5 Key Steps to Deliver Effective Training Solutions

May 11, 2018

5 Key Steps to Deliver Effective Training Solutions

Train the Trainer  is one of those courses that most trainers really enjoy because it means they can share their specialist skills, and knowledge they have gained over the years of delivery. They can also observe the changes in people pretty instantly. Trainers witness and coach learners to use, practice and get feedback on tools and techniques straight away as they repeatedly practice of the duration of the course.

Typically, Train the Trainer courses can cover five key steps to deliver effective training solutions.

Number 1 PURPOSE

Starting with a purpose is to understand the why?

Why do you want to be a trainer? What are the values and beliefs of a trainer? What is the purpose of effective trainers? How do you generate an environment  where the learner asks why? Why are they there? What is it they want to get out of the time invested? If a new trainer starts by being inquisitive themselves, the landscape can be rich and meaningful. 


Understanding people, their behaviours and learning styles, is like being a conductor or stage manager: defining the uniqueness and idiosyncrasies that each person can bring into the room and what can be delivered to motivate and encourage the learner to self-assess. 

Some of the tools that can help:

  • Honey and Mumford learning styles
  • Iceberg model to understand behaviour


Developing outcomes and objectives is not about SMART, although that will help. It is more about activities, you knowing exactly why you are doing when designing the training day and activities, and what is the expectation that is intended at each step of the way, not just the end!

Most training is to deliver an end of day outcome, but if a trainer focuses on designing the courses in chunks, each chunk can have an outcome/objective which is a part of the whole.

Design can use many forms: a logical left brain template that is linear in its approach, or for the very right brain designer, the form of a mind map. Whichever form, the key is to know at each step, what is expected.


Aligned with the design is to use a complete mix of resources to engage and reinforce the learning. Making the sessions interactive is key, no one learns by having lots of power points and bullets read from a screen. That’s not training, it’s more lecturing or presenting a message.

Engaging all senses will not only reach the entire group but will create a lasting memory which will be transferred back into the workplace to be applied.

Learning should also be about having fun. Fun that is linked to a learning outcome, whether you are using games, exercises, practical activities, case studies, role-play or watching videos to emphasise a point, it all needs to have a outcome which can be linked to a business challenge or topic

We all enjoy those fun games that help release serotonin, whether it’s a marble run, Jenga, stacking cups at speed etc. But if they are not linked to the outcome then it’s just a frivolous activity to get a happy sheet score and good feeling rather than effective return on investment


Lastly and some would say the most importantly, giving and receiving feedback.

Whether you follow the GROW model formally or informally or use the FEEDBACK SANDWICH it must be built into the design otherwise due to pressure; it is a step that will slip.

I am not just talking about the feedback on daily or end of course evaluation sheets, I am refereeing to the more valuable feedback, in group or 1-1 Q&As. Going around in the breaks and listening to the comments from the delegates in a different environment and with no pressure. 

Also there is feedback a trainer can give after an exercise or activity, whether it was a success or failure, to reinforce the behaviour or share a pearl of wisdom and their experiences for future reference.

We hope that we have given a few practical pointers and we look forward to seeing you at LMC’s next Presentation and Platform skill training.

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