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Training Skills

Roles of a Trainer
What a Trainer Should Do Well
Feedback & Evaluation
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Your Roles as a Trainer
3
4
Planning Role
designs the learning experience
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Expert Role
transmits information
6
Instructor
directs the learning situation
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Facilitator
Helps the group to get to an agreed endpoint
and helps learning take place
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Resource Person
Provides materials & information
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Model Role
Models or influences
behavior & values
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Co-Learner
learns along side the trainee
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What a Trainer Should Do Well
Understands basic teaching methods and
applies this knowledge
Communicating
Facilitating
Presenting (separate sessions)
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Communication
Communication is an exchange, not just a give,
as all parties must participate to complete the
information exchange.
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The Interpersonal Gap Model*
As private
intentions
As
observable
actions
Bs private
interpretation
s

*Based on the work of
John Wallen, PhD.
Pass through
filters and are
transformed
Into
Pass through
filters and are
transformed
Into
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Age
Birth Order
Gender
Marital Status
Religion
Organizational
Role
Education
Work
Background
Income
Family Norms
What are YOUR filters?
Ethnicity
Physical
Abilities
Values
Sexual
Orientation
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exercise
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Why do we listen badly?
Lack of interest
Criticising speakers delivery
Boring subject, prejudices
Too long
100 things to do
Hunger, or some other discomfort
Distractions/noisy environment
Your Communication Style
To use your communication style better, or to
adapt it to different audiences,




understand your style and its impact
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Who is a Facilitator?
A person who helps a group to
work together in a collaborative
way, by focusing on the process
of how the group members work
together
Helps the group to get to an
agreed endpoint and helps
learning take place (both for the
group and for individuals within it)
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Styles Available to a Facilitator
Authoritative
Directing
Informing
Confronting
Facilitative
Releasing tension
Eliciting
Supporting
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Questioning
Facilitator uses questions to
help a group identify,
explore, clarify and develop
their understanding, and
also help them decide what
to do
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Understanding Group Dynamics
Joharis Window
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Johari Window
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Increasing Open Area thru Feedback
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initial stage
OPEN BLIND
HIDDEN UNKNOWN

Figure 1: Small Green Window Pane
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application in leadership
To expand Leadership (Green area) you
have the Red and Yellow Pills to offer
The Red Pill is disclosure and the Yellow
pill is willingness to take in feedback.
Leaders who do not disclose and do not
take feedback, do not make very effective
leaders.
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OPEN
---> Ask for Feedback
|
|
\/
Disclose and Tell about Self in Public
BLIND
HIDDEN
UNKNOW
N

Figure 2: Large Green Window Pane
improved stage
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What Type of Trainee are You?
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The Monopolizer
Takes up all the time with their
own issues, making it difficult
for others to participate
Interrupts, fails to listen and
generally dominates
discussions
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The Complainer
Continually finds
fault with everything
Is not a problem
solver, but a
problem seeker
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The Silent One
Reluctant to participate
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The Hostile One
Makes confrontational
remarks
Attacks (verbal) other
participants or the
facilitator
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The Negative One
Dwells on complications,
problems
Avoids finding solutions or
positive points
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The Dominator
Think they have all the answers, want to
control the discussion
Think they are superior to everyone else.
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The Whisperer-Conspirator
Has private conversations while the facilitator
or others are speaking.
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The Clown
Uses humour to
distract or put down
others
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The Prisoner
Unhappy
Restless
In the session against their will
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Feedback and Evaluation
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What is it?
Why do we do it?
Feedback
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(Formal) Evaluation
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Results-Based Learning
Inputs Activities Outputs Outcomes Impact
Efficiency
Effectiveness
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Level of Results
Levels Description Result
I Reaction: What is the participants
response to the training?
Output
II Learning: What did the participant
learn?
Output
III Behaviour Change: Did the participants
learning affect their behaviour?
Outcomes
IV Organizational Performance: Did
participants behaviour changes affect
the organization?
Outcomes
V Return on Investment Impact
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Measures
Levels Description Measure
I Reaction Satisfaction or
happiness
II Learning Knowledge or skills
acquired
III Behaviour Change Transfer of learning
to workplace
IV Organizational Performance Transfer or impact
on society
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Evaluation Tools
Daily Feedback
Session Feedback
End-of-Course Evaluation
Post-course Evaluation
Research
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UNITED NATIONS SIAP
PARTICIPANTS
SIAPs Evaluation Framework
Course
Plan
Diagnostic
Test
Grading Sheet
Topics/Lessons
Topics/Lessons
Topics/Lessons
Topics/Lessons
Topics/Lessons
Exams/Tests
Exams/Tests
Exams/Tests
Pre-Course
Expectation
After-Course
Evaluation
Evaluation
Forms
Course
Evaluation
Directives for
Training Organization
Education Strategy
GOVERNING COUNCIL
Program of
Courses
Program
Evaluation
Strategy
Evaluation
Strategic
Plan
Alumni
Survey
Clients Survey
Course Info
Request
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