01 · The trainer role and the learning process
The role of an internal trainer; the difference between delivering information and facilitating learning; managing your own barriers before standing in front of a group.
High Impact Skills
Train the Trainers
Two days that turn internal experts into facilitators of learning, because knowledge transfers easily and behaviour does not.
The business challenge
Why organizations ask for this
Internal subject-matter experts are asked to train and default to presenting what they know. The room learns what the expert knows and changes nothing about what it does.
Approach & methodology
How the programme actually runs
2 days in-room + development plan · Face-to-face · practice and feedback after every round · RO / EN
02 · Delivery and facilitation skills
Gagné's nine events of instruction, demonstrated live by the trainer using this very programme; structuring a training session; practice structuring a technical topic; receiving feedback on the structure.
03 · Connecting authentically with the audience
Building rapport; emotional connection with the audience; handling questions; handling challenges and barriers raised by participants.
04 · Creating and delivering a session
Interactive delivery techniques; storytelling to introduce a technical concept; facilitation techniques: questions, debrief, examples, case studies, world café, role-play, call-out, humour; verbal and non-verbal communication.
Feedback practice
STOP / START / CONTINUE group feedback, and the SBI (Situation, Behaviour, Impact) technique applied after every micro-presentation.
Close
A best-practice guide and a personal development plan as a trainer.
Competencies built
What participants can do afterwards
Facilitation
Run the room so the group does the work, not the trainer.
Public speaking
Present technical material to people who do not share your vocabulary.
Learning design
Design for behaviour change rather than for coverage.
Feedback delivery
Give and receive feedback through SBI and STOP / START / CONTINUE.
Expected business outcomes
What the organization should see
Consistent internal training quality
Higher learner engagement and retention
Stronger internal training capability
Schedule & format
Practical details
Audience
Internal trainers and subject-matter experts
Duration
2 days in-room + development plan
Format
Face-to-face · practice and feedback after every round · RO / EN
Measurement
Kirkpatrick L1–L4
FAQ
Frequently asked questions
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If you are exploring how capability building can strengthen performance across your organization, we can help you identify where the greatest opportunities for impact lie and what capabilities matter most in your specific context.
Our first conversation is exploratory. We look at your business priorities, current challenges and organizational maturity to identify where capability development could create the most meaningful and measurable value.