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How To Build "Home-Grown" Trainers
How To Build "Home-Grown" Trainers
Have you ever wished you could reduce your organization's
dependence on outside trainers? How about developing your own
workshops? Join the ranks of organizations that have benefited
from developing their internal resources, saved money, and
improved the relevance and quality of their training!
What's Not Working
Over the last few years, I've worked with dozens of agencies to
develop their own "home grown" trainers and tailor-made
curricula. Why? Agencies tell me it begins with dissatisfaction
with current options:
1. Sending employees out to workshops advertised by national
companies. Though some of the information is valuable, the
workshops are generic. Typically participating are a hundred
people or more, from all industries. One or two from your
organization that attend may benefit, but the value to the
agency may end there.
2. Bringing in training experts. Though sometimes necessary and
very appropriate, bringing in experts can be expensive. These
specialists may provide a "one-size-fits-all" training - after
all, they just gave this same presentation in Cleveland a week
ago. And what happens if you can't find an expert in your very
specific subject area?
Exploring Options
The term "training of trainers" (TOT) can mean different things.
To some, it means training people the "ins and outs" of a
specific program, the ultimate goal being their ability to teach
that program. For example, a local health promotion organization
trains elementary school teachers to use its packaged
curriculum. They assume that teachers will use their
already-established training skills with the product. This type
of TOT's focus is on content.
A more flexible type of TOT focuses on process. It usually
includes how to design a lesson based on adult learning
principles, how to integrate a variety of participatory
exercises, how to enhance presentation skills, develop learning
aids and evaluate the learning. The best TOTs include strategies
to ensure learning occurs and to identify and
analyze training
needs from the outset. Using these new strategies, participants
often develop and present a lesson based on their area of
expertise that they can use immediately.
Steps To Develop "Home Grown" Trainers
Once an organization decides to "grow" its own trainers, there
are two major investments: a one-time investment in training and
an ongoing investment of time.
When possible, garner enthusiastic, visible support from the
top. When leaders overtly support trainer development, all
employees get the message that learning is a valued and
important element of work.
Select people to become "trainers in training." These can be
people with training expertise or just a strong interest, as
well as subject matter experts who traditionally have "bored the
pants off" people while transmitting information. Clarify
expectations, time commitments and potential rewards for
participating.
Provide an expert Training of Trainers.
Provide regular Trainer Development Meetings.
These meetings usually take place once a month. Trainers meet to
discuss what is working well and to debrief issues and
challenges. Often a different trainer will model a "chunk" of
curriculum or an activity each month.
Wouldn't it be great to use the resources you have right at your
fingertips to develop or expand your agency's training
potential? "Home gown" trainers benefit personally from
enhancing their skills, the agency benefits from increasing its
training ability and other employees benefit from increased
training opportunities. "Home-grown" trainers play an important
role in creating an organizational culture of learning,
innovation and self-reliance.
Learn more about "growing your own" trainers! See our website:
About the author:
Guila Muir pumps up your training skills! Helping people to
train dynamically since 1989, Guila provides training tools,
tips, and techniques. Sign up for her free e-newsletter, full of
strategies to improve your training skills, at
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