Training for trainers is essential to hone their skills and have updated knowledge. Trainers gain teaching knowledge on presenting to workers and how to be adaptable through training programs.

Companies usually use experienced employees to train new trainers. They may have all the knowledge but lack efficient teaching skills.

To give the best training to the trainer, keep these points in mind.

1. Avoid Generic Training

No two organizations are the same. Various companies provide training to their employees expecting different outcomes. Therefore, having a single training approach for all will not work out. Trainers need to practice adaptability.

Always determine the company’s training needs and outcomes. Discuss with the employees what they would like to gain from the session. 

2. Give Them Tips for Preparation

You need to train future trainers to be thoroughly prepared for holding intensive training sessions. 

Trainers need to be professional and knowledgeable to gain the respect of the trainees. Forgetting what is to be said or losing track of the presentation can show a lack of preparation. 

Trainers need to learn how to effectively plan the sessions and must priorly prepare the slides. They also shouldn’t read it out, rather they must present the slides and be ready to answer questions.

You can also recommend your trainees to invest in quality materials and training resources for RTOs. 

3. Hone Their Presentation Skills

Show your trainees how to make exceptional presentations for their learners.

Portraying information as bullet points and having theory classes only can bore out the workers. Also, they won’t retain most of the information.

Teach your trainees how to bring variation into the content. Mix it up with some images and videos. Conduct Q&A sessions and also have discussion forums to assess what the trainees have learned. 

There are plenty of online learning options that can be used to the trainer’s advantage. Your trainees can leverage what is available and make the best out of it.

4. Teach Them How to Plan Their Time

Trainers must be aware of how to plan their time so deliver effective lessons and also not bore the employees. 

They should always divide the course into sections and give the learners an estimated schedule so they can also plan their time. 

Teach them how to segment the classes into theory and practical activities. Also, give them practical tips about taking breaks after theory hours to re-energize and to keep the activity hours short.

5. Follow-Ups

To know how effective the training was, trainers must always follow up with their clients. 

They need to schedule follow-up calls and also provide mini-refreshers to keep the employees updated. Exercises can also be conducted to keep their knowledge fresh and test what they remember.

Suggest to the organization the need for a follow-up session, even one-on-one sessions to see whether the training is being implemented.

If things are not up to the mark, trainers can schedule another session with a different approach this time to help learners retain the information.

6. Two-way Communication

Communicate with your audience and also let them communicate with you. Let there be no barriers in a session and make sure everyone is asking doubts if they have one.

Take time to get to know the trainees’ names. This can establish a personal connection with them. Ask generic questions to keep the audience interested. For example, you can ask them if you should take up an activity. Or whether you should take a break and for how long?

Learners should also feel free to ask queries and engage in discussions during the sessions. 

If the trainer is monotonous and has no interest in the progress of the learners, the training session is useless.

Conclusion

While having good soft skills, communication skills and being smart are useful qualities for a trainer, they also need to be trained. Training the trainer helps them plan better and become more adaptable to their clients.