Super Train the trainers Masterclass

The Super Train the trainers program is based on a training experience since 1994 in applied behavioral sciences through the experiential learning approach.

It is designed for trainers working in intercultural environments, public bodies dealing with the education of adults, multinational companies, HR specialists who also provide training sessions within the company they are working for, the managers who are looking to improve the way they interact and coordinate with their staff, and any person who may be interested of becoming a trainer and wants to improve certain aspects of his/her training method.

Venue: DoubleTree by Hilton London Angel Kings – Cross Hotel 60 Pentonville Road, Islington

Course language: English

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Certification

The graduates will receive 30 credits CPD Certificate of Attendance in train the trainers

Description

It is an interactive course offering each trainer the possibility to think of new ways and means of training. It provides the participants with a safe lab environment to focus on developing their character.

The Schultz Knowledge TOT focuses on learning from a non-formal but also from a vocational point of view.

At the end of the course, the participants will receive a CPD (Continues Professional Development) Certificate according to CPD Standards. They will be granted this certification after taking the final exam that consists of a practical – holding a training session on a preferred topic.

Aims: Developing the training skills

METHODS USED

The training session is a dynamic and interactive one focusing on optimizing knowledge, developing skills, and forming attitudes by using the behavioral sciences applied through the experiential method

Encouraging engagement of all participants
Creating a cooperating training environment
Supporting the participants in relating the training session to day-to-day life
Supporting the participants in finding and using the required documents and human resources that they might need

Techniques that are used when processing information:
- Group discussions related to the patterns and subjects that come up due to one’s own experience
- Identifying and analyzing the information
- Feed-back
- The participants will have to supervise the process and describe the things they notice throughout it
Techniques that are used to facilitate the generalization process:
- Summing up the lessons using short, concise, and generalized sentences
- The group will discuss and agree upon the definitions, concepts, terms, and key sentences
- Individual and group reactions to issues such as: " How do you think what you have learned and done during this session relates to day-to-day life? "
Techniques used to facilitate the application stage
- Individual and group reactions to the question: "How could you apply the knowledge and experience you have acquired during this training session to be more efficient when performing your daily tasks?
- Reviewing the information that was received during the training session and analyzing the conclusions to come up with new perspectives, plans, and behaviors
- Change and/or development of the action plans, personal goals, and the ways and means of changing one’s behavior

Course topics

Learning concept
- Experiential learning model
- Inclusion and control
- Using nudge theory
- Create the power of moments (Wow moments)
- Explore creativity and analytical approaches to learning design
- Defining virtual reality experience, augmented reality experience, and artificial intelligence in learning
Learning plan
- Needs assessment analyses, bridging the skills gap
- Write a blueprint
- Make a storyboard
- Learning visual content (shapes, video production, animation)
- Learning methods (Presentation using technology, storytelling, game design, gamification, etc)
- Setting time
- Build your prototype
- Check reality
- Plan your design
- Create your training kit (workbook, hand-outs)
Learning delivering
- Run the training design
- Tricking the learner into learning
- Managing difficult participants
- Debriefing
- Feedback
- Each delegate will undertake practical mini-sessions throughout the duration of the course
Learning assessment
- What, when, and who will assess the learning outcomes
- Assessment tools
- Follow-up tools
- Training report

Objectives

At the end of the training program the participants will be able to:

Describe the adult learning concept
Demonstrate related to the reflection process in a group skills
Demonstrate related to handling difficult participants skills
Describe the new learning concept
Demonstrate to create learning methods skills
Demonstrate to create learning visual contents skills
Demonstrate to set up a training design skills
Demonstrate to set up a training kit skills
Demonstrate to facilitate a training session skills
Demonstrate to evaluate and assess a training session skills

Course agenda

Day 1
- 9:00-10:00 Introductive Session , Ice-break
- 10:00 – 11:00 Agile learning
- 11:00 – 11:15 Break
- 11:20 – 13:00 Learning methods
- 13:00 – 13:30 Break
- 13:30 – 16:00 Learning methods
- 16:00 – 16:15 Break
- 16:15 – 17:00 Learning plan
Day 2
- 9:00 -11:00 Learning design
- 11:00 – 11:15 Break
- 11:15 – 13:00 Learning delivery
- 13:00 – 13:30 Break
- 13:30 – 16:00 Learning delivery
- 16:00 – 16:15 Break
- 16:15 – 17:00 Learning assessment
Day 3
- 9:00 – 9:45 Presentation Session Delivery 1 – feedback
- 9:45 – 10:30 Presentation Session Delivery 2– feedback
- 10:30 – 11:15 Presentation Session Delivery 3– feedback
- 11:15 – 12:00 Presentation Session Delivery 4 – feedback
- 12:00 – 12:45 Presentation Session Delivery 5 – feedback
- 12:45 – 13:00 Presentation Session Delivery 6 – feedback
- 13:00 – 13:30 Break
- 13:30 – 14:15 Presentation Session Delivery 7 – feedback
- 14:15 – 15:00 General feedback
- 15:00 - 16:00 Closing session