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Train The Trainer

Our Train the Trainer course is designed to build and enhance skills for trainers from any industry sector or organisation.

Why train to be a trainer?

  • It makes you highly employable
  • Qualified trainers are in demand
  • Widen your training field
  • You can target higher paying training jobs
  • Gain a Training qualification and / or a Teaching qualification

Employers see:

  • That it is cost effective to train employees correctly the FIRST time
  • Effective training produces well-trained employees
  • Effective training makes employees more productive and efficient at their jobs

On successful completion of the course and assessment, you can apply for the professional qualifications of:

  • IITT and BCS certification, a professional training qualification allowing you to apply for IITT membership.
  • OCR PTLLS (Preparing to Teach in the Lifelong Learning Sector) National Level 4 Award a professional training and teaching qualification. (Requires additional portfolio information to be submitted before being awarded) Allowing you to apply for IITT BCS membership

3 Day Course Designed for …

  • Managers and supervisors who train as part of their remit
  • Experienced trainers or trainers that require refresher training
  • Trainers looking for fresh perspective,inspiration and renewed zest for training life
  • Employed and freelance trainers

5 Day Course Designed for …

  • Inexperienced or unqualified trainers

Our course is built around the ten performance indicators of the IITT Competency Framework.

1. Competency-driven

Training should always begin with a clear definition of what is required and what needs to be learned in order to get there. For everyone training and developing others the end result should be the ability to consistently demonstrate best-practice transfer skills…
…with relevant and defined outcomes.

2. Skills-focused

To build competence, courses should be skills-focused, not just knowledge-based. Observed practice sessions and role-plays are essential. Video playback is excellent, enabling self and peer review, feedback and debriefing, all of which contribute to skills development and behavioural change. Improved skills ensure…
…rapid payback on the training investment.

3. Role-based and incremental

Training should be undertaken as the relevant skills are needed, not be regimented by a ‘onesize-fits-all’ linear syllabus. Also, since most training is now done by subject matter experts fulfilling a training role, adapted short-course modules should enable required role-specific skills within an integrated framework…
…consistent standard for all training events.

4. Modular and time-efficient

Traditional trainer certification courses are linear, unnecessarily long and not aligned to when skills are needed in the workplace. Modular, non-linear training, synchronised to current business needs, delivers just-in-time skills. This ensures training that is cost effective, pragmatic and productive. Modular short-courses mean…
…minimum time away from the workplace.

5. Learner-centred

Adults learn best by actively participating in their learning. So effective training is not lecturing or presenting but requires a participative, balanced approach. In essence, it should be learner-centred, focusing on the individual needs of each learner rather than ‘trainer-centric’ (in FE colleges, ‘tutor-centric’). this ensures…
…individual skills transfer and retention.

6. Assessable metrics

Training has generally been a measurement-free zone. It is possible, however, to implement assessable, best-practice models against which any trainer’s performance can be assessed. Meeting best-practice models in assessed sessions or role-plays ensures that learners have developed the required skills to provide…
…consistent workplace training performance.

7. Behaviour-changing

If a training programme does not change behaviour for the better it has limited value. Before-and-after videos can demonstrate improvement. Also, learners can be helped to self-assess their competency before and after the training to confirm their changed behaviours. These changes can be reinforced by regular
subsequent workplace assessment. Continuation of the new habits in the workplace over time proves that…
…real behaviour change has occurred

8. Developmental

Maximising the potential of its people is now the single most important activity for any business. Everyone
involved in training & developing others requires continuing professional development of their skills: initial training certification is only the start! Constantly developing new skills to keep abreast of developments in learning and technology means…
…professional development of L&D functions.

9. Accredited

Training courses that are externally validated and accredited (and certificates awarded) by National Awarding Bodies with QCA recognition are reputable. They have been properly validated for content value and assessment rigour and …
…are not just certificates of attendance.

10. Quality-assured

The training of all those training others needs to be delivered to a consistently high standard. Also, following initial certification, trainers’ skills should be regularly re-assessed to monitor progress and to prevent slipping into poor practice. Regular assessment ensures…
…consistent standards are maintained.

The Train The Trainer course is run in centres around the UK and can also be delivered on customer premises, subject to minimum facilities being available. As with all of our courses, a bespoke or tailored version can be created to meet your specific requirements.