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Train The Trainer

Training of Classroom Trainers

There is a systematic approach to creating impactful learning systems called Instructional Systems Design (ISD) where you learn to:

Identify the root cause of the need/problem

  • Consider solutions
  • Implement the best solution
  • Evaluate the results

This ISD model is based on the the word ADDIE, which consists of 5 parts:

 Analyze

What needs to be learned?  What needs to be improved? The ISD practitioner will start by defining what needs to be done – what needs to be learned – or what needs to be changed.

 Design

In the design phase, you seek to understand what should be happening – what new process/procedure/product, etc. needs to be implemented.  You also determine the current state – what is happening now.  The difference is the performance gap that needs to be addressed.  You then describe the tasks to be learned, and the steps needed for the learning to take place.  At this point, the training outline and the performance assessments are developed.

 Develop

During this phase, the trainer creates the learning materials and ensures they are correct.

Implement

Deliver the training.

Evaluate

Although evaluation occurs at every step of the model, in this final phase, the program is evaluated to verify that the training and learning materials did what they were supposed to do.  It is common for the evaluation phase to lead right into another ADDIE – and start to analyze another problem or need.

Training of On-The-Job (OJT) Trainers

Employees are often called upon to help the business with cross-training, new hire training, or changes to processes or procedures.  How does the employee know how to provide the instruction so that the learner understands? Employees should learn about:

  • Learning styles (Hearing-Seeing-Touching)
  • Tell-Show-Do model of instruction
  • Know when the message has been received and understood
  • Evaluate the results/confirm the information .

First – how do people learn?  When I teach this class, I cover the experiential learning cycle (Experience, Reflect, Generalize, Apply). I also cover Malcom Knowles, the father of adult learning, and talk about the common learning styles (Hear-See-Touch)

Next –I study body language – specifically concentrating on how the trainer knows the message is received.  I also talk about classroom issues and OJT issues that can arise during instruction.

I also discuss how to create learning materials and/or job aids.  For instance, how do you know you created something worthwhile?

Want more? Contact me – I’ll try and help as best I can.

 

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