Train The Trainer Course

Why this module matters: Before you can design effective training, you need to understand how adults actually learn, which is significantly different from how they were taught in school. Module 1 gives you the science of adult learning, including the research on forgetting curves, spaced practice, and the limits of lecture-based delivery that explains why most training doesn't stick. You also learn to conduct a proper Training Needs Analysis before designing anything.

• How adults learn: Knowles' andragogy principles applied to GCC professional contexts
• The forgetting curve: what happens to learning after training ends and what to do about it
• The 70:20:10 model: why formal training is only 10% of how people actually develop
• Learning styles: the evidence, the myths, and the practical implications for session design
• Training Needs Analysis: how to identify what training is genuinely needed vs. what's requested
• Writing learning objectives that are specific, measurable, and actually tell you what success looks like

Why this module matters: The structure of a training session determines whether learning happens. Module 2 gives you a systematic design framework, from opening to close, and teaches you how to choose and sequence activities so that participants experience the learning rather than just hearing about it. You begin designing a real session you'll deliver on Module 4.

• The ADDIE framework and alternatives: when to use each approach to instructional design
• Session structure: opener, knowledge input, application activity, debrief, close, the architecture of a learning experience
• Choosing activities: lectures, discussions, case studies, role-plays, simulations, group exercises, how to select the right activity for the learning objective
• Slide design principles: what to put on slides and what to leave off
• Timing: how to design a realistic session plan that you can actually deliver in the time available
• Workshop: participants begin designing their own 30-minute training session

Session includes: session design workshop, you work on a real training topic you deliver

Why this module matters: Knowing your content and knowing how to manage a group are completely different skills. Module 3 gives you the facilitation toolkit for the specific challenges of delivering training in GCC and African contexts: hierarchical groups where senior participants suppress junior ones, multicultural groups where communication styles vary enormously, and the unique dynamics of facilitating in Arabic-speaking and bilingual environments.

• Facilitation vs. training vs. presenting: understanding the different modes and when to use each
• Opening a session: how to build psychological safety and set learning expectations in the first 10 minutes
• Managing participation: drawing out the quiet ones, managing the dominant ones, and reading silence in high-context GCC cultures
• Facilitating in multicultural groups: specific dynamics for Saudi, Emirati, Egyptian, Indian, Filipino, and East African participants
• Managing hierarchy in the training room: what to do when a senior manager's presence is shutting down group discussion
• Handling difficult moments: resistance, disengagement, conflict, questions you can't answer, practical responses for each
• Energy management: how to sustain engagement across a full training day

Session includes: facilitation practice with observer feedback, each participant facilitates a 10-minute group activity

Why this module matters: This is the day the course pays for itself. Each participant delivers their 30-minute training session, the one they designed on Module 2, to the group, while being filmed. They then watch the footage with the facilitator and receive structured feedback on their facilitation, delivery, and session design. Most participants describe this as the most professionally impactful experience of the programme.

• Each participant delivers a 30-minute training session to the group
• Sessions are filmed for individual review
• Structured peer feedback after each delivery: what worked, what to develop, one specific technique to try differently
• Facilitator detailed feedback: facilitation technique, session design, participant engagement, time management
• Video review: each participant watches their own delivery with the facilitator
• Redesign brief: immediate action points to improve the session based on feedback received

This is a full practice day, the most intensive and impactful day of the programme

Why this module matters: If you can't measure whether your training worked, you can't improve it, and you can't justify investment in it to leadership. Module 5 gives you a practical evaluation framework, covers how to demonstrate L&D ROI to stakeholders, and ensures you leave with a clear development plan for continuing to improve as a facilitator and trainer.

• Kirkpatrick's four levels of evaluation: reaction, learning, behaviour, results, practical measurement tools for each
• Designing feedback forms that give you actionable information rather than just satisfaction scores
• Measuring behaviour change: how to assess whether training has changed what people do at work
• Presenting training ROI to leadership: translating L&D data into business language
• Building a personal development plan as a trainer: what to practise, what to read, how to keep improving
• Revised session delivery: participants re-deliver their improved session incorporating feedback from Day 4
• Graduation and certificate