Our orientation and specialization in the subject allows us to provide advice, develop, implement and monitor Training of Trainers Projects. This modality is the one that we find most suitable for the moments that organizations are currently going through.
Optimizing the investment in training and the possibility of developing the company's middle managers are two central foundations to justify the need for a project of internal trainers. Similarly, there are training topics in which content specialists are found within business organizations.
From my professional experience I have gone through different training projects for trainers in general and, in this modality in particular, initially the trend was to train content specialists from companies (accountants, store managers, buyers, etc.) in pedagogical skills through workshops where the basic concepts of training, dramatizations, etc. were worked on.
However, in the talks with coworkers, we felt that there was something wrong. We had the feeling that we were giving content more linked to training teachers than to working on some pedagogical content related to the training of workers, content specialists in the framework of work, where their primary role for the company is not their role as trainers.
At this time we develop and implement Internal Trainers Programs in different organizations, and we have approached the project from a more effective perspective for the training of trainers at work.
We set ourselves as objectives:
Set up a team of Internal Trainers involved in the diagnosis, implementation and monitoring of training actions in which they are content specialists.
Increase and consolidate the team of trainers through the incorporation of new members and comprehensive pedagogical training.
For this we work in different stages:
- Selection: the members are incorporated to form the team of internal trainers through an open call addressed to managers of the premises
- middle managers -, from Human Resources, and individual interviews by the training team, to cross with the required skills and confirm the will to be a member of the project.
- Work sessions: they aim to train team members through the execution of tasks required by the role, including:
Design of class plans
Analysis of the support of the different actors to the project
Definition of diagnostic, evaluation and monitoring actions
This is the point where we believe that our perspective has radically changed: we do not focus on theoretical concepts, but rather we work with pedagogical instruments (manuals - jointly designed - class plans) and we review them in small groups, and the Knowledge is built in interrelation with the task. This allows for greater involvement of the internal trainers, since we start from their knowledge and strengths and almost without realizing it they appropriate the pedagogical knowledge.
- Training sessions: they aim to work on the gap between the required and current skills of trainers. The themes are defined by the trainers. These days are subsequent to the work days, generally at the end of the work year, allowing to move the practice and from there to analyze the improvement opportunities and work on them.
- Support and follow-up actions: these are made up of observations by the training team of training actions, carried out by internal trainers, in order to provide feedback on their performance and as input for the design. of the Training Days.
Interviews with trainers who wish to disassociate themselves from the project are also included. They give us information to design retention strategies for trainers and project adjustments.
