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What is Training?
What is Facilitative Training?
What is Facilitation?
The 7 Principles of Learning
Principles of an Effective Training Methodology
Key Principles in Adult Learning
The Training Program
Why Run a Training Program?
When Should You Run a Training Program?
Who Should Be in Charge of the Training
Training Should Reflect the Company’s
Developing the Training Program:
Assessment: Identify Your Training Needs
Evaluation and Results
Identifying Participants’ Needs
Training Needs Analysis (TNA)
Reviewing the Materials
Identifying and Resolving Gaps
Steps for Preparing a Lesson Plan
Types of Activities
Preparing for Emergencies
What to Do When Activities Go Wrong
Creating a Materials List
Gathering Participant Information
Setting Up the Physical Location
Using Visual AidsModule Nine: Creating Fantastic Flip Charts
The Advantages of Pre-Writing
Using Colors Appropriately
Flip Chart Usage
Creating Your Presentation
Preparing for Your Presentation
Delivering Your Presentation
Traditional and Electronic Whiteboards
Using Colors Appropriately
Tips and Tricks
Make People Feel Comfortable at the Start
of the Course
Use Team Building Techniques as a Warm Up
Start a Course like a Movie
Using Icebreakers and Energizers
Handling the Silent Treatment
Do Not Apologize for Being Boring
An Uninterested Trainer is So Utterly Boring
Positive Attitudes are Contagious
How to Spot Unmotivated Students
How to Motivate an Audience and Avoid
What is an Ideal Pace
Your Proficiency when Running an Exercise
Managing Students during Exercises
Managing Exercise Difficulty
Handling Groups when Running Exercises
Do Stories Matter?
What Can Storytelling Do for Teaching?
How to Make an Engaging Story
How to Tell a Good Story
The Anatomy of a Course
How Can You Add Structure to a Hands-on
What to Start with: Lecture or Hands-on
Express Yourself Concisely
Use the Summary Sandwich Technique
How to Avoid Making Poor Expressions
Body Language Plays a Critical Role in Your
Use Group Dynamics and Create Effective
How Groups are Formed
How to Handle Group Issues
Effective Learning Groups
Using Group Work
How to Ask Questions
How to Direct Questions
What Do You Gain By Praising
Why Don’t We Praise
How to Praise in a Training Course
Guidelines on Praising while Delivering a
How Does Learning Process Work
The Ground Rules
Challenges and Solutions
How to Respond if Your Training or Ideas
You Are Wrong, I Am Right!
How to Handle Criticism
What Not to Do When Challenged
Why People Might Be Already Thinking
Negatively about the Course
How to Take a Preemptive Approach
Tough Stuff to Watch Out For
Adjusting Your Material for a Sensitive Issue
Dealing With Sensitive Issues in the Workshop
Wed., Thurs., and Fri., April 24 - 26, 2019 Full
Wed., Thurs., and Fri., May 1 - 3, 2019
Wed., Thurs., and Fri., May 8 - 10, 2019 Full
Wed., Thurs., and Fri., June 5 - 6, 2019
Wed., Thurs., and Fri., July 10 - 12, 2019
Wed., Thurs., and Fri., August 7 - 9, 2019
Wed., Thurs., and Fri., September 4 - 6, 2019
Wed., Thurs., and Fri., October 2 - 4, 2019
Wed., Thurs., and Fri., November 6 - 8, 2019
Wed., Thurs., and Fri., December 4 - 6, 2019
Soft Skills Courses
If the objective of training is for people to apply learning in the workplace and make an observable difference to an organization’s results, then almost all corporate training fails to achieve its objective.
In a study released by the Association for Talent Development 95% of training reached a level where the participants liked the training, but only 37% of training reached a level where participants learned the material, only 13% of training reached a level where participants applied the learning in the workplace, and a dismal 3% of training reached a level where there is an impact on the organization.
According to Forbes Magazine, U.S. based companies spend approximately $70 billion a year on training. Yet many organizations get low ROIs from their training initiatives.
What are the reasons for such poor results?
1. Poor training program development – The biggest contributing factor to low ROIs from training initiatives is the lack of a well thought out training program to provide structure to the company’s training. For training to be effective, a completely different approach to design and delivery is necessary. It is the training design that guarantees the success of training. Traditionally, corporate training places little focus or depth to the design process. Often training is based on a mass of subject matter content, handled in a linear format, with a heavy emphasis on the charisma of the trainer. A great trainer doesn’t mean the training outcome is effective.
Ask any manager about their goals for training and they will most likely say to improve performance, but training can’t directly improve performance, it can only change certain behaviors that, if consistently applied, will lead to improved performance. Research has consistently demonstrated unless training is followed by post-training reinforcement, this type of training produces limited results. That’s because successfully changing behaviors is a process, not a one-time event. Behaviors can’t realistically be changed in one or two days, especially because trainees routinely forget most of what they have learned within 30 days of the training event due to poor training delivery. Trainees need time to learn and apply new knowledge and skills, which later need to be reinforced through coaching for sustainability.
In many companies, training is seen as a classroom exercise rather than a combination of learning practices, which in combination results in developing the change in behavior, skills, and knowledge required. The failure of managers and supervisors to determine what needs to change and developing a framework to achieve the change is common.Read more...
Before and after Train the Trainer Certification Training
Well thought out and presented materials. Exercises were relevant to the material presented and built on previously presented concepts and ideas. Instructor's questions were thought provoking and enhanced my learning, and always made sure to clarify his answers if I was unclear.
D. J. B.
High Point, NC
I really enjoyed the three day session. There are lots of tools and ideas I hadn't thought of that can improve my delivery when training. The instructor was pleasant to work with.
D. D. F.
The instructor continually checked for full understanding circled back around when not understood.
C. R. J.
Exercises were very helpful.
Fort Know, TN
Scheduled dates don’t work for you? Schedule your own start date (subject to availability)! Contact customer service to check date availability at email@example.com.
Academy of Business Training:
I just wanted to let you know that I just got approved to be an Instructor by the State of Florida to give CE training. Thanks again for everything.
Dear Academy of
After completing the Train
the Trainer Self-Study
course, I filled out the
NY State application and
attached the Trainer the
Trainer transcript along
with a copy of the Train
the Trainer table of contents.
You might be interested to know I called the NYS Department of State, Division of Licensing Services, The Bureau of Educational Standards (518-486-3803) to follow up on my application process. The Director of Education at NYS confirmed my application arrived and went over it with me to make sure everything was in place so I could get a speedy approval.
He was very impressed with your course! He said, "This looks like a very intense course and not the usual mickey mouse course that people try and push through. I don't see any problem here and will approve it." I told him it was very intense and I highly recommend it.
E. H. R.
New York, NY
40 Hour Certification Course (online only) $1,999.00. Available discounts.
In the Train the Trainer Certification Course, students will learn skills to improve the competency and the productivity of one of the most critical pieces for success of any company...the training of adult learners. Adult learners are typically defined as learners over the age of 25. Adult education is the practice of teaching and educating adults. The practice is also referred to as Training and Development and is often associated with workforce or professional development.
Educating adults differs from educating children in several ways. One of the most important differences is adults have accumulated knowledge, work experience, or military service that can add to the learning experience. Another difference is most adult education is voluntary; therefore, the participants are generally better motivated.
Adults frequently apply their knowledge in a practical fashion to learn effectively. They must have a reasonable expectation the knowledge recently gained will help them further their goals
We offer two levels of this class. For the person that training is their primary job responsibility, we offer the Master Trainer Class (for class outline see left column), and for the person in need of a 40 hour class to comply with state training requirements, we off the 40 Hour Certification Class (for class outline see left column).
The Master Trainer Class will teach you the basics of training to enable you to put together a class, reinforce learning through activities, promote understanding, facilitate discussion, and use visuals effectively. The Master Trainer Class expands on those topics and will provide you with an understanding of learning, how to assess training need, and how to develop and manage a training program.
The 40 Hour Certification Class follows the Master Trainer Outline, but provides additional time for activities and exercises to comply with most state Train the Trainer requirements.
If you want to register for another person, click on the registration link and enter your information in the Billing Information section, uncheck the Student Information same as Billing Information box at the bottom of the form, then enter your student information. If you experience any difficulty with online checkout, please call customer service 24/7 at 888-632-2093.
If you need to register using a purchase order, email a copy to firstname.lastname@example.org (be sure to list class name, class date, student name, student address, student phone number, and student email address).
To pay by credit or debit card using customer service 24/7 call 888-632-2093.
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