Course Outcomes

This web-based training series for on-the-job trainers will:

  • Identify the qualities good on-the-job training sessions share.
  • Explain adult learning principles and how they should influence on-the-job training.
  • Introduce an eight-step process to successfully transfer knowledge.
  • Offer ideas for successfully balancing the many hats on-the-job trainers wear.
  • Address the interpersonal qualities and skills successful on-the-job trainers exhibit.
  • Introduce the upfront contract and its value in the training process.
  • Provide guidance for turning telling into asking.
  • Present a learner engagement continuum and what it means to on-the-job trainers.
  • Suggest strategies for addressing difficult learning situations.

Course Overview

The on-the-job trainer needs a set of skills that differ from those used by classroom trainers and facilitators. From understanding how adults learn to breaking down processes into memorable and manageable steps, this dynamic virtual classroom course covers the nuts and bolts of training on the job.

Segment One: Fundamentals

At this segment’s conclusion, participants should be able to:

  • Explain how robust on-the-job training can benefit organizations, employees, and customers.
  • Articulate the factors that contribute to successful on-the-job training.
  • Describe three characteristics strong on-the-job trainers share.
  • Discuss adult learning principles and how they should influence the on-the-job training experience.
  • Follow an eight-step training process.
  • Discuss the many hats trainers wear and what they mean to the on-the-job trainer’s choices and actions.

Segment Modules

  • What You Already Know: Establishing a Baseline
  • Adult Learning and How It Should Influence Delivery: Following Known Rules
  • Eight Steps to Successful Knowledge Transfer: Using a Proven Formula
  • The Trainer’s Many Hats: Wearing Them Well

Homework

Map the eight-step process for something you typically train or could train.

Segment Two: Interpersonal Skills

At this segment’s conclusion, participants should be able to:

  • Identify communication targets and how to influence how learners feel about their training experience.
  • Explain the importance of empathy for learners and how seeing the training experience from the learner’s point of view is an essential part of the training process.
  • Discuss transactional analysis and the importance of communicating adult to adult during on-the-job instruction.
  • Remove ambiguity from expectations.
  • Leverage upfront contracts.
  • Turn tells into asks.
  • Choose learner-centric language.

Segment Modules

  • On Target: Influencing the Learner’s Experience
  • Empathy Matters: Trying on a Learner’s Shoes
  • Adult to Adult: Connecting on an Equal Level
  • Shared Understanding: Avoiding Ambiguity
  • Participation Pointers: Turning Tells into Asks
  • The Way You Say It: Choosing Learner-Centric Language

Homework

Create a training plan following the planning document template.

Segment Three: Attitude and Performance

At this segment’s conclusion, participants should be able to:

  • Describe learner engagement levels and tactics for increasing them for each learner.
  • Discuss learner proficiency and how to map a learner’s progress.
  • Craft a robust training plan.
  • Gather real-time feedback.
  • Troubleshoot a range of on-the-job training challenges.

Segment Modules

  • Engage: Increasing Learner Involvement and Buy-In
  • Equal Measure: Leveraging Proficiency-Based Learning
  • The Right Recipe: Creating a Robust Training Plan
  • Temperature Checks: Collecting Real-Time Feedback
  • Problem Solved: Troubleshooting Fundamentals

By the conclusion of this web-based training course, participants should have an understanding of the fundamentals of on-the-job training skills and the process and people skills they can put in place to meet with success while teaching others.