Train the Trainer (TTT)

Knowing your subject is not enough to make you an effective trainer. Great training requires design, facilitation, and the ability to create learning that sticks. This 5-day programme equips subject matter experts, HR professionals, and internal trainers with the skills to design structured training programmes and deliver them with confidence and impact. A key requirement for organisations building internal training capability.

Day 1 (CT1): Plan Adult Learning

The Role of the Trainer
What participants expect from a trainer. The difference between training, teaching, and presenting.

Adult Learning Principles
Understanding the core principles of how adults learn, and how to apply them when planning a session.

Day 2 (CT2): Conduct Training Needs Analysis (TNA)

Identifying the Real Need
Finding the training need behind the request. Analysing the gap between current and required performance.

Performance and Competency Gaps
Turning findings into training objectives that are measurable.

Day 3 (CT3): Design Competency-Based Training Programme

Instructional Design
Structuring a training session using ADDIE and Bloom's Taxonomy basics. Deciding what to include and what to cut. Sequencing content for maximum learning.

Creating Training Materials
Designing slides that support learning, not just look good. Participant workbooks, activity sheets, and handouts. Keeping materials simple, clear, and reusable.

Day 4 (CT4): Conduct Competency-Based Training Programme

Facilitation Skills
Managing pace, energy, and engagement in the room. Asking good questions that generate discussion. Handling quiet groups and dominant participants.

Delivery Techniques
Demonstrations, case studies, role plays, and group activities. Using activities that create learning, not just entertainment. Timing and transitions.

Managing Difficult Training Situations
Handling resistance, challenging participants, and unexpected questions. What to do when technology fails. Staying calm when things go off-plan.

Day 5 (CT5): Assess Participant's Competence

Training Evaluation
The Kirkpatrick model. Writing evaluation forms that give useful data. Measuring whether training worked beyond the smile sheet.

Assessment Methods
Learning how competence is evaluated, followed by final assessments.

Assessments

Knowledge-Based Assessment (KBA). A computer-based test covering the theory taught across the programme.

Skills Assessment. An individual micro-teaching presentation observed by evaluators. Each participant delivers a training segment prepared during the programme, with facilitator and peer feedback on design, delivery, and engagement.

Attitude Assessment. Continuous observation of professional demeanour and participation throughout the five days.

Key Outcomes:
Design structured training programmes aligned to real learning objectives
Apply adult learning principles to keep participants engaged
Deliver training with confidence, clarity, and good facilitation technique
Manage group dynamics, difficult participants, and unexpected situations
Evaluate training effectiveness beyond participant satisfaction

Minimum enrolment: 1 participant
Duration: 5 Days
Level: All levels
HRD Corp Claimable
Certificate included

Group Rates

Each additional participant takes another 5% off the fee for everyone in the group, up to a maximum of 25%.

Group rates apply when everyone attends the same run of the programme. For a full in-house session run just for your team, talk to us about corporate training.