Impact, presence, taking and responding
to questions are all essential skills for both the trainer and anyone who is
asked to give a presentation.
So clearly there is overlap and synergy
in the skills required. But what skills would be required of a trainer rather
than a presenter ? and ...... if you are looking to take on a new trainer how
should you design the assessment process to take into account the different
skills required by a trainer? Good questions I hear you say and i'll endeavour
to answer them in this blog post at a high level..
What skills does a trainer need ?
- The
ability to ask questions & more importantly listen to the answers
- The
ability to design training interventions that take into account different
learning styles
- The
ability to design training materials/aids that enhance the delegate's
learning
- The
ability to observe the group and respond to non verbal clues
- The
ability to control the group and manage challenging delegates
- The
ability to train/facilitate learning rather than present
- The
ability to draw delegates together to reflect on their the learning from
the activities
So - how can we make sure that our new
trainer has these skills or the potential to develop them ?
- Test
the trainer's ability to conduct a simple training needs analysis (perhaps
use a case study)
- Test
the trainer's ability to design a training session
- Test
the trainer's ability to deliver that training session
- Test
the trainer's ability on how he/she thinks that the training can be
evaluated according to a model like Kirkpatricks.
Would love to hear from fellow trainers or training
managers
Posts
