Training Trainers: How to Train Training Instructors
Imagine your organization is about to release a major software update that will save you a lot of time and money. However, for the launch to be successful, everyone in the company needs to learn how to use the new software.
The software company provided a trainer to teach its people how to use the new platform. But there are thousands of people in your organization, and with just one trainer, it will take months to get everyone trained.
A quicker approach is to use this trainer to teach, say, 10 people in your organization how to train others on the new software. If each of these people trains 10 more trainers (and so on), you can quickly have hundreds or thousands of trainers available to teach people the new system, meaning you can introduce it quickly and effectively.
In this article, we’ll look at the benefits of training your own in-house coaches and the steps you should take to effectively develop these new coaches.
Benefits and Uses:
The train-the-trainer approach, also known as Train-the-Trainer (TTT), is a widely recognized method used across multiple industries, including education, public health, and even global affairs.
The TTT approach allows an experienced trainer to quickly train a large group of new trainers; and these new trainers, in turn, will continue to train dozens or hundreds of others.
Advantages:
There are many benefits to using the TTT approach in your organization.
First, training your own trainers provides a quick way to train a large number of people. Think of this approach as a pyramid; if you train 10 trainers and they train 10, you can train 1,000 people in a very short period of time. For TTT Course Click Here
In-house trainers are often more effective than outsourced trainers because they have a much deeper understanding of your organization’s culture, customers, and mission.
They are teaching their own colleagues and can structure the information so that it is relevant to the organization’s work and goals. This familiarity can lessen the fear that some students may experience at the beginning of a change effort and increase retention and understanding.
Training your own trainers can also be highly cost-effective; If your in-house trainers have available capacity, the TTT approach can cost very little, especially since the daily rates for in-house team members are generally lower than the rates for external people.
However, if you are training your own trainers, it is important to ensure that you do not take them away from higher value work.
A TTT approach also enhances the skills of the people you choose to become instructors. These people will increase their knowledge, develop their skill set and build their self-confidence, which in turn will mean they are of greater value to the organization.
Disadvantages:
There are some disadvantages to this approach. First, if the new trainer fails to learn the correct information in the first place, he may spread misinformation to the people he trains.
This is why it’s important to test your future instructors before they leave the program, to ensure they are conveying the correct information and procedures.
Additionally, if you select multiple in-house professionals to become coaches, you risk removing them from their “day jobs.”
Make sure your trainers have spare capacity or can delegate urgent or essential tasks when they are training others.
Using the Train the Trainer Technique (TTT) is a cost-effective and productive way to deliver training within your organization and allows you to train a large number of people quickly. With this approach, experienced trainers teach internal team members how to provide training to others in the organization.
When you use a TTT approach, students are likely to retain and absorb more information because their peers are teaching them rather than an unfamiliar instructor. for more blogs dubaionlinemarket.ae
To develop a TTT program, follow these steps:
- Choose your coaches.
- Clarify goals and metrics.
- Conduct a training needs assessment.
- Teach adult learning concepts.
- Organize active learning activities.
- Coach mentor.
- Evaluate the results.
When choosing your future in-house coaches, remember that skills like empathy, emotional intelligence, and patience are often more important than the current level of knowledge of the information they are teaching.