Train the Trainer: Our Method for Employee Development, Featured in Employee Experience Magazine

Bill Canady recently wrote an article on Employee Experience Magazine that delves into a powerful strategy for sustainable employee development: creating internal champions through a "train the trainer" program. This approach is not just about cascading information; it’s about cultivating a robust, in-house learning culture that is both cost-effective and deeply attuned to the unique needs of your organization. In this post, we'll expand on the principles from the article, offering a comprehensive guide to building a successful "train the trainer" model.

The Power of Internal Champions: More Than Just Cost Savings

The most immediate benefit of a "train the trainer" program is often seen on the balance sheet. By reducing reliance on external consultants and trainers, companies can significantly cut down on training and development costs. However, the true value of this model extends far beyond financial savings.

Internal trainers are already immersed in your company culture. They understand the nuances of your business, the specific challenges your teams face, and the informal networks that exist within the organization. This intrinsic knowledge allows them to deliver training that is not only relevant but also resonates with employees on a deeper level. They can tailor content to address real-world scenarios and provide context that an external trainer would lack.

Furthermore, a "train the trainer" program is a powerful tool for employee engagement and retention. By identifying and empowering employees to take on the role of a trainer, you are providing them with a clear path for professional growth and development. This recognition as a subject matter expert and a leader can be a significant motivator, fostering a sense of ownership and pride in their work. These internal champions become the go-to people for their peers, creating a ripple effect of knowledge sharing and continuous improvement.

Identifying Your Future Trainers: The Champions in Your Midst

Not everyone is cut out to be a trainer. A successful program begins with a careful selection process to identify the right individuals. While subject matter expertise is crucial, it's only one piece of the puzzle. Your ideal candidates will also possess a passion for helping others learn, strong communication and interpersonal skills, and a positive and engaging attitude.

Look for employees who are not only proficient in their roles but also respected by their colleagues. These are the individuals who are often sought out for advice and guidance. They are patient, approachable, and have a knack for explaining complex concepts in a clear and concise manner. Consider conducting interviews or asking for nominations from managers to identify these potential champions.

Equipping Your Champions: The "Train the Trainer" Curriculum

Once you've selected your future trainers, the next step is to equip them with the skills and knowledge they need to be effective. The initial training program for your internal champions should be comprehensive and cover a range of topics beyond just the subject matter they will be teaching. Here are some essential components of a robust "train the trainer" curriculum:

• Adult Learning Principles: Understanding how adults learn is fundamental to effective training. Your program should cover concepts like experiential learning, the importance of relevance and autonomy, and how to cater to different learning styles (visual, auditory, and kinesthetic).

• Instructional Design: Your trainers need to know how to structure a training session effectively. This includes setting clear learning objectives, creating engaging content, and designing activities that reinforce learning.

• Facilitation and Presentation Skills: Public speaking can be daunting for many. Your program should provide ample opportunities for your trainers to practice their presentation skills in a safe and supportive environment. This should include training on body language, voice modulation, and how to encourage participation and manage group dynamics.

• Giving and Receiving Feedback: Constructive feedback is a gift. Your trainers need to learn how to provide feedback that is both encouraging and actionable. They also need to be open to receiving feedback on their own delivery to continuously improve their skills.

• Evaluation and Assessment: How do you know if your training is effective? Your trainers should be equipped with the tools and techniques to measure learning outcomes. This can include quizzes, practical demonstrations, and post-training surveys.

Building a Sustainable Program: From a Single Session to a Learning Culture

A "train the trainer" program is not a one-time event. To create a lasting impact, you need to build a sustainable ecosystem that supports your internal champions and promotes a culture of continuous learning. Here are some steps you can take:

• Create a Community of Practice: Foster a sense of community among your internal trainers. Provide them with a platform to share best practices, discuss challenges, and support one another. Regular meetings, a dedicated online forum, or a mentorship program can all help to build a strong network.

• Provide Ongoing Support and Development: Your trainers' development shouldn't stop after the initial training. Provide them with ongoing opportunities to enhance their skills. This could include advanced workshops, coaching from experienced trainers, or access to a library of training resources.

• Recognize and Reward Your Champions: Acknowledge the valuable contribution of your internal trainers. Celebrate their successes and recognize their commitment to employee development. This can be done through formal awards, public recognition, or by linking their training responsibilities to their career progression.

By investing in a "train the trainer" program, you are not just building a more skilled workforce; you are building a more resilient and engaged organization. You are empowering your employees to take ownership of their development and creating a culture where learning is a shared responsibility.

For a deeper dive into the foundational principles of building internal champions for employee development, you can read Bill Canady's original article in Employee Experience Magazine.