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What are the criteria for selecting effective trainers and facilitators for the change training plan?

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Change training is a critical component of any program management strategy that aims to implement organizational change. It helps to prepare, equip, and support the stakeholders who will be affected by the change and ensure that they can adopt and sustain the new ways of working. However, change training is not a one-size-fits-all solution. It requires careful planning, design, delivery, and evaluation to achieve the desired outcomes. One of the key factors that can make or break the success of change training is the quality and effectiveness of the trainers and facilitators who will conduct the sessions. In this article, we will discuss what are the criteria for selecting effective trainers and facilitators for the change training plan.

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Dr. Shailza Taneja, Ph.D (hc)

Health| Education| Strategic Partnerships| Sustainable Development| Director - CreativExpression, Worked with UN…
Vijay SP

Global Business Transformation | Change Management | Program Management
Meredith Velto M. Ed.

Educational Design | Consulting and Coaching | Leadership and Team Management | Learning and Development

1 Knowledge and skills

The first criterion for selecting effective trainers and facilitators is their knowledge and skills in the relevant subject matter and in the principles and methods of adult learning. They should be able to demonstrate that they have a deep understanding of the content, context, and objectives of the change training, and that they can tailor and adapt their approach to suit the needs and preferences of the learners. They should also be able to use various techniques and tools to engage, motivate, and challenge the learners, such as storytelling, case studies, simulations, games, quizzes, feedback, and reflection. Additionally, they should be able to handle questions, objections, and resistance from the learners, and provide constructive and supportive guidance and coaching.

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Dr. Shailza Taneja, Ph.D (hc)

Health| Education| Strategic Partnerships| Sustainable Development| Director - CreativExpression, Worked with UN Agencies, Deloitte, USAID, IDRC, CHAI, GOI Ministries, Jagran Pehel
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Selecting effective trainers and facilitators for the change training plan involves considering their expertise in change management, excellent communication skills, proven track record of successful training delivery, and the ability to create an engaging and inclusive learning environment. Look for professionals who can inspire and guide participants through the complexities of change, fostering a positive and adaptive mindset. #ChangeManagement #TrainingFacilitation #LeadershipDevelopment

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Meredith Velto M. Ed.

Educational Design | Consulting and Coaching | Leadership and Team Management | Learning and Development
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Effective trainers and facilitators for our change training plan must possess a deep knowledge of change management principles, methodologies, and practical experience in driving organizational change. Strong communication skills are essential for conveying complex concepts and adapting to diverse audiences, fostering an inclusive learning environment. Additionally, interpersonal skills are crucial for building rapport and empathizing with individuals changing, ensuring a positive and collaborative training atmosphere. In summary, the selection criteria prioritize combining expertise in change management, effective communication, and interpersonal skills to deliver a successful and impactful change training program.

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2 Experience and credibility

The second criterion for selecting effective trainers and facilitators is their experience and credibility in delivering change training and facilitating change processes. They should be able to show that they have a track record of successfully conducting similar or related change training programs in the past, and that they have received positive feedback and testimonials from the participants and sponsors. They should also be able to establish rapport and trust with the learners, and demonstrate that they are competent, confident, and credible in their role. Furthermore, they should be able to share their own experiences and insights from implementing or undergoing change, and use them as examples or lessons learned for the learners.

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Meredith Velto M. Ed.

Educational Design | Consulting and Coaching | Leadership and Team Management | Learning and Development
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When selecting trainers and facilitators for our change training plan, I prioritize individuals with substantial experience leading change initiatives within organizational settings. Demonstrated success in managing change and a proven track record of facilitating training sessions add credibility to their expertise. Practical experience allows trainers to share real-world insights, enhancing the relevance and impact of the training. Furthermore, credibility is crucial, so I seek professionals who can convey their expertise that resonates with diverse audiences, instilling confidence and trust in the change process. The criteria emphasize hands-on experience and a credible reputation in navigating organizational change.

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3 Attitude and values

The third criterion for selecting effective trainers and facilitators is their attitude and values towards change and learning. They should be able to convey a positive and enthusiastic attitude towards the change initiative, and inspire and influence the learners to embrace and support the change. They should also be able to model a growth mindset and a continuous learning culture, and encourage and empower the learners to take ownership and responsibility for their own learning and development. Moreover, they should be able to align their values and behaviors with the vision and values of the organization, and uphold the ethical and professional standards of their role.

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Meredith Velto M. Ed.

Educational Design | Consulting and Coaching | Leadership and Team Management | Learning and Development
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When identifying trainers and facilitators for our change training plan, I prioritize individuals with a positive and adaptable attitude. Effective facilitators should embody a growth mindset, fostering an environment conducive to learning and embracing change. Their commitment to collaboration, openness, and inclusivity is paramount, as it sets the tone for the entire change process. Attitude matters in navigating the complexities of organizational change, and selecting individuals who align with our values ensures a training experience that imparts knowledge and inspires a positive mindset toward change among participants.

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4 Communication and collaboration

The fourth criterion for selecting effective trainers and facilitators is their communication and collaboration skills. They should be able to communicate clearly, concisely, and persuasively, using appropriate language, tone, and style for the audience and the purpose. They should also be able to listen actively, empathetically, and respectfully, and respond appropriately and effectively to the verbal and non-verbal cues of the learners. Additionally, they should be able to collaborate well with the program managers, sponsors, stakeholders, and other trainers and facilitators, and coordinate and integrate their efforts to ensure consistency and coherence of the change training plan. They should also be able to solicit and provide feedback, and seek and offer support and assistance when needed.

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Vijay SP

Global Business Transformation | Change Management | Program Management
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For effective change training, select trainers with subject matter expertise, strong training and facilitation skills, and effective communication and collaboration abilities. Prioritize trainers who can clearly communicate the change initiative and facilitate collaborative discussions. Ensure a match between the trainer's expertise and the program's specific needs and involve stakeholders in the selection process for valuable feedback.

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5 Adaptability and flexibility

The fifth criterion for selecting effective trainers and facilitators is their adaptability and flexibility in dealing with change and uncertainty. They should be able to cope with and respond to the dynamic and complex nature of change, and adjust and modify their plans and actions accordingly. They should also be able to handle and resolve any issues, challenges, or conflicts that may arise during the change training, and improvise and innovate when necessary. Furthermore, they should be able to embrace and leverage the diversity and differences of the learners, and accommodate and respect their varying needs, expectations, and preferences.

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6 Evaluation and improvement

The sixth criterion for selecting effective trainers and facilitators is their evaluation and improvement skills. They should be able to measure and assess the effectiveness and impact of the change training, using various methods and tools, such as surveys, tests, observations, interviews, and focus groups. They should also be able to analyze and interpret the data and feedback, and identify the strengths, weaknesses, opportunities, and threats of the change training plan. Moreover, they should be able to use the findings and recommendations to improve and enhance the quality and relevance of the change training, and implement the changes and improvements in a timely and efficient manner.

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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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What are the criteria for selecting effective trainers and facilitators for the change training plan?

1

2

3

4

5

6

7

1 Knowledge and skills

2 Experience and credibility

3 Attitude and values

4 Communication and collaboration

5 Adaptability and flexibility

6 Evaluation and improvement

7 Here’s what else to consider

Program Management

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What are the criteria for selecting effective trainers and facilitators for the change training plan?

1

2

3

4

5

6

7

1 Knowledge and skills

2 Experience and credibility

3 Attitude and values

4 Communication and collaboration

5 Adaptability and flexibility

6 Evaluation and improvement

7 Here’s what else to consider

Program Management

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