and all this with a detailed explanation of why the course is designed as it is. there are a myriad of options on how to structure a train the trainer course depending on your needs and timeframe. it is often an integral part of training courses because it creates a safe, welcoming atmosphere and helps participants check in to the event mentally. as a trainer, you will frequently have the responsibility of standing in front of the room and presenting material. one of the most essential skills for any trainer is to know how to structure and build a training session to be engaging and effective. a practical way for your trainees to familiarise themselves with setting learning objectives is if they start working on their practice training and set the relevant learning objectives. primarily, the role of the kolb cycle is to provide a framework for you and your trainees to include activities in a training plan in a way in which participants will have the opportunity to engage with a concept in different ways. the essence of applying a particular learning styles theory should be that you provide multiple ways for your training participants to familiarise themselves with the topics you are teaching and to demonstrate their understanding of those concepts. this session will be a starting point for your trainees in understanding the types of exercises they might use and how to design them. this first one is only a short practice (a 45-60 minutes training module) but should be sufficient for your participants to apply training design principles, practice the art of delivering in front of other participants, and get candid feedback on their performance.
optionally, you may also introduce the vak (visual, auditory, and kinesthetic) learning styles concept as a supplementary theory to help trainees in thinking about how to keep a session interactive for participants with varying learning styles. this way participants will have the chance to first take part in a debriefing as participants and then analyse the experience they just had. as a trainer, it is highly useful to be conscious of the dynamics taking place in the group and to be aware of the best ways to deal with a group depending on its dynamics. trainees should again deliver in pairs to practice the experience of co-delivery, and it is essential that one trainer from your team is there to observe and give feedback on the performance. this is just the beginning of their journey as a trainer, and now it is time to point out the various development opportunities they will have in your organisation. you will also want to ensure that you select the right people to be in the room and that the group is the correct one for your train the trainer program. here are some of the most important skills you need to be a trainer and to deliver effective training, whether you are running a train the trainer course or delivering standard training to a team. i think it boils down to organisational needs: if you need to do a lot of training internally at your organisation, then it can pay off to train skilled trainers within your organisation. i had the opportunity to adapt it for a session of 9 consecutive days and everything was very useful to me. i’d say there are actually a lot of benefits in splitting up train-the-trainer education to multiple stages, as it allows the trainees to have more practice time between the different stages. i am not trying to deliver a training that is expertly designed but at least, i have the basic and key information that is needed in designing my training.
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