A train-the-trainer program to develop a training curriculum within your organization should include at a minimum:
(A) Increased awareness of experiential learning and leading experiential training programs
(B) Greater knowledge of the team’s learning cycles; when to use experiential learning and when to use other training techniques
(C) Increased knowledge of training tools, including training needs analysis, training goal setting, and metrics. These data collection and evaluation tools will determine training effectiveness, cost benefit analysis, and future training design modifications. The emphasis will be on experiential training techniques.
Program overview: a sample time frame; these will vary based on your team’s specific training needs and budget
o 5 days (~30 hours) of on-site or off-site training
o 6 webinar conferences of ~90 minutes each, scheduled according to availability.
o 4 quarterly service and advice need phone calls.
o Workbook materials; training time content, 25+ experiential initiatives with full facilitation, design, and sequencing.
o Supplies and components (hardware, etc.) to build and lead the experiential training of internal staff.
Attendees will get:
– Knowledge and applicability of a variety of Experiential Learning Cycle (ELC). Participants will have an introduction to the various uses and dangers of ELC. Participants will understand how various ELCs can be implemented and used in any training/facilitation experience.
Knowledge and applicability of a variety of team learning cycles and their use in team learning theory. Participants will gain clarity on how adults learn, how teams are formed and reformed, and how to ensure that teams continue to work at optimal levels in reference to team learning cycles. Additionally, participants will gain skills to implement equipment theory knowledge into existing and new training development programs.
– More than 25 experiential activities that have proven to be effective and useful. Each team building activity will be explored and participants will develop variations and add their own personal style to using these experiential activities in any setting with any audience. In addition, participants will learn the proper sequence of experiential and team learning to optimize the message and content being delivered.
– Data collection and evaluation of training programs.. Participants will be able to quantify what effect the training is having on the organization. Participants will learn to create metrics and rubrics to measure success and areas for improvement within organizational teams. These metrics will be both short- and long-term, providing immediate measurements for short-term needs while tracking longer-term training outcomes. Identify ways to link learning objectives to company and departmental performance metrics. Participants will focus on developing results-based training and return-on-investment (ROI) calculations that focus on the internal customer.
– Facilitation of diverse populations. Participants will be introduced to and gain mastery of the skills to present and engage heterogeneous populations within the organization. Training facilitation will be explored, as well as discussions of the workplace, leadership, team, and individual needs to increase individual and team effectiveness. participatory Many tools will be presented that can be used to get the most learning from every training and interaction within the organization.
– Learning Processing and Functional Tie-backs of experiential learning to the workplace.. Participants will learn how to use experiential learning to create “experiments” and guide participants to find metaphors and concrete ways to transfer experiential and team learning to the workplace for both personal and (mechanical) effectiveness.
Additional knowledge and experiential content that can be added;
o Carrying out a training needs analysis
o Use the media effectively
o Power Point, workbooks, flipchart, reading, do’s and don’ts of experience
o Platform skills: Verbal reinforcement, prompts, clarification, paraphrasing, examples, analogies, metaphors, and 100 other skills
or role play
or Facilitation vs. teaching vs. principal
o How to find resources on the web
o Develop computer based training, when to use CBT.
o Structured training in the workplace, the new learning model
o The manager of training, budgets, policies, management of third-party service providers
o Train managers to train
o Evaluation of third-party training products