First of all, teaching is carried out within the unit. If the internal trainer does not give lectures after training, there is really no need to waste money. Since teaching requires standards, don't let it talk for a few days at the beginning, which is undoubtedly a challenge to internal trainers. It can start from 1 hour to 3 hours. The course time is reasonable, the pressure on lecturers is small, and lecturers are more acceptable. If a person does something he is not familiar with, once the result is not ideal, it will inevitably affect the enthusiasm of subsequent curriculum development and teaching. This is also a big reason why the training of many internal trainers has finally come to nothing.
In the process of training, the standardized operation process of teaching can be formulated first, which is convenient for internal trainers to teach according to the process. For example, how many slides should 1 hour correspond to? Standard format for making slides; On-site evaluation form of internal trainers, etc. Inform the internal trainer in advance to let him know what should be paid attention to in a successful course. The most taboo is that the organization department directly issues administrative orders to let internal trainers teach at a certain time. It must be understood that as a part-time job, not everyone likes or is good at teaching. If the preliminary work is not in place, the later effect will naturally be greatly reduced.
After teaching, the internal trainer must follow the principle of encouraging first, find out what he has done well and give suggestions on what needs to be adjusted. After the internal trainer understands the grading principle in the early stage, he can better understand the bad and good places, instead of just hearing the following general yes or no. Training without comments and summaries is a bad habit of wasting the time of internal trainers and trainees. The most important thing in this link is to have a scoring choice suitable for the training of trainers in this unit, rather than copying it casually on the Internet. If conditions permit, you can also record the opinions of some trainees in a targeted manner, which is convenient for making promotional videos of internal trainers within the company and enhancing the confidence of internal trainers.
The training of internal trainers is not only a technical project, but also a political project. The organization and implementation department should learn to create momentum, combine human nature, help to make a brief introduction of internal trainers before class, promote the course, and even extract some essence of the course for publicity, so that more people can know, and avoid carrying out the training of internal trainers in obscurity. Everyone expects attention and recognition from others. How meticulous the work is, how effective the training of internal trainers can be.
Secondly, pull it to other units for teaching. People face a familiar environment, and their psychological pressure is relatively small. When they are placed in a strange environment and faced with a group of classmates who have no direct working relationship, they will naturally increase their psychological pressure. Especially for the internal training of some middle and senior managers, there is not much pressure because they usually give lectures to employees. When they transfer to other units, they will be willing to spend more time preparing courses in order not to be ousted.
Some people are still cautious about teaching in their own units, but they are more open to teaching in other units. Because of the mystery, the chances of getting praise from classmates have also increased a lot. There is a reason why foreign monks like to recite scriptures. When a person teaches a group of people who know each other very well, the effect will be greatly reduced in an almost transparent state.
In fact, it is not difficult to pull the internal trainer out for training, but it is rare to persuade the internal trainer to teach outside. This can be effectively solved through policy guidance, just as salespeople are reluctant to sell new products, but as long as the commission policy is high and the supporting policies are good, the enthusiasm of salespeople will be greatly mobilized. As for when to pull the internal trainer out to teach, it must be combined with the actual situation of the unit.
In order to enhance the possibility of this training mode, we can form friendly or strategic cooperation units with other units and send internal trainers to teach each other. It can also be arranged through professional training institutions. When this method is promoted, units can also exchange ideas and add some new ideas. For internal trainers, teaching in a new environment may be a novelty, which will further increase their interest in teaching.
Finally, teach on a public platform. Public platform is a platform where people from many units gather together, such as dealer conference, customer appreciation meeting, industry activities, salon forum activities and so on. Teaching on such a platform is the highest test for internal trainers. Because this directly affects the external evaluation of the unit, we must be cautious in this aspect of training, otherwise it will eventually give the trainees a bad evaluation and the self-confidence of the internal trainers will disappear.
For core internal trainers, they can be sent to teach regularly, which is a training method that can really improve the level of an internal trainer. If you teach different people, you will get different results. Every unit must have several internal trainers to teach foreign teachers, which is also one of the best ways for propaganda units. Why are many entrepreneurs keen to attend some forums and give some speeches? In addition to enhancing their visibility, it is more important to publicize and enhance the brand influence of the company.
Internal teaching, external unit teaching and platform teaching can be carried out alternately. These three types of training can make the training skills of internal trainers get three-dimensional training, and the training skills are significantly improved. If you can't do this kind of training, try not to do it, because it will waste money and energy, and more importantly, it will hurt the heart of the internal trainer, so it will be difficult to adjust it later. Internal trainer is an important driving force for the strategic development of enterprise talents, which is not something that the unit wants to do, but something that must be done, only a matter of time. When planning to train internal trainers, we must think twice and consider whether the current manpower, material resources and financial resources can support the operation of this project. In fact, there is no need to simply open a two-to three-day internal trainer training. Just to complete the task of the superior and rush to launch the project, then be prepared to end it hastily. Because the training of internal trainers is a training-oriented project and a project with strong practical skills. If the unit does not have the conditions to carry out this project, but the leader wants to carry it out, it is necessary to clearly tell the leader its advantages and disadvantages. Training is the soul and foundation of internal trainers. Don't make internal trainers like flowers in a greenhouse, but train them. With a group of excellent internal trainers, the company's policies can be promoted more effectively, talents can be copied in batches, the corporate culture atmosphere can become strong, and the team can become more dynamic.