Having a week of time between each (set of) course days gives an opportunity for extra assignments and ‘homework’ activities so trainees can practice and prepare for each session. Long, scattered over weeks: (10-20 days, usually one day per week ~ 80-160 learning hours): If you don’t have an opportunity for a live intense train the trainer event, then a course format with recurring weekly training days can be a great option to cover all your needs for your first train the trainer course.The goal is to empower trainees to deliver effective training sessions in their own fields of expertise.
Short intense (2-3 day event ~ 20 learning hours): This covers the essentials and is typically used to empower subject-matter-experts with basic facilitation and training design skills.Typical content of a Train the Trainer course based on the length Here are some of the most common train the trainer formats:
#BLUE TRAINERS TOOLKIT HOW TO#
There are a myriad of options on how to structure a train the trainer course depending on your needs and timeframe. We have had the opportunity to observe a wide range of train the trainer programs at several international NGOs, and from them we have drawn some best practices outlined in the next chapters. In either case, there are a lot of interesting questions about how to build up an effective program. Or maybe you are preparing a 2-week-long intensive train the trainer course to develop competency in designing and delivering soft skill training sessions. Perhaps you need to design short, 2-3 day programs aimed at equipping subject matter experts with training design and facilitation skills.
That is why we love designing and delivering them! :-) Train the trainer courses are among the most challenging and comprehensive types of training courses. Our team members at SessionLab have both participated in and organised various train the trainer events over the past years. The train the trainer model provides an effective strategy to equip employees and subject matter experts with new knowledge on how to teach others and how to foster an environment where everybody feels welcome to improve their skills. Additionally, having internal trainers allows an organisation to pass on domain or organisation-specific knowledge from experienced employees to newer ones. A competent and skilled group of internal trainers will also help a lot in supporting any future change and transformation initiatives that your organisation might undertake. Thus, unless you have an endless budget to hire external trainers, you might be better off training your own internal experts who can transfer skills and knowledge to other employees. To stay competitive, their workforce needs to be up-to-date with the latest trends and technologies, so it is not uncommon for employees to attend trainings in the workplace.Ī lot of training sessions call for a lot of trainers. In our ever-changing world, one of the biggest challenges organisations face is how to stay on top of their game while adapting to new markets, new requirements and environments. Make designing your train the trainer course easy – it’s free! The Train the Trainer Model
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