Training of Trainers

This project is financed by the European Union

1 The project is implemented by a European Profiles S.A. led consortium

TRAINER’s STYLE AND TECHNIQUES (2)

By Senior Sort Term International Expert: Kyriakos DIMITRIOU

Place: UCCI Tashkent Training Centre

Ташкент - July 4, 2014

Training of Trainers



Interactive Interactive is mutually or reciprocally active -involving the actions or input of a user

(the British online encyclopaedia)Interactive learning is a more hands-on/ two

parts/ real-world process of relaying information in a training room. The opposite is passive learning

Usually interactivity in learning is combined with all the techniques we mentioned already plus the use of computers.



on the job training (OJT)

Interactivity is combined also with training techniques for virtual learning environments, online and hybrid courses and on the job training that is

Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer (or sometimes an experienced employee) serves as the course instructor using hands-on training often supported by formal classroom training

(http://www.businessdictionary.com/definition/on-the-job-training-OJT.html)



Training requirements

Many standards promulgated by the related authorities in European and other countries (ie Ministries of Labor in E.U, OSHA - USA) require the employer to train employees in various periods (entry stage, fixed periodically continuous training, special on demand training etc). This is based on the assumption that even certified employees need to be trained according …



Training requirements take into account

Employers

demandsSafety

AssuranceQuality

Assurance



Purpose of Selecting Training Methods

Training methods serve two purposes:

1) They provide a means for the learner to learn the specific training content that is compiled for the training. 2) They keep the learner interested and involved in the training so learning is enhanced.

Taking into account TNA a variety of training methods is available. First it is necessary to realize that different methods are best for providing different learning experiences for ▪Acquiring skills ▪Forming attitudes

▪Enhancing knowledge



engagementAs we already know adults may face

difficulties in participating in training activities or in learning. Some of these difficulties can be overcome through engagement strategies that

• Do not force but understand• Involve • Facilitate to overcome kind of problems• Enhance learning procedure



Engagement strategies

The “learning contract”

It is a virtual contract between the two parts: Learners and the trainer. Usually comes out during the first hours of the session, as a result of techniques and strategies the trainer has apply. It can be renewed occasionally, especially if the trainer faces some difficulties with part of the group.



ReprtitionAs a general rule in communication, repetition is valuable. In presentations during training, there is a golden rule about repetition:• Say what you are going to say,• say it,• then say what you have just said.

In other words, use the three parts of your presentation to reinforce your message



The 3 partsIntroduction: inform learners what and how and start “the learning contract”

Body: deliver the training

Conclusion: point out the main parts

Opening (introduction) is the most crucial part. Is vitally important as sets the scene for the session and outlines the process. Also help to “break the ice” between all participating members



Opening Usually in the opening hour there is a lot of confusion.

Who, What, Why, How are some of everybody's sensations and thoughts.

Some times participants do not know each other and almost always they do not know their trainer.

So there are some techniques that help

The traditional but less interactive technique is self presentation by the trainer, procedure announcement, and sort self presentations by participants

Other techniques are: ▪ partner presentations ▪ the name – chain ▪Voice recognition and …



Any technique you choose

Must continue with “learning contract”. It comes after the group start feel efficiently and after using some group dynamic techniques that engage learners. Then we follow with words like

• do you agree?• lets try• we• ……



Closing• Closing should summarize the hole session.

We should try to keep enough time to summarize but also let feelings from both (learners and trainer) get out.

• Both parts have spent together time, share feelings and emotions, agree or argue, share experiences.



Icebreaking Icebreaking (in terms of group dynamics)

Is an activity that needs communication skills. Ice can be created any time during training (after the opening session when exist one way or another) caused in actions carried out by learners and /or trainers reaction. Then an icebreaker is needed. Sometimes brilliant learners feel it and decide to play the roll. When it happens is a gift. Otherwise trainer has to do it. Usual techniques could be ▪ A joke with respect to anybody (religion, sex, culture taking into account)• Discussion ▪ Relaxing actions - games



types of learners

• Initiator• Coordinator• Ice-breaker • Evaluator• Mediator• Gatekeeper• Performer

• Harmonizer• Blocker• Avoider• Humorist • Doubter



Understanding audience differences

Audience in a training activity can vary in many ways.

All adults are individual personalities.

But we also may face a lot of differences such as in:

Qualification CultureReligionSexEthnic (minorities)Disadvantage

personsLanguage etc



Include them allAlso (as mentioned the first day) a great

particularity comes after the fact that each one participates due to different goal.

All these people need to be included in the same training action. Under this circumstance trainer must use all his/her imagination and skills to create a group from these differences/ varieties. Any time he/she must respect individuality and persons preferences.



Tough questions: A challengethere might be tough questions. Tough in 2 ways: • Tough as personal questions or• Tough under the scientific point of view

When a tough question is in personal matters, it depends on you to react appropriately. It could happen any time in life not only in training

When the question is in a scientific subject that you can not recall at the moment, or you are not 100% sure, then… In my opinion the only way is to be honest. Ask the learner to answer in a close future time in order to make your own research



MONITORING …Trainer’s role, is not only to be the intermediary between trainees and the learning goals, but to manage in a new way the hole training procedure.Observe the team as a hole Observe each individual Note all kind of observation in order to discuss at an

appropriate time in team or individuallyFeel his/her own reactionUse his/her experience thoughts and feelings before

and during the trainingThe assignments (of the team and sub-teams)



So, the trainer• Keep notes during training procedure (explaining

why keeping these notes) in order to have references • Use any contribute by the learners during the training

methods / techniques he or she is going to use• Take feedback of group reactions • Is able to redefine methods/techniques and time

schedule in benefit of the group• Becomes a team member with relevant rights and

responsibilities (with some minimal exceptions when appropriate) – example.

• Share his/her own feelings about procedure



Evaluation

Generally speaking, evaluation is used to determine the degree to which program objectives are met through the procedures used.

If we want to define “evaluation in training” as a term, we could say that is a systematic procedure to give a “value” qualitative and quantitative in a training session, using concrete criteria and methodology.



Evaluation has a meaning when

Is a procedure to collect valid, reliable and useful information and data

Extend in explaining of the resultsIs combined with feedbackIs not only quantitative Its results are used by appropriate persons

in terms of improvement

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Training of Trainers

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