1. • Roles of a Trainer
• What a Trainer Should Do Well
• Feedback & Evaluation
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2. 2

3. 3

4.  Designs the learning experience
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5.  Transmits information
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6.  Directs the learning situation
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7.  Helps the group to get to an agreed endpoint
and helps learning take place
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8.  Provides materials & information
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9.  Models or influences
behavior & values
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10.  Learns along side the trainee
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11. • Understands basic teaching
methods and applies this knowledge
• Communicating
• Facilitating
• Presenting (separate sessions)
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12. “Communication is an exchange, not just a give,
as all parties must participate to complete the
information exchange.”
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13. Pass through Pass through
A’s
filters and are observable filters and are
transformed actions transformed
Into… Into…
A’s private
intentions B’s private
interpretation
s
*Based on the work of
John Wallen, PhD.
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14. Work Education Religion
Background
Gender Values
Income
Age Birth Order
Sexual Marital Status
Orientation
Ethnicity
Organizational
Role
Family Norms
Physical
Abilities
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15.  Exercise
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16.  Lack of interest
 Criticising speaker’s delivery
 Boring subject, prejudices
 Too long
 100 things to do
 Hunger, or some other
discomfort
 Distractions/noisy
environment
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17. To use your communication style better, or to
adapt it to different audiences,
Understand your style and its impact

18.  A person who helps a group to
work together in a collaborative
way, by focusing on the process
of how the group members
work together
 Helps the group to get to an
agreed endpoint and helps
learning take place (both for
the group and for individuals
within it)
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19. Authoritative Facilitative
 Directing  Releasing tension
 Informing  Eliciting
 Confronting  Supporting
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20.  Facilitator uses questions to
help a group identify, explore,
clarify and develop their
understanding, and also help
them decide what to do
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21. Johari’s Window
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22. 22

23. 23

24. OPEN BLIND
HIDDEN UNKNOWN
Figure 1: Small Green Window Pane
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25.  To expand Leadership (Green area) you
have the Red and Yellow Pills to offer
 The Red Pill is disclosure and the Yellow
pill is willingness to take in feedback.
 Leaders who do not disclose and do not
take feedback, do not make very effective
leaders.
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26. OPEN
---> Ask for Feedback
|
BLIND
|
/
Disclose and Tell about Self in Public
HIDDEN UNKNOWN
Figure 2: Large Green Window Pane
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27. 27

28.  Takes up all the time with
their own issues, making it
difficult for others to
participate
 Interrupts, fails to listen
and generally dominates
discussions
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29.  Continually finds fault
with everything
 Is not a problem
solver, but a problem
seeker
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30.  Reluctant to participate
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31.  Makes confrontational
remarks
 Attacks (verbal) other
participants or the
facilitator
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32.  Dwells on complications,
problems
 Avoids finding solutions or
positive points
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33.  Think they have all the answers, want to
control the discussion
 Think they are superior to everyone else.
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34.  Has private conversations while the facilitator
or others are speaking.
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35.  Uses humour to
distract or put down
others
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36.  Unhappy
 Restless
 In the session against their will
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37. 37

38. Feedback
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39. 39

40. Efficiency Effectiveness
Inputs Activities Outputs Outcomes Impact
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41. Levels Description Result
I Reaction: What is the participant’s response to Output
the training?
II Learning: What did the participant learn? Output
III Behavior Change: Did the participant’s learning Outcomes
affect their behavior?
IV Organizational Performance: Did participant’s Outcomes
behavior changes affect the organization?
V Return on Investment Impact
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42. Levels Description Measure
I Reaction Satisfaction or
happiness
II Learning Knowledge or skills
acquired
III Behaviour Change Transfer of learning
to workplace
IV Organizational Performance Transfer or impact
on society
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43.  Daily Feedback
 Session Feedback
 End-of-Course Evaluation
 Post-course Evaluation
 Research
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44. Thank You
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