There’s only one reason why a group should have a trainer among them and that is to create memorable learning experiences and to facilitate lasting behavioural change The Trainers Tool Kit enables you to  master the skills of creating memorable training events In just 5 days.

During the trainers tool kit you will develop tips and technique to enhance training design and delivery. You will have a wealth of resources in your tool kit that will enable you to create powerful learning experiences that generate states of curiosity, anticipation and motivation and maximizing memory and retention of learning by as much as 34%.

You will enable effective learning transfer with Terrific Training Transfer Techniques and create positive pathways that encourage learners to apply new techniques to their real world.

Duration 5 days. Training is about much more than presenting. It’s about  designing workshops and materials that are entertaining enough to gain attention, stimulating enough to engage and involve participants, vivid enough to remember and practical enough to be applied easily in the workplace. Be a terrific trainer, join this course and develop the skills and knowledge to create memorable learning experiences!

Trainers and Instructors will benefit from this accelerated learning course. You will discover up to date methods and ideas for identifying training and development needs, you will explore and practice brain friendly training techniques, and you will be amazed at your ability to use your new skills with ease and with great effect. You will return to your work with a complete range of tools and techniques that will maximize learning retention based upon the latest research from the world of neuroscience and armed with renewed confidence and enthusiasm to deliver excellence.

The Trainers Tool Kit Course Content

Analysing Needs – The Dangers of Identifying Wants

• Linking to corporate objectives, policies and plans. Aligning training with business
• needs
• Aligning training with strategy and standards
• How to identify stakeholders, and their needs. How to deliver solutions to stakeholder needs
• identify and promote the value added element in your service
• Recognising when development needs occur – the drivers for training and development and the symptoms of a need
• Delivering a competency based training needs analysis
• Separating “Wants” and “Needs” and ensuring needs are aligned with job requirements
• Identifying the training and development needs of three elements, the organisation, groups within it, and individual needs
  How to assign responsibility for identifying training needs, encouraging management responsibility
  Develop your needs analysis toolkit – 7 methods and support templates to support training needs analys

Appealing to Styles and Preferences

• MBTI – your type and preferences, recognising and communicating successfully with a range of types
• Recognising how individuals of a particular psychological type learn and adjust to new behaviours
• How to enhance learning for the given type
• Identify a range of learning styles and preferences and adapt your approach to influence the styles
• Identify your trainer type using Trainer Type Inventory (TTI)
• The nine intelligence’s – lesson planning to meet the needs of a variety of intelligence’s.
• Discover a range of motivators for learning .Recognising motivators & developing Super motivational training techniques

Dedicated to Design

• The learning cycle
• Identify and overcome barriers to learning at each stage of the learning cycle
• Setting Objectives – Consider how to agree effective performance and
• behavioural objectives (Well Formed Outcomes)
• Too Much, Too Fast, It Won’t Last? How information is received and processed to short term memory
• Discover how clear objectives help to structure learners expectations, guide design, and enable managers to participate in learning transfer
• Evaluation criteria, – what do learners demonstrate to prove that the learning has been taken on board
• Designing learning interventions and training aids that accelerate Memory Understanding and Doing (MUD)
• Pacing and sequencing content The Magic number 5 Information overload – how to avoid it.
• How to separate the need-to-know content from the ‘nice-to-know’ content.
• Maximising learning and creative learner responsibility via pre course material.
• The value of priming and pre-exposure to content
• Utilising a combination of strategies will create a variety of opportunities for learning and superior results in comprehension, retention and application
• Producing Red Hot Handouts

Polished Performance

• Positive attitudes present polished performance
• Stress busters – Reducing anxiety – Fear (False Evidence Appearing Real)
• STOP>>>PERSONAL SABOTAGE! Finding useful behavioural strategies
• Assess your voice personality and create perfect pitch
• Friend or foe – assessing the audience
• How venue and seating can affect your audience
• Openings that ignite a room. What should your opening announce?
• Creating and Recognising States of Curiosity, Anticipation, Surprise, and Confidence
• Connecting content and Audience
• Questions, creating clear expectation response modes
• Why use Metaphors and Analogies?
• Techniques for Brain Imprint
• Visual auditory and tactile simulation
• Slow starts – their effect and recovery
• Managing…. Prisoners Protestors and Passengers

Promoting Transfer

• Perceptual positions
• Hooks to capture your audience
• The rule of 3 and how it helps retain messages
• Use of empowering and influential words to sensationalise your message
• Creating verbal pictures – Making messages memorable
• Managing disruptions and Managing silence
• Captivating closes
• When Does A Workshop End? – Continuing the learning process even after the workshop has finished!
• And to help you on your journey… a toolkit of development sites for training professionals

A Little Extra Reading

https://spectrain.co.uk/learning-design-and-the-art-of-seduction/