Businesses across the world are becoming increasingly complex and agile. Applying new methods of training and teaching staff is growing all the more relevant. Recently, the train-the-trainer model of employee education has received attention in leadership circles. But what is it, and how exactly does it work?
The train-the-trainer concept involves employees developing knowledge to become subject matter experts. These employees then provide their colleagues with related on-the-job training sessions. We will explore the advantages and principles of this efficient, cost-effective training model.
What is train the trainer?
The train-the-trainer model of training relies on employees becoming experts on a topic. Businesses worldwide are implementing this training as part of their operations. Doing so allows the formation of a team of in-house educators. This team can then disseminate knowledge and essential skills through training programs to their colleagues.
There are several reasons why training trainers is important. Its effective and boasts many advantages over conventional techniques of staff training design. For one, adopting a train-the-trainer approach tends to result in higher staff morale and workforce retention.
Advantages and disadvantages of training for trainers
There are many advantages and disadvantages of trainer training. You should consider them all before implementing a training the trainer approach in your organisation.
The train-the-trainer model is exceedingly cost-effective and efficient for transferring knowledge across large numbers of staff. It also creates an environment where trainers can follow up on their peers, ensuring they have understood and are implementing their learning. This monitoring and feedback means future sessions will be more effective as learners can share ideas and save time by focusing on a particular topic.
As your employees, your trainers will have an innate understanding of your organisation's workplace culture. This allows them to train their peers with greater sensitivity than would be possible for external educators. Not only does this make for a more engaging trainer, it also ensures a more interactive learning experience, which will mean participants are more engaged in group work and group discussions.
That said, it does become necessary to monitor your nominated trainers to ensure that they meet agreed-upon learning objectives. And, because your employees aren't likely to be professional educators, you may find that they struggle to deliver a practical learning experience related to more complex or technical topics (though, naturally, this will depend on the nature of your organisation and the sector it operates within).
Why the train-the-trainer model could be beneficial to your business
Simply put, adopting the train-the-trainer model as a means of upskilling small groups of your staff can be highly beneficial for a range of reasons:
Develop an in-house team of trainers
Part of the reason the train-the-trainer method is so effective for organisations is that it gives you the ability to rapidly compile an in-house team of educators who can work with peers to teach them new skills. This way, you can use train-the-trainer for on-the-job training whenever the need for it may arise.
Cost-effective training method
The train-the-trainer model of staff education is highly cost-effective compared to outsourcing external educators to teach or train your employees. Once you've covered the initial training costs to transform a select number of employees into subject matter experts, they can handle the rest - often at little to no further cost to you or your organisation.
Training sessions tailored to your business
As part of the train-the-trainer model, your chosen trainers will be your employees. They'll likely have an intimate knowledge of your business practices and culture. They can tailor a relevant and compelling learning experience to their peers in a way that externally-sourced educators wouldn't be able to.
Improve employee retention
Trainer training carries far more benefits than simply making it easier for your employees to acquire new skills or knowledge. Organisations that implement this mode of training delivery often see higher levels of staff morale and employee retention than their competitors. Giving your trainers a degree of responsibility is a great way to boost their self-confidence and allows them to feel valued and respected by you, their employer.
How to start applying the model to your business
Perform a training needs analysis
If facilitating train the trainer learning processes is new to your business, then you'll want to conduct a training needs analysis before setting up any training courses. A training needs assessment (or analysis) examines the knowledge and facilities held by your current employees and can identify any potential skill gaps or room for growth in your workforce.
This process is vital to successfully running a train the trainer course in your organisation. It ensures that your employees are provided with learning on essential topics for your business and offers you a practical road map for carrying this out.
Select the right employees to participate
It probably goes without saying that not all of your employees will be suitable candidates to take on a leadership role, and the same is true of whether or not they might be equipped to handle the responsibilities of teaching their peers. Ideally, you'll choose employees who are well-respected by their colleagues, mature, open to receiving and giving feedback, and can create the necessary team dynamics for better classroom management.
Returning to the classroom as adult learners can be a daunting experience, so it's crucial that your trainers are empathetic towards the needs of other participants. Try to assemble a diverse group of trainers who accurately reflect the composition of your workforce; different demographics should be represented.
Essential training skills that match your business needs
Before your trainers can deliver training on the job to their colleagues, they'll likely need some degree of instruction in the topics they will be expected to cover. Tertiary courses are a fantastic way to achieve this; they provide a streamlined delivery process that ensures your employees return to the workplace with subject matter expertise, one of the key train-the-trainer objectives.
Businesses looking to enhance their online presence may want their employees to take a course on digital marketing; female employees may find a certificate in negotiation skills for women to be empowering. Or, if you're looking to make the most of platforms like Twitter and TikTok, educating your staff on digital and social media marketing can be a logical first step.
Train your trainers
Being an effective trainer can be more challenging than we initially believe. After all, adult learning and learning processes are different from one another, and this is something your trainers will need to be able to accommodate as they work to educate their peers.
One element of train-the-trainer best practices can include sending your employees to a dedicated trainer training program or an introductory course. This will help prospective trainers develop knowledge and several soft skills, which are crucial in creating a supportive environment during training sessions (facilitation skills like maintaining open body language and eye contact, as well as encouraging team building, are fundamental here).
Train the rest of your staff
Once your new trainers have completed their trainer course, they should be ready to bring their expertise to their colleagues and apply the key principles of training the trainer to deliver training. Naturally, this is one of the primary train-the-trainer objectives and an opportunity for your subject matter expert employees to continue to grow and develop as educators.
You'll want to monitor their progress and receive feedback from staff trained by their peers. This ensures that individual learning preferences are being accommodated and that your new trainers are effectively sharing their knowledge with your learners in their training sessions to equip employees with the essential skills required to do the job.
If your organisation needs to develop new skills in your workforce, talk to us at Plus UTS to find out how we can help.
