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Written by Andy Trainer – Thu 23 Jan 2014
This article has been improved and turned into a free downloadable Train the Trainer eBook. Download now to start planning and improving your own training sessions.
Change management is the most significant leadership challenge of this decade. We are operating in an environment of fast paced change frequently driven by technological innovation. The scale of the change is far reaching often because business processes and system usage are so inter-dependent that a change in one can affect many others across different departments and functions.
For this reason effective change management requires matrix management, as the authority
Here at Silicon Beach Training, we're immensely proud of the quality of training that we provide - and we love teaching other people how to deliver great training sessions too, via our Train the Trainer course.
Knowing your subject matter is only part of being able to deliver great training. Understanding how adults learn, engaging with them effectively, and planning your training session properly are all essential to ensuring that attendees understand and retain what you teach them.
In this video, filmed on one of our Train the Trainer courses - our trainer Mary guides delegates through the stages of planning and designing an effective training session.
We've summarised the video below with some great tips on how to plan your own session.
These are edited highlights of this section of our workshop. We cover a lot more besides on out 2-day train the trainer course here in Brighton, Sussex - so why not come along and hone your training technique?
Written by Bethan Adelekan – Tue 27 Aug 2013
A good induction can increase staff retention, reduce the time needed for a new staff member to settle into the workplace and generally make for a happier work force.
Common complaints about induction processes include being bored, being overwhelmed by too much information or inductees just being left to their own devices.
Below I have put together my tips for what makes a good induction process.
Written by Mary – Mon 24 Dec 2012
When finishing a course, it is imperative that you finish on a positive note. Not only will this instil greater confidence in your learners but will give you a boost with regard to being able to see the effectiveness of your training.
You want your learners to leave feeling energised, positive and full of ideas of how they are going to implement everything they have learned.
You can learn more about ending on a high note on our Train the Trainer Course.
This means you need to leave enough time at the end of the course to really pull everything together and commit everyone to saying what they are going to do next!
Written by Andy Trainer – Mon 13 Aug 2012
Shaun is one of our lead Management trainers. He regularly runs our Management Skills, Leadership and Train the Trainer courses. In this blog post he draws on content from his Facilitation Skills course. If you want to know more about this topic then why not give us a call on 01273 622272? We will do our best to find you the most suitable course.
The word "facilitate" doesn't mean to lead, control, or direct. Facilitate simply means to make easier. In a practical sense, the job of a facilitator is to help create a space that is comfortable and productive for a group of people. Facilitating is like adding oil to a car. Facilitators make meetings, discussions, and events of all sorts run smoothly.
Here are some tips on facilitating:
The opening stage of any session is a good time for setting the tone and establishing group norms. Facilitators are carefully watched for signs of behaviour that is appropriate or inappropriate, so lead by example and use this time to introduce and model appropriate types of behaviour.
You should avoid sharing a strong opinion; as a facilitator, if you want to say something, call on yourself in turn, but make sure you don't use your role to dominate the discussion. Furthermore, you should not allow people with race, class, gender, or other subtle or non-subtle privilege to dominate a meeting. As a facilitator, you should encourage everyone to participate while moving the meeting along to meet time and agenda limits.
Written by Andy Trainer – Mon 16 Jul 2012
One of the most important things to us is that those who come on our training courses get the most possible out of their day/days/week with us. We feel that one of the reasons our Train the Trainer course is so popular is because people know that we train well - they trust our training – and therefore see us as the best port of call to train their own trainers.
Many growing businesses find themselves in a position where established members of staff have to train new recruits, or that cross-training becomes increasingly important. It’s often the case that the people training others have little or no guidance in how to most effectively impart their knowledge and skills to others. We wrote a blog post on Why Trained Trainers are Better at Training a while ago, which goes into this in depth, but for the moment I want to talk about barriers to learning. This is one thing that’s rarely intuitive and can cause additional time and cost to businesses whose internal training practices are not efficient.
When training others, there are a number of factors that affect learning, beyond basic intelligence and the quality of the training given. Individual differences such as those below can make a huge difference to a training session, especially in group settings where different barriers may apply to different members of the group. If a training session is not going to plan, a trainer should consider whether any of the issues below are coming into play.
By gaining a basic understanding of common barriers to learning, a trainer will be easily able to identify the warning signs and adapt their practice accordingly.
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