How can you measure the success of your training programs with Train the Trainer certification?

In the science of training and learning the initial survey is often referred to as a smile sheet where the students will say anything because it’s the last day of class and they’re leaving. And if you’re not careful, you may take it personally because many times if you didn’t get a five then you’ll ask yourself why you didn’t get a five. A trainer needs to understand that they grow into the material. The first time you train it you’re looking for the response and you will adjust yourself over time based on the responses you get. Eventually you will learn to be yourself in the topic and the more comfortable You are within the topic, the more you can engage the class with what you’ve learned over teaching this class for a long time.

If you have the student long enough you can monitor learning by assessing actual behavior in the classroom. IF you have an advanced activity that would prove conceptual learning that is also a good sign....

Part of our Train the Trainer certification is a feedback session one month after the training and certification to understand how the training has changed the daily work. Another aspect is a yearly re-certification. This enables us to ensure a consistency in trained behavior throughout the trainers community but also keeping their knowledge up-to-date. The final aspect is a community of trainers where good practice can be shared and questions can be asked to the community so that trainers can learn from each other. This is contributing largely to fostering the positive behavior.

The results are given by the surveys filled by trainees directly after the training, but also by feedback received directly from our trainers. We also measure the quality of installations and connect to the user helpdesk to evaluate of issues happened which could have been avoided by training. This, of course, directly feeds back into enhancing the Train the Trainers lessons and learning content.

To gauge the lasting effects of the program, conduct follow-up assessments several months after participants have completed the program. Assess whether the skills and knowledge they acquired are enduring over time and if they are being effectively put into practice.

It is essential to have all trainers certified as trainers, so that we can differenciate training and an introduction to products. Also, it is essential to make a difference between a participation confirmation and a proper certification. Whilst the first just indicates that an introduction has been given to the trainee, the second shows that an exam and a hands on exercise has successfully been done. Finally, it is very important that all written confirmations such as a participation confirmation and a certificate state exactly, what has been done. Did the person get an introduction only? Did the person train how to do it and has been tested doing it? Is a re-certification and training necessary? How long will the certificate be valid?

For me it stems from 3 elements. Firstly, participant impact is gauged by assessing skill acquisition, confidence boost, and knowledge transfer ability. Interactive sessions ensure active engagement, crucial for information retention. Secondly, success is reflected in session enthusiasm, emphasizing a dynamic, contributive learning atmosphere. Trainees' eagerness to apply newfound skills is a litmus test for program effectiveness. Lastly, tangible outcomes take precedence. Monitoring real-world application and positive shifts in metrics, like increased productivity or improved collaboration, solidify success. I always emphasize on how much will they apply once they go back to their workplace or in the realworld as the case may be.