Training trainer and experience counselor team building training

A training trainer program that develops training courses within your organization should include at least:

[A] Increased understanding of experiential learning and leading experiential training programs
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[B] Increase understanding of the team learning cycle; when to use experiential learning and when to use other training techniques
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[C] Increase understanding of training tools, including training needs analysis, training goal setting, and indicators. These assessment and data collection tools will determine the effectiveness of training, cost-benefit analysis and future training design modifications. The focus will be on experiential training techniques.

Program Overview: Sample Time Range - These will vary based on your team's specific training needs and budget

o 5 days [about 30 hours] training on site or offsite
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o 6 webinars, about 90 minutes each time, as the case may be.
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o 4 coaches and services need to make calls every quarter.
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o Workbook materials; training time content, more than 25 empirical initiatives, including comprehensive promotion, design and sequencing.
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o Supplies and components [hardware, etc.] for establishing and leading experiential training for internal employees.

Participants will receive:

- Knowledge and applicability of various experience learning cycles [ELC]. Participants will introduce the various uses and pitfalls of ELC. Participants will learn how to implement and utilize multiple ELCs in any training/promotion experience.

Knowledge and applicability of various team learning cycles and their application in team learning theory. Participants will have a clear understanding of how adults learn, how teams are formed and reformed, and how to ensure that teams continue to work at optimal levels during the team learning cycle. In addition, participants will gain the skills to apply team theory knowledge to existing and new training development programs.

- More than 25 proven and useful experience events. Each team building activity will be explored and participants will develop variants and add their own personal style to use these experience activities in any environment of any audience. In addition, participants will understand the correct sequence of experiences and team learning to optimize the information and content delivered.

- Data collection and training program evaluation. Participants will be able to quantify the impact of training on the organization. Participants will learn how to create metrics and rules to measure success and improvement areas in the organization's team. These measurements will be short-term and long-term - providing immediate measurements for short-term needs while tracking the long-term outcome of training. Identify ways to link learning objectives to company and departmental performance indicators. Participants will focus on the development of results-based training and internal customer-centric return on investment [ROI] calculations.

- Promote different populations. Participants will be introduced and skills will be mastered to present and participate in heterogeneous people within the organization. Discussions will be promoted to promote training and discussions about workplace, leadership, team and individual needs to improve team and individual efficiency. Participants will learn how to attract introverted and extroverted participants, saboteurs, untouched, negative and excessive participation. A number of tools will be introduced to get the most out of every training and interaction within the organization.

- Handling links between learning and functional experience learning To the workplace.. Participants will learn how to use Experiential Learning to create "experiments" and guide participants to find metaphors and specific methods to transfer experience and team learning to the workplace for personal and [mechanical] effectiveness.

Additional knowledge and experience content that can be added;

o Conduct training needs analysis
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o Effective use of media
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o Power Point, workbooks, flipcharts, lectures, experiential practices and considerations
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o Platform skills: verbal reinforcement, tips, clarification, interpretation, examples, analogies, metaphors and other 100 skills
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o role playing
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o promotion and teaching, compared with leadership
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o How to find resources online
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o Develop computer-based training and when to use CBT.
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o Based on employment training, establish a new apprenticeship model
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o Training manager, budget, politics, third party service provider management
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o Training manager training
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o Evaluation of third-party training products

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