providing feedback and getting buy in to new ways of working
- Lead discussions
- Priming for success and increasing learning retention.
- Connecting learners, creating a state of readiness for learning.
- Identifying states, prisoners, passengers, protestors and participants!
Managing and changing states
Day Four
- Identify the scope, purposes and features of effective assessment
- How and when can I assess? Consider a range of assessment methods
- Select appropriate assessment methods
- Identify the difference between competence and non-competence based
assessment
- Effective evaluation – what is missing from the Kirkpatrick method
of evaluation and how to fill the gap
