Train the Trainer (TTT Preparation)

Welcome and Programme Overview

Introduction, objectives, and confirming the topic each participant brought to work on.

How Adults Actually Learn

Andragogy in practical terms: adults need to know why, arrive with experience worth using, and disengage when treated like schoolchildren. Attention span and why the twenty minute mark matters. Cognitive load and why the well-meaning slide with nine bullet points teaches less than the one with three. Retention, spacing and retrieval. Why demonstration and practice beat explanation for anything procedural, which is most workplace training.

Break

Learning Objectives and Needs Analysis

Writing objectives that can actually be observed and assessed, and why most internal training objectives fail that test. The difference between a topic, an objective and an outcome. Running a lightweight training needs analysis so the session solves the real performance gap rather than the requested one. Deciding when training is the wrong answer, which is more often than a trainer likes to admit.

Designing the Session

Structuring a session that opens, builds and closes. Sequencing from known to unknown and simple to complex. Choosing methods to match the objective: lecture, demonstration, discussion, case, role play, simulation or hands-on practice. Timing and the buffer every new trainer forgets. Building a lesson plan a colleague could pick up and run.

Lunch

Materials, Slides and Visual Aids

Designing slides that support a point instead of being the point. Handouts, job aids and workbooks, and which of the three actually gets used after the session. Using the whiteboard and flipchart deliberately. Adapting material for online and hybrid delivery, where attention is thinner and interaction has to be engineered rather than assumed.

Break

First Delivery Practice

Each participant delivers a short segment of their own topic to the group and receives structured feedback from peers and the facilitator against an agreed observation sheet. Recorded for review.

Day 1 Review

Recap, and what each participant is changing in their session after yesterday's feedback.

Delivery Craft

Voice, pace, pause and projection. Standing, moving and where to put your hands. Eye contact across a room and across a video call. Managing your own nerves, and the specific techniques that work in the first ninety seconds. Questioning technique: open, probing, redirecting, and the silence most trainers cannot tolerate long enough to get an answer. Giving feedback to a learner without deflating them.

Break

Facilitation and Difficult Rooms

Running discussion, group work and activities so they produce something. Handling the dominant participant, the silent one, the sceptic, the person sent against their will and the senior person in a junior room. Recovering when an activity collapses, when the technology fails and when you are asked something you do not know. Managing energy after lunch and in the last hour.

Assessment and Evaluation

Assessing whether learning happened rather than whether people enjoyed themselves. Written tests, observation checklists, practical demonstration and workplace application. The Kirkpatrick levels and how far up them an internal trainer can realistically get. Designing a post-session follow-up so the learning survives contact with the job.

Lunch

HRD Corp Context and TTT Certification

How employer-led training sits within the HRD Corp levy system, what SBL-Khas covers, and what internal trainers need in place for a claim to hold. What the HRD Corp Train the Trainer certification assesses, how the assessment runs, and how to prepare for it. Documentation and records an internal trainer is expected to keep.

Break

Final Delivery and Assessment

Each participant delivers a redesigned segment incorporating the feedback from day one, assessed against the observation checklist by the facilitator and peers.

Wrap-Up and Q&A

Key takeaways, individual development notes, and close.