Most people who call themselves trainers today probably didn’t start out to be trainers. They often work in a field where they develop extensive knowledge and then are asked to share what they know. Many trainers have some experience with teaching, writing, or leadership, although they come from nearly every field.

 

Learning objectives will include:

  • Recognize the importance of considering the participants and their training needs, including the different learning styles and adult learning principles.
  • Know how to write objectives and evaluate whether these objectives have been met at the end of a training session.
  • Develop an effective training style, using appropriate training aids and techniques.
  • Conduct a short group training session that incorporates these training concepts.

 

Course Overview:

  • Defining a Successful Training Program 
  • What Makes a Successful Trainer? 
  • A Word about Adult Learning 
  • The Learning Process
  • Principles of Adult Learning
  • The Learning Process
  • What’s Your Type? How About Mine?
  • Applying the Learning Cycle
  • Introverts and Extroverts 
  • The Training Process
  • Planning Training
  • Choosing Training Methods 
  • Designing a Learning Sequence
  • Adding Games
  • Setting the Climate 
  • Presentation Skills
  • Dealing with Difficult Trainees 
  • On-the-Job Training
  • Training Presentations
  • Evaluations  

Behind every spectacular training session is a lot of preparation and meticulous attention to detail. The truly skilled trainer can make a program exciting. The learners will have fun while they are learning if the facilitator is able to involve their emotions as well as their minds. You will see the involvement, and you will feel the energy. 

To reach this stage as an adult educator isn’t always easy, but success isn’t just for the naturally gifted. It is possible for all of us who put effort into our personal growth and development. We want the enormous satisfaction that comes from working with others to help them reach their potential as human beings. This three-day Course will help you reach that goal. 

Course Overview:

  • Preparing to Learn
  • Understanding Learning
  • Competencies for Adult Educators
  • Accommodating Learning Preferences
  • Increasing Your Expertise
  • Using Existing Materials
  • Managing the Stress of Training
  • Planning a Workshop
  • Visual Aids
  • Your Role as an Effective Communicator
  • Questioning as a Training Technique
  • Kirkpatrick’s Levels of Evaluation
  • On-the-Job Support
  • Dealing with Difficult Situations
  • Training in Different Forums
  • Team Teaching
  • Training Preparation and Presentations

Coach, Mentor, Role Model, Supporter, Guide... do these words ring a bell? Being a coach involves being able to draw from several disciplines. Coaching is based on a partnership that involves giving both support and challenging opportunities to employees. Mentorship is a related skill that is often a part of coaching. It’s about being a guide, offering wisdom and advice when it is needed.

 

Knowing how and when to coach (and when to use other tools, like mentoring) is an essential skill that can benefit both you and your organization.

 

This Course will help you Understand:

  • How coaching can be used to develop a team
  • The coaching and mentoring skills that help improve individual performance
  • The behaviors and practices of an effective coach
  • How to recognize employees’ strengths and give them the feedback they need to succeed
  • How to identify employee problems and ways that they can help correct them

 

Course Overview:

  • Defining Coaching and Mentoring
  • Coaching Assessment Review
  • Interpersonal Communication Skills 
  • Critical Coaching Skills
  • Setting Goals with SPIRIT 
  • Learning Styles and Principles
  • The Benefits/Consequences Matrix
  • Skills Involved in Coaching
  • The Coaching Model
  • Giving Effective Feedback. 
  • Coaching Problems
  • Workshop Wrap-Up

The right training at the right time can make a huge difference in the productivity and profitability of your organization. Whether you are scanning your workplace for opportunities to make things better and training is the answer, or a client asks you to come into their organization and do an assessment, your answer is best framed in the form of a training needs analysis. Your ability to create an analysis that is comprehensive yet simply prepared is critical for it to be understood and acted upon. This Course will help you to gather the information, assess the data, and present your suggestions for training or non-training solutions.

 

This Course will help you Understand how to:

  • Understand the value of creating a training needs analysis
  • Apply the ICE method to assess the situation and build a training needs analysis
  • Create a simple yet thorough training needs analysis for their organization or client

 

Course Overview: 

  • A Closer Look at the Training Needs Analysis
  • Collecting Data
  • Diving Deeper Into the Data
  • Creating the Report 
  • Taking Action
  • Workshop Wrap-Up

Training is an essential element of development in any organization. Being knowledgeable and continuing to learn throughout your career can make you a very valuable asset. We also know that training and orientation (or ‘onboarding’) for newly hired employees is a key factor in retention. 

This two-day Course is designed for a trainer who wants to develop training programs that are meaningful, practical, and will benefit both trainees and the organizations they work for. 

Course Overview:

  • Program Design
  • Identifying Needs
  • The Training Model
  • The Program’s Basic Outline
  • Evaluation Strategies
  • Defining Your Approach
  • Researching and Developing Content
  • Pre-Assignments in Training
  • Choosing Openings and Energizers
  • Training Instruments, Assessments, and Tools
  • Creating Supporting Materials
  • Testing the Program
  • Creating Proposals
  • Building Rapport
  • Pulling it all Together

There are lots of good reasons to offer training, and even more reasons to participate and take training. But there is also an accountability element, where we ask ourselves:

  • What was the value of that training?
  • Did we meet the objectives that were set out?
  • Did the training bring about some kind of lasting change in behavior?

In this course, we will explore the essential elements in evaluating training and measuring results, while creating a process that is simple for trainers and human resource practitioners to implement. 

This course will help you understand how to:

  • Identify the most effective methods of training evaluation
  • Describe the steps required in the essential elements of measuring training results
  • Tie training measurements back to the original training objectives
  • Explore the most effective methods to report training results, including a return on investment 

Course Overview:

  • Setting the Framework 
  • Pre-Assignment Review
  • Kirkpatrick’s Evaluation Model
  • The Return on Investment
  • Presenting Training Results

Webinars are now a common and effective tool being used by thousands and thousands of companies and people, across all industries. They are being used for everything from training to customer service, and education to marketing. Webinars are an affordable means of connecting with your staff, customers and online community. 

This course will offer an introduction to webinar creation and provide you with a tool that is both appealing to you, the creator, and webinar attendees. With millions of webinars taking place online every month this is a medium to be embraced. 

Course Overview:

  • Webinars Defined
  • Best Practices
  • Choosing the Structure
  • Creating the Outline
  • Choosing the Platform

It is impossible to be part of an organization today and not attend meetings. Staff meetings, project meetings, and planning and coordinating meetings all take time.

 

There has been a growing realization that we have to pay attention to the process elements of meetings if we want them to be effective. With its focus on asking rather than telling, and listening to build consensus, facilitation is the new leadership ideal, the core competency everybody needs. Managers and supervisors are often asked to facilitate rather than instruct or manage their meetings and training sessions.

 

How can you facilitate, rather than control, group decision-making and team interaction? With no formal training, people may find it difficult to make the transition from instructors or managers to facilitators.

 

This Course has been created to make core facilitation skills better understood and readily available for your organization. It represents materials and ideas that have been tested and refined over twenty years of active facilitation in all types of settings.

 

At the end of this Course, participants will be able to:

  • Distinguish facilitation from instruction and training
  • Identify the competencies linked to effective small group facilitation
  • Understand the difference between content and process
  • Identify the stages of team development and ways to help teams through each stage
  • Use common process tools to make meetings easier and more productive

 

Course Overview: 

  • Defining Your Role 
  • How Facilitators Work
  • Establishing Ground Rules
  • Content and Process
  • Types of Thinking                          
  • Handling Controversial Issues
  • Communication Skills 
  • Listening For Common Ground
  • Common Facilitation Techniques
  • Providing Effective Feedback
  • Managing Divergent Perspectives 
  • The Language of Facilitation
  • Building Agendas 
  • Dealing with Difficult Dynamics
  • Building Sustainable Agreements
  • Stages of Team Development
  • Analysis Tools
  • Workshop Wrap-Up