8 Responses

1. Micro teach
   Hi

   Not sure how much you will get from a questionnaire?

   Whatever they write will never be as accurate as watching a 5 minute micro teach at the start of the session.

   Lots of people think they can teach but nobody will ever know until they see them do it!

   Good luck.

   Steve

2. Learning Styles Survey

   Hi

   When I have run train-the-trainer sessions in the past I have divided the session into two 1-day sessions:

   • Day 1 how to design training
   • Day 2 how to deliver training

   Focusing my answer on day 1, For one of my early sessions on day 1 I send out a free survey on Learning styles. The material is from a company called Memletics and if you go to their site you will see they offer a pdf version of the survey as well as an online version so you can give out the survey in the class as well. This survey helps participants understand their learning style and appreciate that other people will have different learning styles. Thus, the point I make is that when designing training a good designer should prepare their material to accommodate all learning styles.

   I then follow up by asking the participants to come up with exercises for a time management session – an exercise  that will engage a pragmatic person, an exercise that will engage a reflector etc etc. Without going into the full outline of day 1 I hope this helps?

   Obviously day 2 is all about facilitation & presentation skills.

   Regards

   Ranjit

    

    

    

3. Needs analysis

   Hi

   I think Steve has a good point in highlighting the difficulty in using self-assessment surveys for needs analysis.  They can be very unreliable and are affected by issues such as participants not wanting to be the worst or writing what they think you want to hear (social desirability bias), respondents under or over-estimating abilities. and lack of context in interpreting questions.  It seems a good idea to get them thinking about different learning and thinking styles and self report surveys in this area will achieve this (although you may have to accept that there are reliability and valdity issues with these as well).  These type of surveys are often useful to encourage pre-course thinking and reflection, and especially in the case of Train the Trainer courses, althpough they may not be a true reflection of ‘needs’ which may be better done through mini-observation as Steve suggests. 

   One suggestion would be to use a simple online survey tool (e.g. Survey Monkey) which is free for up to 10 items, to  such elements as; frequency of reported behaviours, type of training they deliever, who they train, how the people they train impact on the business, examples of difficult training situations encountered and priorities in their roles.  This will give you an understanding of the type of work and needs they have in terms of who their clients are and how their work impacts on others.  I use this survey technique for several reasons.  a) It provides the basis for relevant case studies, role plays and examples in the course, b) allows adaptation of materials, and c) models to the trainers how training should be participant and business focused.  For me in Train the Trainer it is what we do more than what we say that counts!

   I hope this helps

   Ainger

4. Train the Trainer Questionnaire

   Our Train the Trainer Course covers 3 aspects – training design, training delivery and project management – and we have a questionnaire that we use before and after the programme to measure skills confidence in various aspects.  We also use the pre questionnaire to ask participants to set personal learning goals for the programme.  It has proved to be very useful for engaging participants as well as finding out information.  If you want more info, please contact me direct at jane@learningaliving.co.uk

5. Trainer Skills Questionnaire

   I use a simple questionnaire with delegates to identify the key skills and help them identify how skilled they feel they are against the checklist. If they know each other, I ask them to complete an almost identical questionnaire about their colleague; then they compare each others’ findings. It can be very illuminating, particularly if they are being honest.

   You can find the questionnaire at the bottom of http://www.abctrainingsolutions.biz/tnaevaluationtools.html

   Hope that helps.

   Happy Days!

   Bryan

6. Train The Trainer
   Hi

   Looks like there are as many ways of delivering a TTT as there are of describing what a trainer does!

   I think the most important point coming from this post is that finding out what your delegates already know before you teach
   them anything is rule No 1. (TTT or any training )

   Some Trainers prefer a pre course assessment / questionnaire and others (me included) prefer this to be an integral
   part of the TTT course. (however, pre course work can be very useful for technical courses)

   Judging by the amount of differences in attitudes to what training is and what delegates expect it to be, I still stick by my original
   post that asking delegates to assess their abilities before attending a TTT is meaningless as they are not qualified to
   assess training skills if they are about to be delegates on a TTT course?

   With no 2 TTT’s being the same I wonder how any new Trainers make sense of our world! 🙂

   Steve

7. Thanks

   Dear Mr.Brayan,

   Thanks for the website it was really usefull.

   Bests

   Muzhgan

8. How about asking the trainers

   How about asking the trainers to feedback a great training experience that they had and also a bad one, this encourages them to think about what's good and bad