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Training Seniors to Train Juniors
A Practical Guide for Seniors to
Improve Juniors Performance
Objectives
of the Training
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To present practical tips for planning
training programs for seniors to juniors
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To show how to define the job
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To explain training methods
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To discuss follow-up of training
Introduction
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Seniors at all organizational levels,
must supervise people (juniors)
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If done correctly, everyone benefits
and the senior will receive credit for a job well done
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If, on the other hand, juniors are not
trained effectively, no one will benefit, and the
seniors will quickly get the blame
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The task of directing people at work is
not easy because juniors, as human beings, are very
complex
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Juniors cannot perform well on the job
no matter how hard they try and regardless of how much
they want to until they know (What) they are supposed to
do and (How) they are supposed to do it
“Training
Seniors to Train Juniors”-focuses on answering the
question: “How exactly does a senior prepare for, plan,
present, and follow up on training programs designed to
yield competent juniors?”
Module
One
Why Training
is Important
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Reasons why training is important
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Training styles
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Training benefits
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Training is part of effective
supervision
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Seniors must be effective trainers
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Training Know-How is a must
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Dos and don’ts for seniors when
training
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Seniors; “Are they training to lead or
to develop”?
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What is learning
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Learning and training are now
important; but different
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Tips for seniors when training juniors
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How adults learn best
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Three key to adult learning
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Learning tools
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Learning atmosphere
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Learning formats
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Learning leader
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Do juniors benefit from training
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When training can and cannot help
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When will training work
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Training test
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Learn the training basics; they are
universal
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Orientation: Start of Training
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What is your experience with
orientation
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Orientation preparation
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Orientation checklist
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The four steps of training
Module
Two
The Four
Steps of Training
Step One:
Define How the job should be done
Step Two:
Plan the Training
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Why proper planning is required
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Consider training objectives
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Training objectives must be attainable
and measurable
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Develop a training plan
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Sample training plan
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Do not forget trainees role in the
training
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Is your training a group or individual
training (one to one training)
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Choose which type of training
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Important principles of group training
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Group training test
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Design a training lesson
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Training lessons organize training
sessions
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Sample of a training lesson
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Training resources: help is available
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Where can I go for help
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Planning for training and how to
prepare trainees
Step Three:
Present the Training
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Lectures, role-playing, case studies,
demonstration and self-study materials
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Training method quick-check
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On-the-Job Training: what you should
know
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Preparation, presentation,
demonstration and follow-up
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Using visual aids: which comes first
Step Four:
Evaluation the Training
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Why evaluate
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Principles of training evaluation
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Evaluate by measuring the results
(attitudes, values, knowledge and skills)
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Measuring the results (impact, your
goal and how much/when)
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Provide follow-up coaching
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Coaching principles
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A pat on the back
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Certificate of recognition
Module
Three
Additional
Practice Activities
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Design a task list
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Design a breakdown list
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Design a job description list
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Design a training plan
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Design a training lesson
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A final training assessment Exam for
seniors to train juniors
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“Mini-Training individual preparation
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Practical “Mini-Training for each
participants-45 minutes for each)
Duration
Methodology
Target
Audience
T
raining
Investment Fees
Date and
Premises
Dead Line
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