Details
Course overview
Gain a practical, how-to overview of the entire training through modeling of the best practices and latest techniques in training delivery, discover the 4Ps of training: Purpose & Assessment, Planning & Preparation, Presentation & Facilitation, and Performance & Evaluation. New trainers will gain a strong foundation in critical training skills and seasoned trainers will be introduced to new approaches for
delivering powerful training.
Course objectives
Specific learning objectives include:
• Discover the fundamental principles to raise the effectiveness of your training and enhance the efficacy of the batch
• Take away proven strategies, best practices, guidelines to build and reinforce.
• Align the culture building activities currently in the use throughout your organization.
• Prioritize actives and develop practical action plans for the best result.
• To design training material for a group training session to meet specified needs.
• To gain knowledge, skills, and practical tools to deliver effective training, using group facilitation techniques.
• To evaluate your training sessions for reaction, learning, changing behavior, and ultimately contributing value to the organization
Gain a practical, how-to overview of the entire training through modeling of the best practices and latest techniques in training delivery, discover the 4Ps of training: Purpose & Assessment, Planning & Preparation, Presentation & Facilitation, and Performance & Evaluation. New trainers will gain a strong foundation in critical training skills and seasoned trainers will be introduced to new approaches for
delivering powerful training.
Course objectives
Specific learning objectives include:
• Discover the fundamental principles to raise the effectiveness of your training and enhance the efficacy of the batch
• Take away proven strategies, best practices, guidelines to build and reinforce.
• Align the culture building activities currently in the use throughout your organization.
• Prioritize actives and develop practical action plans for the best result.
• To design training material for a group training session to meet specified needs.
• To gain knowledge, skills, and practical tools to deliver effective training, using group facilitation techniques.
• To evaluate your training sessions for reaction, learning, changing behavior, and ultimately contributing value to the organization
Outline
Course Contents
SESSION ONE: DEFINING A SUCCESSFUL TRAINING PROGRAMS
• About Audiences
• Presentation and Debrief
• Advantages of Workplace Training
To start the day, participants will be asked to think about what successful training looks like. This will segue into a discussion of different audiences and their expectations. Participants will also look at some situations that could identify a need for training, and some of the benefts that training can bring.
SESSION TWO: WHAT MAKES A SUCCESSFUL?
• key characteristics
• mistakes and Solutions
• Stimulating a readiness to learn
in this session, we will discuss the characteristics of a successful trainer, including how to stimulate a readiness to learn. Participants will also look at common mistakes made by trainers,& they will brainstorm some ways to avoid/resolve those issues.
SESSION ThREE: A WORD ABOUT ADULT LEARNING
• Adults vs. children
• Debrief
During this session, participants will explore the differences between adult and child
learners in small groups.
SESSION FOUR: THE LEARNING PROCESS
• Four basic steps in learning
The adult learning process has four distinct steps. Participants will look at each step and discuss how they can use this model to help trainees learn.
SESSION FIVE: PRINCIPLES OF ADULT LEARNING
• Tying a Tie
• The Principles of Adult learning
• Group Exercise
• Debrief
in this session, participants will explore the four basic steps in learning. Participants will also explore some ways to cover all points of the cycle in a training program.
SESSION SIX: WHAT’S YOUR TYPE? HOW
ABOUT MINE? WHAT’S YOUR TYPE? HOW
ABOUT MINE?
• Assessing Your Preferences
• What Does it mean To have a Number?
• Tying it Together
• The Experiential learning cycle
• learning Styles
During this session, we will look at the four main types of trainers. Participants will explore their type and discuss how this knowledge can help them become better trainers. Thethe session will wrap up with a discussion of the experiential learning process.
SESSION SEVEN: APPLYING THE LEARNING CYCLE
• The Four-Stage cycle
• Pairs Exercise
• Debrief
• individual Exercise
For every learning point we make, trainers must consider the learning cycle to ensure
that the learners get it. This session will explore the cycle through two different
exercises.
SESSION EIGHT: EXTROVERTS AND INTROVERTS
• introversion/Extroversion Survey
• Case Study
Another powerful aspect of understanding yourself and others is to recognize whether you are an introvert or an extrovert. This the session will ask participants to consider which side they fall on, and how to use that knowledge of training
SESSION NINE: THE TRAINING PROCESS
• Process in brief
• When is Training Necessary?
• Debrief
• Three Steps to an Efficient Needs Analysis
• help! I Need a Template!
This session will introduce the six basic steps in the training process and discuss the first.
Step: performing a needs analysis.
SESSION TEN: PLANNING TRAINING
• Developing objectives
• Writing objectives
• researching content
• Planning an interactive Program
• Debrief
The next two steps in the training process are to develop the training and prepare
employees. We will examine these steps through a lecture and group work.
SESSION ELEVEN: CHOOSING TRAINING METHODS
• Training methods
• Environmental concerns
• individual Exercises
During this session, we will look at the four main types of trainers. Participants will explore their type and discuss how this knowledge can help them become better trainers. The session will wrap up with a discussion of the experiential learning process.
SESSION TWELVE: DESIGNING A LEARNING SEQUENCE
• The model
• Sample Sequences
• Debrief
SESSION ONE: DEFINING A SUCCESSFUL TRAINING PROGRAMS
• About Audiences
• Presentation and Debrief
• Advantages of Workplace Training
To start the day, participants will be asked to think about what successful training looks like. This will segue into a discussion of different audiences and their expectations. Participants will also look at some situations that could identify a need for training, and some of the benefts that training can bring.
SESSION TWO: WHAT MAKES A SUCCESSFUL?
• key characteristics
• mistakes and Solutions
• Stimulating a readiness to learn
in this session, we will discuss the characteristics of a successful trainer, including how to stimulate a readiness to learn. Participants will also look at common mistakes made by trainers,& they will brainstorm some ways to avoid/resolve those issues.
SESSION ThREE: A WORD ABOUT ADULT LEARNING
• Adults vs. children
• Debrief
During this session, participants will explore the differences between adult and child
learners in small groups.
SESSION FOUR: THE LEARNING PROCESS
• Four basic steps in learning
The adult learning process has four distinct steps. Participants will look at each step and discuss how they can use this model to help trainees learn.
SESSION FIVE: PRINCIPLES OF ADULT LEARNING
• Tying a Tie
• The Principles of Adult learning
• Group Exercise
• Debrief
in this session, participants will explore the four basic steps in learning. Participants will also explore some ways to cover all points of the cycle in a training program.
SESSION SIX: WHAT’S YOUR TYPE? HOW
ABOUT MINE? WHAT’S YOUR TYPE? HOW
ABOUT MINE?
• Assessing Your Preferences
• What Does it mean To have a Number?
• Tying it Together
• The Experiential learning cycle
• learning Styles
During this session, we will look at the four main types of trainers. Participants will explore their type and discuss how this knowledge can help them become better trainers. Thethe session will wrap up with a discussion of the experiential learning process.
SESSION SEVEN: APPLYING THE LEARNING CYCLE
• The Four-Stage cycle
• Pairs Exercise
• Debrief
• individual Exercise
For every learning point we make, trainers must consider the learning cycle to ensure
that the learners get it. This session will explore the cycle through two different
exercises.
SESSION EIGHT: EXTROVERTS AND INTROVERTS
• introversion/Extroversion Survey
• Case Study
Another powerful aspect of understanding yourself and others is to recognize whether you are an introvert or an extrovert. This the session will ask participants to consider which side they fall on, and how to use that knowledge of training
SESSION NINE: THE TRAINING PROCESS
• Process in brief
• When is Training Necessary?
• Debrief
• Three Steps to an Efficient Needs Analysis
• help! I Need a Template!
This session will introduce the six basic steps in the training process and discuss the first.
Step: performing a needs analysis.
SESSION TEN: PLANNING TRAINING
• Developing objectives
• Writing objectives
• researching content
• Planning an interactive Program
• Debrief
The next two steps in the training process are to develop the training and prepare
employees. We will examine these steps through a lecture and group work.
SESSION ELEVEN: CHOOSING TRAINING METHODS
• Training methods
• Environmental concerns
• individual Exercises
During this session, we will look at the four main types of trainers. Participants will explore their type and discuss how this knowledge can help them become better trainers. The session will wrap up with a discussion of the experiential learning process.
SESSION TWELVE: DESIGNING A LEARNING SEQUENCE
• The model
• Sample Sequences
• Debrief
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RPM is a boutique consulting and training company based in Dubai, UAE. We specialize in Organizational Transformation Programs that are dynamic, passionate and highly motivational. We help organizations align their strategies, people, processes, and customers to achieve competitive advantages and bottom line results.
Our Goal is to increase knowledge and performance among all our clients. RPM has partnered with various organizations around the world to consult, assess, design, develop, deliver, reinforce, and sustain learning solutions, fueled by our passion and mission for “Building both personal and professional success through our proven methods and state-of-the-art learning methodologies”.
As a leader in helping organizations improve, our clients range from large and small businesses alike, including General Motor’s, GE, Qualcomm, Lenovo, Samsung, Aramex, and Bayer.
Our Goal is to increase knowledge and performance among all our clients. RPM has partnered with various organizations around the world to consult, assess, design, develop, deliver, reinforce, and sustain learning solutions, fueled by our passion and mission for “Building both personal and professional success through our proven methods and state-of-the-art learning methodologies”.
As a leader in helping organizations improve, our clients range from large and small businesses alike, including General Motor’s, GE, Qualcomm, Lenovo, Samsung, Aramex, and Bayer.
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