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How can you meet the needs of learners, sponsors, and yourself as a trainer?

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As a trainer, you have to balance the expectations and needs of different stakeholders: your learners, who want to gain knowledge and skills; your sponsors, who want to see results and value; and yourself, who want to deliver quality and satisfaction. How can you meet these diverse and sometimes conflicting needs without compromising your integrity and effectiveness? Here are some tips to help you align your training objectives, methods, and evaluation with the needs of learners, sponsors, and yourself.

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Rasha Abul Nasr MBA, NCDA, FCD-Instructor, CCSP - CPTP

I’m certified from the National Career Development Association NCDA, FCD- Instructor, #CCSP -# CPTP#Trainer #People &…
Aamir Shaukat Hussain

Founder Value Source LLP, consultant, trainer

1 Understand your learners

Before designing and delivering your training, you need to know who your learners are, what they want to learn, and how they prefer to learn. You can use various methods to collect this information, such as surveys, interviews, focus groups, or pre-tests. Based on the data, you can create learner profiles that describe their characteristics, goals, motivations, challenges, and learning styles. This will help you tailor your training content, activities, and materials to suit their needs and preferences.

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Rasha Abul Nasr MBA, NCDA, FCD-Instructor, CCSP - CPTP

I’m certified from the National Career Development Association NCDA, FCD- Instructor, #CCSP -# CPTP#Trainer #People & Culture#Career Coach #CV writing using#ATS #career guidance#interviewingskills#TOT#KSA & Gulf Trainer
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The pre evaluation fot your workshop is critical to gather the real need to be delivered and the trainer should be able to get different tools for practice because learning by doing is the most effective way to learn and not only the content

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2 Align with your sponsors

Your sponsors are the people or organizations who fund, support, or authorize your training. They may be your clients, managers, partners, or regulators. They have their own reasons and criteria for investing in your training, such as improving performance, compliance, or innovation. You need to communicate with them regularly and clearly to understand their expectations, requirements, and feedback. You also need to align your training objectives, outcomes, and indicators with their strategic goals, priorities, and standards.

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3 Develop yourself

As a trainer, you also have your own needs for professional development, personal growth, and recognition. You need to keep yourself updated on the latest trends, tools, and techniques in your field and in training. You need to seek feedback and reflection on your training practice and performance. You need to identify your strengths and areas for improvement and set goals and action plans for yourself. You also need to network with other trainers and join professional associations or communities of practice to share your experiences, insights, and resources.

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4 Design your training

Once you have a clear understanding of your learners, sponsors, and yourself, you can design your training accordingly. You can use various models and frameworks to guide your design process, such as ADDIE (Analysis, Design, Development, Implementation, Evaluation) or SAM (Successive Approximation Model). You need to define your training objectives, outcomes, and indicators based on the needs of your learners and sponsors. You also need to select your training methods, activities, and materials based on the preferences of your learners and the resources available to you.

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Aamir Shaukat Hussain

Founder Value Source LLP, consultant, trainer
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This is the most important part. Design your training to be practical. Your training should not be boring theoretical instead should be engaging and practical. Consider brining gaming into your training

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5 Deliver your training

When you deliver your training, you need to engage your learners, demonstrate your competence, and monitor your progress. You can use various techniques to create a positive and interactive learning environment, such as icebreakers, stories, questions, discussions, games, or simulations. You need to show your expertise, enthusiasm, and empathy as a trainer and adapt to the needs and feedback of your learners. You also need to check your learners' understanding, satisfaction, and performance during and after the training using various methods, such as quizzes, surveys, observations, or interviews.

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6 Evaluate your training

After you deliver your training, you need to evaluate its effectiveness, impact, and value. You can use various models and tools to measure and report your training results, such as Kirkpatrick's Four Levels of Evaluation (Reaction, Learning, Behavior, Results) or ROI (Return on Investment). You need to collect and analyze data from your learners, sponsors, and yourself to assess the achievement of your training objectives, outcomes, and indicators. You also need to use the evaluation results to improve your training design, delivery, and development.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you meet the needs of learners, sponsors, and yourself as a trainer?

1

2

3

4

5

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7

1 Understand your learners

2 Align with your sponsors

3 Develop yourself

4 Design your training

5 Deliver your training

6 Evaluate your training

7 Here’s what else to consider

Training

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How can you meet the needs of learners, sponsors, and yourself as a trainer?

1

2

3

4

5

6

7

1 Understand your learners

2 Align with your sponsors

3 Develop yourself

4 Design your training

5 Deliver your training

6 Evaluate your training

7 Here’s what else to consider

Training

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