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a series of learning modules or ensure that every employee participated. And, of course,
make sure all your designated trainers are willing to see the task through to the end.
#2: Be prepared for mistakes
Train the Trainer is a learning process. Even if your participants have years of experience
in teaching, they may not have done so in the corporate environment. As with any learning
process, if you don't allow your trainers to make some mistakes, they may be hesitant to
try something new again. And the same goes for the managers overseeing the initiative.
Allow enough time for preparation and practice. It's incredibly rare for something to go
smoothly the first time you try it, even if you've spent a lot of time choosing the right
trainers and researching the perfect subject-matter experts.
#3: Be prepared for constructive criticism
Whether you're giving it or taking it, constructive criticism will play a direct role for you
throughout the Train the Trainer process. Your trainers will be learning from someone
who specializes in presentation. So, if they're told that a joke isn't landing or that they
need to use a different method of demonstration, they should be prepared not to take it
personally.
The end goal of Train the Trainer is to maximize efficiency, not necessarily to introduce
creative learning methods. At the same time, learners do connect with trainers when they
are being genuine or authentic, so look for these traits when you're critiquing a trainer
within your department.
#4: Track results
As new trainers, your employees are most likely eager to know how well they taught and
what they could do better the next time around. Even if they led training through in-person
meetings, create reports using tracking analytics to show them who is seeking the next
steps, or who is following up with "homework" assignments. You can also use tactics such
as gamification to encourage friendly competition and reward progress.
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