Internal trainers who are also mentors

Are you an internal trainer?

Do you mentor your team after training?

The best way to ensure job transfer is to mentor each person for at least 6 months after training.

We have worked with Cambra de Barcelona with a very involved team of people with whom we have agreed on a new way of working. And I am happy to share this photograph where one of the participants conducts a live training session for the team.

 

What are the stages to ensure good results?

Two stages that complement each other.

In the first stage, TRAINING, we are based on 4 phases:

1st Phase

Planning: It is the key to success. How do we ensure that we will meet the Training objectives? Of course the first step is to define SMART objectives appropriate to the specific audience.

To do this, it is crucial to know who we are going to provide the training to, their interests, their history, their expectations. This will help us personalize our sessions, creating a learning climate where each person feels unique and motivated to change.

In this phase we also have to be aware of the methodologies that we are going to use. As we know, interactive methods are the most effective because the focus is on the student. Therefore, I always apply Pareto's law in my training: 20% theory (expository and demonstrative methods) and 80% practice (interrogative and collaborative methods).

2nd Phase

Design: It is time to shape the content, create the dynamics and exercises that will reinforce what has been learned. How do we manage to keep our students involved and committed? What digital tools can I introduce to practice everything shared live? How do I encourage participants' ideas to enrich the session?

3rd Phase

Delivery: It is true that trainers are evaluated in this phase and a priori, it seems the most decisive and challenging phase. For my part, I can tell you that when I have thoroughly planned and designed a training, I feel calm and excited about the delivery. Because I want to see how I can spread my enthusiasm for improving to all participants, because I want them to enjoy it and of course, I want to add value to them and help them grow professionally.

Plus, I always learn a lot from everyone in the sessions. Moments of great learning and gratification!

4th Phase

Assessment: It seems that when the end of the training comes, we no longer have time to do the evaluation, right? Well I have good news, the evaluation should not be done at the end, but throughout the sessions. Yeah! To confirm that I am communicating well to my audience, that the learning is internalized and that it is beginning to be applied correctly.

As the session progresses, the dynamics and interactions are “mini-evaluations” where I can take stock, after each topic, of how the messages have been interpreted and how I am responding to the needs of the participants. Of course, I also recommend a final evaluation, which includes Kirpatrick's first 3 levels: satisfaction, learning and behavior.

And in the second stage, we focus on MENTORING.

At this time, we will be able to complete the 4th level of Kirpatrick evaluation, with a qualitative and quantitative assessment of the results obtained.

Once in the company, the support of each person guarantees the total fulfillment of the objectives: transferring everything learned to the workplace and gaining security in our role.

We recommend a weekly 30-minute session, where the mentor and mentee will follow their Mentoring Plan, based on the action plan defined after completing the training.

This path, formed by these two stages, Training and Mentoring, is an exciting path for the entire team, since as we progress, we gain well-being and productivity in parallel.

I encourage you to start the journey and enjoy it!

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