Train the Trainer model is an important methodology that has been designed aiming at the proper spread of learning inside an organization. This training program is interesting as the trainers get themselves trained in order to effectively train others. There is a lot of difference in learning theoretical principle and applying it in the practical life, therefore train the trainer programs need to aim at providing experiential training.
While this Train the Trainer model apparently appears to be an amazing idea, it is necessary to understand the different strata of learning instead of imposing unskilled ideas that generally squeeze out of the minds of untrained trainers.
There is a lot more than the meagre technical precision. A trainer who receives the training is further bestowed with the responsibilities to train the employees or members of a particular team. A lot of the learning depends upon the approach of the trainer.
The power of language
In this world of people hailing from diverse cultures, language plays an interesting as well as important role. For instance, a trainer who has received his training in English might be training employees in some other country, say Greece and the language of communication has been strictly restricted to their native tongue. In such a situation, there arises a requirement to appoint trainers who are well versed in the language.
However, it is not possible for anyone to have knowledge of all the languages spoken across the globe. Hence, it is wise to know at least one other language besides the one in which he or she is receiving the training. The more the number of languages someone gets well versed with, the higher is the scope of job opportunities for the trainer.
Different approaches of the Train the Trainer model
- Subject Matter Expertise: This approach of training focuses on sharpening one particular skill rather than being a Jack of all trades. It points at the unique style and content knowledge of the individual trainer.
- Workshops and seminars: Workshops allow interaction among trainers in which they tend to understand their weak and strong areas. Organizations should effectively arrange for such workshops and seminars to boost the confidence levels of in house trainers belonging to the business firm.
- Providing theoretical content: Theoretical content here refers to either soft copy or hard copy of subject materials that need to be studied thoroughly to proceed through the train the trainer course work. There is a lot more to learn than that can be obtained from academics. It is basically a conglomeration of thoroughly researched information that will build a better trainer in near future, rather pointing out to the period right after completing the certification.
- Approaches depending on problem areas: This is entirely the discretion of the trainer. On the basis of the various assessments that are conducted on various stages of the training program, the variations occur in choosing different tools of this train the trainer approach.
- Adult Learning – Trainers need to understand that adult learning principles greatly differ from learning for children. A good approach for a Train the Trainer program is to equip trainers with the understanding of adult learning principles so that they can design effective and engaging sessions for their audience.
The train the trainer model is important and highly beneficial. The approaches of this method are equally important for training successful trainers.