Part 1
Introduction
Identifies who the book is for
Sets outcomes
Creates interest by a self assessment questionnaire
Defines differences in a variety of learning interventions – coaching, training, facilitation
Answers the question – what is training?
Defines benefits for improving as a trainer
1) How do people learn?
Learning models- Honey and Mumford etc
Overview of key models
Intro to accelerated learning
Knowledge transfer
2) It starts with you
Parent /Child – overview of transactional analysis
Beliefs &Values
Attitude of you as trainer
Don’t need to be an expert to be a great trainer
Key qualities identified in the modelling research process
Personal self-awareness / preferences
3) Anatomy of a bad trainer
Examples of a bad training from the perspective of a participant
Identifies all the reasons why training has got a bad name in some quarters
Relays personal stories of incompetence
Quotes from senior figures in business bad mouthing profession
Links to bad experiences at school
Part 2
4) Training needs analysis
Link to sales
What happens when needs are not identified
Simple templates for use at all levels - Behaviours + skills + attitude
Outcome setting + Learning outcomes
Importance of focusing on audience
5) Design
The process
Building the why? – The importance of grabbing the audience
Pacing the audience + audience states
Lobbying in advance
Creating responsibility and awareness
States to support learning
Big + small chunk
Introduction to the 4 Mat systems
Are you getting in the way of design? – ensuring your own preference does not dominate
COMB at start of training – context, objective, map, benefits
Importance of environment
How to rehearse – rehearse like mad and then look as though it is spontaneous
Part 3
6) Delivery
Links to stand up comedy
Building Rapport &Establishing credibility
Credentials / qualifications
Your voice
Body Language
Feedback to self / from others
Maximising engagement
Ice breakers
Different methods of delivery – tell/ group/ small group / case study / individual / exercises
Managing groups
Exercises – planning / structure / facilitation
Engagement – questions / Stories and metaphors / other ideas
Group discussions
Use of space
Handling different types – identification and then how
Working with different cultures
Handling the hecklers
7) Blended approach
Definition
Benefits of blended
Pre-seminar work
The role of e-learning and technology
Follow up and reflective learning logs
8) Assessing impact
Why measure?
The challenges
ROE (return on investment vs. Return on expectation)
Feedback and evaluation – specific model
Kirkpatrick model
Reflecting on training – why and how?
9) Working with external trainers
How to be a great client
Using external trainers
Value for money vs. collaborative approach
Working with procurement
Budgeting
Negotiation
10) Putting it all together and action planning
Importa
