Train the Trainer 2012 Session 2
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This document outlines the agenda and topics for a trainer training program, including what it means to be a trainer, sticking to the lesson plan, and discussions for ski and snowboard trainers. Trainers are expected to represent the organization professionally, be credible experts in their subject matter, and lead by example without becoming friends with their trainees. The training will cover lesson structure, age groups, ability levels, progressions, and personal skill improvement. Participants are instructed to read manuals, know content details, and be able to clearly explain the material.
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The document discusses the characteristics of professional excellence, including maintaining a neat appearance, proper demeanor, reliability, competence, strong communication skills, good organization, and accountability. It also examines the importance of discovering one's talents and aptitudes in order to find fulfilling work that fits one's natural abilities. Managing stress and promoting clear communication, a positive workplace culture, and employee accountability can help prevent job stress.Coaching skills
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This document outlines coaching techniques for leaders in AIESEC Indonesia. It discusses that AIESEC Indonesia needs to produce more leaders and leadership experiences. It then defines what a coach is and says that every team leader in AIESEC Indonesia should be a coach. It introduces situational leadership theory and the four developmental levels of members. It explains the coaching process of diagnosis, flexibility in leadership style, and partnering with members to set goals. The overall document provides guidance to team leaders on how to coach members at different developmental levels through goal setting, feedback, and adjusting their leadership approach.An Entrepreneur's Guide to Finding a Coach
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I designed this guide to help entrepreneur's navigate the opaque world of coaching. I also created this guide to help them assess and find an amazing coach who is a strong match. Fit is incredibly important because it has a direct impact on the strength of the alliance and quality of outcomes.
This guide is broken up into a number of sections. First, I provide an overview on what coaching actually is. I then share insights into the coaches toolbox. Said another way, the experiences, skills and certifications that a coach may have. From there, we'll dive into how you can run a process and determine fit. I then highlight coaches and organizations that have been recommended by your peers. On our way to wrapping up, I share how you can think about pricing and ROI. Finally, I leave you with some resources if you want to go deeper into coaching.
Working with a coach is a big investment in time, money and energy. Both sides should feel charged to co-create a partnership, embark on a life-changing journey and grow together over time. That's why going into the process armed with guidance and information is so critical. Good luck!Evaluating an Master Trainer by Sajjad Ahmad Awan PhD Research Scholar TE Pla...
Evaluating an Master Trainer by Sajjad Ahmad Awan PhD Research Scholar TE Pla...Malik Sajjad Ahmad Awan
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The document discusses tips for being a successful trainer. It begins by outlining the agenda, which includes evaluating MTs, the role and types of MTs, how to be a good MT, challenges of technology, the relationship between MTs and effective learning, and tips for success. It then provides advice on respecting oneself and others, accepting advice and responsibilities, being prepared, and exhibiting compassionate, sincere, sociable, encouraging and courteous behaviors. The key aspects are developing self-respect and respecting others, accepting feedback to improve, preparing thoroughly, and interacting with kindness and honesty.Engaging Employees Through HPLT
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This document discusses engaging employees through high performance teams. It begins by introducing LEAD International, which serves companies and leaders globally. It then discusses the five practices of great leadership according to LEAD, including engaging and developing others. The rest of the document focuses on employee engagement, defining it and looking at engagement levels worldwide. It discusses measuring engagement and the relationship between manager behaviors and employee disengagement. The remainder covers qualities of high performance teams, including starting with clear goals and results, ensuring the right talent through selection and development, and building community.Presentation Coaching 2
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The document discusses the principles and process of coaching to improve employee performance, outlining that coaching involves guiding employees towards their goals through sharing experience and supporting their development, rather than directing or correcting them, and effective coaching requires establishing trust, actively listening, asking questions, giving feedback, and developing action plans with follow up.Project leadership - we stand alone together (George Cameron) SCOT100915
Project leadership - we stand alone together (George Cameron) SCOT100915Association for Project Management
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This presentation was given by George Cameron of 2020 business insight to delegates at the APM Scottish Conference 2015 which was held on 10th September at BT Murrayfield Stadium in Edinburgh.Leadership by Paul Kostreski 
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This document defines leadership and outlines the key characteristics of effective leaders. It discusses how leaders provide direction through vision, lead by example, enable others to succeed, and share power and responsibility. The document emphasizes that leadership requires committing to continuous self-improvement and developing the skills needed to motivate teams.Developing career plan introduction
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This document provides guidance on developing a career plan in business. It outlines the learning outcomes, which are to learn how to access career information, develop a personal career plan, develop transferable business skills, and understand professional development methods. The document instructs students to analyze their interests, strengths, and motivations in order to determine the best career path and 10-year goal. It emphasizes creating a step-by-step plan to achieve that goal through skills development, work experience, additional education, networking, and other actions.Coaching people
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Coaching involves guiding someone towards their goals through mutual sharing and creating agreed upon outcomes. It is not about correcting behavior or being the expert, but contributing to development through a two-way partnership. Effective coaching requires actively listening, asking questions, advocating opinions, giving and receiving feedback, and building agreement. Coaches must customize their style based on factors like gender, sport type, and aspirations. Directive, supportive, autocratic, democratic, and humanistic approaches each have advantages and disadvantages depending on the situation. Building trust and empowering self-growth are keys to managing the dual role of evaluator and coach. Exemplary coaching philosophies focus on knowledge sharing, building character, fostering growth, and cultivating high self-How you will learn to coach 
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After many years of teaching people how to coach we have evolved an awesome 15 week 'slow learning' programme that delivers excellent results.Tmtd situational leadership
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This document discusses the concept of situational leadership, which involves assessing an individual's competency and commitment levels and adapting one's leadership style accordingly. It outlines the four developmental levels individuals may have and the needs associated with each. The key skills of situational leadership are diagnosis, flexibility in adapting one's leadership style, and partnering with individuals. Diagnosis involves evaluating an individual's competency and commitment on a specific task to determine which of four leadership styles would be most effective.New People Manager Leadership Development 
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This document provides an overview and agenda for a two-day training program on understanding your new managerial role. Day 1 will cover discovering your role as a people manager, learning to manage yourself, managing people through building relationships based on trust and care, and communication skills. Day 2 will focus on managing people without fear, providing feedback, receiving criticism, guiding employees to solutions, and leveraging their strengths. The goal is for new managers to learn principles and practices for engaging, managing and developing their employees effectively in their new role.Coach as a Leader, Leader as a Coach?
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In this webinar delivered for the IIC&M Bettina Pickering explains why coaches are in effect leaders, and leaders should adopt a coaching style.
She covers the
- key qualities that great coaches and leaders have in common
- 3 core coaching/leadership qualities with practical examples drawn from her research of interviewing/surveying 30 coaches globally
- self-leadership and a process to develop each quality furtherAM1415_MyLDS2015_ST_Day2_Am I A Leader
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This document discusses leadership assessment and development. It begins by outlining the objectives of assessing one's leadership skills, providing tools to lead others, and creating a leadership plan for members. It then explores different leadership styles and how to empower people and provide feedback. The rest of the document consists of leadership assessment activities, including identifying one's leadership style, communication style, and how to match those to an organization's and members' needs. It challenges participants to apply what they've learned and discuss ways to address issues their members may face.Evaluating an Master Trainer by Sajjad Ahmad Awan PhD Research Scholar TE Pla...
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Project leadership - we stand alone together (George Cameron) SCOT100915
Project leadership - we stand alone together (George Cameron) SCOT100915Association for Project Management
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Train the Trainer 2012 Session 2
- 1. Train the Trainer 2012
- 2. Train the Trainer 2012 What is a trainer? Pedagogy 101 Stick to the plan! Rookie Academy Returning staff training Ski & Snowboard Discussions
- 3. What is a trainer? You represent the organization. Your attitude, appearance, and behavior are important. Be conscious of how you effect those you train and our customers. Your credibility is valuable. You are the expert. Know your subject. Stay on topic. Keep it simple and relevant. You are a Leader. What you do matters. Lead by example. Your actions have consequences. You are a colleague; not a friend. Friendship may develop over time but that is not the goal.
- 4. Stick to the plan! Develop trust Set Clear Goals Demonstrate Do it accurately! Check for understanding. Do they get it? Let them try it. Individual feedback. Make it meaningful. Good Job! Ain't it! Check for understanding. Do they get it? Mastery Dont move on until they can do it. Wrap up Prepare for the next session.
- 5. Rookie & Vet Training Lesson Structure Age Groups Lesson Levels Progressions Personal Ski/Ride Improvement
- 6. Trainer Training Read the manuals and the brochure Know the details Be able to articulate the content
- 7. Fight Apathy