Your trainers are subject experts, but training design is new to them
They know how to prepare a presentation; designing participation, interaction and learning is a different skill.
Learning Ecosystem Design · Train the Trainers
Turn your in-house trainers into facilitators who open learning spaces.
Train the trainersis a learning process that builds the knowledge, skills and attitudes a trainer needs.
Participants apply adult learning principles, the experiential learning cycle and the follow-up steps that link training to behaviour to their own trainings. To date, I have designed and delivered more than 150 train-the-trainer programmes.
Three things a trainer needs
1
knowledge
How do adults learn, and how does learning last?
2
Skills
Designing experiences, facilitating, leading reflection
3
Attitude
Putting the learner at the centre, making room for different needs
150+Train-the-trainer programmes
ModularIn person, online, hybrid
4 layersLearning ecosystem framework
300+ organisations and projects in 60+ countries
Organisations across automotive, logistics, pharmaceuticals, retail, education and luxury consumer goods, as well as universities and civil society organisations
Who It’s For
This programme may be right for you if…
Satisfaction is high, impact in the field is unclear
Participants leave happy; a few weeks later it’s hard to say what changed at work.
Low engagement in online and hybrid trainings
Cameras off, few questions; there is content but no interaction.
You are growing your in-house academy
You are looking for a shared design language and quality standard for your trainer pool.
Who takes part? In-house trainers, technical experts and managers who deliver training, HR and L&D teams.
Programme Content
Five modules, each with a concrete output.
Participants complete the programme by working on a training they deliver; by the end of each module that training has been redesigned a little more.
1
How do adults learn?
Adult learning principles and the experiential learning cycle.
Output: a training flow re-sequenced along the cycle.
2
Putting the learner at the centre
Needs analysis, empathy map and learner persona.
Output: a target behaviour statement.
3
Designing experiences
Cases, role plays, simulations and gamification; online adaptation.
Output: one experiential activity design.
4
Facilitating
Supporting participation, handling difficult moments, leading reflection.
Output: a practice rehearsal and peer feedback.
5
After the training
Transfer, spaced repetition, manager support and behaviour measurement.
Output: a 30-day follow-up plan.
Approach and Measurement
We treat training not as a single day, but as a system .
Trainers apply these four layers to their own trainings
- Analysis
- Kavramsal derinlik
- Deneyimsel dönüşüm
- Sürdürülebilir davranış
We track behaviour, not just reaction
- 1. Reaction: participant experience
- 2. Learning: knowledge and skills gained
- 3. Behaviour: changes trainers make in their own trainings
- 4. Results: impact observed in their participants
Explore the model on the Learning Ecosystem page, and download the After-Training 30-Day Checklist for free.
Sources the programme draws on
- Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick's four levels of training evaluation. ATD Press.
- Knowles, M. S., Holton, E. F. and Swanson, R. A. (2015). The adult learner (8th ed.). Routledge.
- Kolb, D. A. (1984). Experiential learning: Experience as the source of learning and development. Prentice Hall.
Let’s plan a programme for your trainers.
In a 30-minute discovery call, let’s discuss your trainer profile, the trainings delivered and the quality standard you are aiming for, and tailor the programme accordingly.