Training Skills

• Roles of a Trainer
• What a Trainer Should Do Well
• Feedback & Evaluation

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Your Roles as a Trainer

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3
 Planning Role

• designs the learning experience

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 Expert Role
• transmits information

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 Instructor

• directs the learning situation

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 Facilitator

• Helps the group to get to an agreed endpoint

and helps learning take place
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 Resource Person

• Provides materials & information

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 Model Role

• Models or influences
behavior & values

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Co-Learner

• learns along side the trainee

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 What a Trainer Should Do Well

• Understands basic teaching methods and

applies this knowledge
• Communicating
• Facilitating
• Presenting (separate sessions)
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 Communication

“Communication is an exchange, not just a give,

as all parties must participate to complete the
information exchange.”
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 The Interpersonal Gap Model*

Pass through Pass through

A’s
filters and are observable filters and are
transformed actions transformed
Into… Into…

A’s private
intentions B’s private
interpretation
s

*Based on the work of

John Wallen, PhD.
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 What are YOUR filters?

Work Education Religion

Background

Gender Values
Income
Age Birth Order

Sexual Marital Status

Orientation
Ethnicity
Organizational
Role
Family Norms
Physical
Abilities
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• exercise

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 Why do we listen badly?
• Lack of interest
• Criticising speaker’s delivery
• Boring subject, prejudices
• Too long
• 100 things to do
• Hunger, or some other discomfort
• Distractions/noisy environment

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 Your Communication Style
To use your communication style better, or to
adapt it to different audiences,

understand your style and its impact

 Who is a Facilitator?
• A person who helps a group to
work together in a collaborative
way, by focusing on the process of
how the group members work
together
• Helps the group to get to an
agreed endpoint and helps
learning take place (both for the
group and for individuals within it)
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Styles Available to a Facilitator
Authoritative Facilitative
• Directing • Releasing tension
• Informing • Eliciting
• Confronting • Supporting

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 Questioning
• Facilitator uses questions to
help a group identify,
explore, clarify and develop
their understanding, and
also help them decide what
to do

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Understanding Group Dynamics

Johari’s Window

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Johari Window

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Increasing Open Area thru Feedback

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 initial stage

OPEN BLIND

HIDDEN UNKNOWN

Figure 1: Small Green Window Pane 24

 application in leadership
• To expand Leadership (Green area) you
have the Red and Yellow Pills to offer
• The Red Pill is disclosure and the Yellow pill
is willingness to take in feedback.
• Leaders who do not disclose and do not take
feedback, do not make very effective leaders.

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 improved stage

OPEN
                            ---> Ask for Feedback
|
BLIND
|
\/
Disclose and Tell about Self in Public

UNKNOW
HIDDEN
N

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Figure 2: Large Green Window Pane
What Type of Trainee are You?

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 The Monopolizer

• Takes up all the time with their

own issues, making it difficult
for others to participate
• Interrupts, fails to listen and
generally dominates
discussions

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The Complainer

• Continually finds
fault with everything
• Is not a problem
solver, but a
problem seeker

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 The Silent One

• Reluctant to participate

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The Hostile One
• Makes confrontational
remarks
• Attacks (verbal) other
participants or the
facilitator

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 The Negative One
• Dwells on complications,
problems
• Avoids finding solutions or
positive points

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 The Dominator

• Think they have all the answers, want to

control the discussion
• Think they are superior to everyone else.
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 The Whisperer-Conspirator

• Has private conversations while the facilitator

or others are speaking.
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The Clown

• Uses humour to
distract or put down
others

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 The Prisoner

• Unhappy
• Restless
• In the session against their will 36
Feedback and Evaluation

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 Feedback

What is it?
Why do we do it?

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(Formal) Evaluation

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 Results-Based Learning
Efficiency Effectiveness

Inputs Activities Outputs Outcomes Impact

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 Level of Results
Levels Description Result
I Reaction: What is the participant’s Output
response to the training?
II Learning: What did the participant Output
learn?
III Behaviour Change: Did the participant’s Outcomes
learning affect their behaviour?
IV Organizational Performance: Did Outcomes
participant’s behaviour changes affect
the organization?
V Return on Investment Impact 41
 Measures …
Levels Description Measure
I Reaction Satisfaction or
happiness
II Learning Knowledge or skills
acquired
III Behaviour Change Transfer of learning
to workplace
IV Organizational Performance Transfer or impact
on society
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 Evaluation Tools
• Daily Feedback
• Session Feedback
• End-of-Course Evaluation
• Post-course Evaluation
• Research

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 SIAP’s Evaluation Framework
GOVERNING COUNCIL
Directives for
Education Strategy
Training Organization

UNITED NATIONS SIAP

Course Topics/Lessons Course
Plan Topics/Lessons Evaluation
Topics/Lessons
Program of Topics/Lessons
Program
Courses Topics/Lessons
Evaluation

Strategic
Strategy
Plan
Evaluation

Diagnostic
Exams/Tests Grading Sheet
Test
Exams/Tests
Exams/Tests

Pre-Course After-Course
Expectation Evaluation
Evaluation
Forms

Alumni
Survey
PARTICIPANTS

Course Info
Request

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Clients Survey
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