TRAINING GUIDE FOR TRAINERS BY AZHARI-KARIM (Universiti Sains Malaysia) Chapter 1: Overcoming the Most Difficult Part of Training

Summary Firstly, trainers must be prepared with some of the basic parts of conducting a training such as the training venue, materials, training plan etc

Trainers must be early to training venue before the training session starts, preferably one day early as to avoid being late on the training venue itself. This gives the opportunity for the trainer to meet and greet the participants in advance.

Trainers must check the peripheral of the venue such as the projectors, sound systems, the lighting/curtains and so on so forth. In the event of the projector not functioning, the trainer could get the slides to be printed as hardcopy to participants. This will give them something to refer to and not just listening to the trainer/speaker.

If possible, try to ask every participant to send their short resume so it would be easy for the trainer to try and help each participant personally during the training day.

Start the session with ice-breaking activities for warming up the participants. Allow breaks between topics i.e. take fives.

Never take away lunch breaks or tea times as it may affect the participants concentrations. And never try to do too much topic in a day as to avoid information overload.

Always remember to start and finish the training with interesting beginnings and endings to attract the participants attention.

Significant Learning Careful planning for training session is crucial for the success of the event. A trainer must always be prepared for any scenario and provide ad-hoc solutions for the training session. Being meticulous such as checking the projector or sound system is very important to avoid problems during the training day.

Chapter 2: Training Indoors or Outdoors Summary

Choosing training indoors or outdoors depends solely on the objective of the training event. Normally indoors are for academic purposes and outdoors are for reinforcing what participants have learned in theory.

For indoors training, the room should not be too big or too small. The size of the room must correspond with the number of participant.

A rectangular shaped room is better for training purposes. For outdoors training, dont put too much stressed over physical activities because it would make participants too tired to do anything else.

Get some help from some coordinators and look into safety precautions for every outdoor activity.

Significant Learning

Training Indoors or Outdoors depends on the clients needs. Nevertheless, it is good for trainers to incorporate both to make the training experience more memorable.

Chapter 3: Evaluation of Training Summary Evaluation is imperative for a trainer to see whether the objectives of the training programme are met.

The evaluation can be divided into 4 categories; Reaction, Learning, Behaviour and Results.

Reaction is normally evaluated using Q&A format at the end of the training programme. It is the easiest way to see whether the participants got the gist of the event.

Learning could be evaluated by having to ask the participants orally about what they have learned throughout the session.

For behaviour and Results, this is the most difficult part to evaluate for trainers. This could be done by having the participants to write their expectations before the programme commence and evaluate the progress after the programme has ended.

Pre-training questionnaire and post-training questionnaire is also a good way to evaluate any training programme.

Trainers are also encouraged to give personal feedback to participants and vice-versa.

Significant Learning

Methodology for evaluation must be correlated to the training programme conducted. The results for evaluating the success for any programme depend primarily on whether the participants get the message and objective of the training session.

Chapter 4: Promoting Training Summary A proposal is an important document for a trainer to secure contract from a client. Put as many details as possible but be concise. Other relevant details should include expectations, the fees and numbers of participants per session.

Try to be unique and innovative when drawing up activities for training programme so potential clients would be interested.

Promoting any training event should correspond with the budget of potential clients.

An alternative would be to market training programme to training provider.

Significant Learning

In promoting training programme, it is up to the trainer to be creative in terms of the activities as well as how to promote the event.

Chapter 5: Settling Down To Training Summary

When preparing training materials, use all available techniques to make them attractive, interesting and interactive.

Try to put blank spaces on handout materials so participants can fill in the blanks throughout the training session.

Once a contract is secured, trainers must fulfil all the obligations they promised. He or she cannot cut the session short no matter what happens. In the event of something does go wrong, trainers should always have a contingency plan ready.

The number of trainers involved should always depend on the topic and objectives of the training programme.

Trainers must always portray an image of professionalism. This could be achieved through adhering to proper attire which suits that particular programme.

Normally, formal attire is preferred. For men, a good business suit would be sufficient and for women, a well-tailored business attire or dress would be nice.

Be confident while speaking and put in some jokes to make the situation more relax and fun.

Trainers can be proactive and joined participants with their activities but they must keep their distance.

Rewards and recognition can help boost the self-esteem of participants. Trainers can give awards such as best participant or best group to create more excitement.

Avoid at all cost by giving cash as a reward. This move will not teach the participant anything correlated to the training programme.

Significant Learning

Professionalism is important for trainers to establish themselves from each other. With good reputation and word-of-mouth, a trainer doesnt have to do a lot of promotion for their programme.

Chapter 6: Application of Pattern Interruptions Summary Pattern Interruptions are activities to break the monotony of a programme. It could be games, IQ tests etc.

It could be used in the beginning, middle or at the end of a programme. Ziglars Magic Square (1978) is used to get participants to realize their potential, question their assumptions and accept that they are more than one answer or solution to a problem.

Nine Dots (Podolinsky, 1995) is a good exercise to make participants to think outside the box and to think laterally.

Half-of-13 (Forester, 1986) is a game to generate ideas. Participants get to work in group or individually to give all possible answers.

Paper aeroplanes (Forester, 1986) is good for unwinding after a session of serious discussion.

Chopsticks and matches is a good ice-breaker activity. It emphasises the necessity of organizing the team first before starting the exercise.

IQ test is useful to improve participants concentration.

Analogy logic is used to promote participants to quickly and easily recall what have they learned.

Art/Music/Drama therapy can be used to ignite participants sense and be aware of their surroundings.

ALERT conversation technique (developed by Griffith University, Australia) is usually used for communication training. The objective is to allow participants to be active in voicing out opinions, to state facts, to clear up misunderstanding etc.

Consultancy Triad (United Nations Staff College) is a role-playing game that gives a participant chance to be in different position according to the triad dimensions; Proposer, Listener and Observer.

Significant Learning The usage of pattern interruptions is vital in providing the participants with fun and interactive activities to correspond and correlate with the material presented by the trainer. It tests whether the participants get the main idea from what they have learned and it gives practical perspective to it. Chapter 7: Secrets of a Successful Ending Summary

Try using a method from The Art of Possibility by Rosamund Stone Zander and Benjamin Zander (2000).

The method is to give good remarks and grades to participants and asked them to write letters on why they deserved the achievement given. It must be written in the future using past tense.

Significant Learning

Using this method to end a training programme is useful to see how participants reflects on what they have leaned and how will they be applying changes to their lives. Inadvertently, it also a reflection on how the participants managed to grasp the objectives which is a measure to a successful programme.