Train The Trainer Course
Stop Delivering Training That People Forget Within 48 Hours
Research is consistent: 60–80% of training content is forgotten within a week if it’s delivered through lecture alone. The problem isn’t what’s being taught — it’s how. This course gives you the facilitation techniques, session design principles, and adult learning science that turn training from a box-ticking exercise into something that actually changes how people work — including in the specific challenges of facilitating groups in GCC and multicultural African contexts.
Have you experienced any of these in the training room?
- You deliver content confidently but participants go back to their desks and do nothing differently
- You lose the room — phones come out, side conversations start, engagement evaporates after the first hour
- Your slides are full of information but you’re not sure how much of it is actually landing
- You struggle to facilitate groups where some participants dominate and others say nothing
- Multicultural groups are harder to read — you’re not sure if silence means agreement, confusion, or disengagement
- You know what you want participants to learn but you don’t have a systematic way to design a session that delivers it
Every one of these is solvable. Effective training is a craft — and this course teaches it systematically.
Who Should Attend
Internal L&D and Training Professionals
HR and L&D staff responsible for designing and delivering internal training programmes for their organisations in the GCC and Africa.
Subject Matter Experts Turned Trainers
Technical specialists, senior managers, and professionals who know their subject deeply but need facilitation and training design skills to share it effectively.
NGO and Development Sector Facilitators
Programme staff, youth workers, and field facilitators in NGOs and international organisations who facilitate workshops, trainings, and participatory processes.
Government Training Unit Staff
Professionals in government ministry and agency training departments responsible for internal capacity building programmes.
Managers Who Train Their Teams
Team leaders and department heads who regularly deliver team training, briefings, or onboarding sessions and want to do it more effectively.
Freelance Trainers and Consultants
Independent training professionals working in GCC and African markets who want to upgrade their facilitation methodology and session design skills.
What You’ll Leave With
A complete toolkit for designing and delivering training that works.
Training Professionals Who’ve Completed This Programme
From participant and manager feedback across GCC and Africa cohorts
in their training improved
behaviour change post-training
since 2017
practical delivery and feedback
— L&D Manager, Saudi banking group, Riyadh cohort 2024
5-Day Programme
Adult Learning Science & Training Needs Analysis
Why Day 1 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. Day 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
Session Design — Creating Learning Experiences That Stick
Why Day 2 matters: The structure of a training session determines whether learning happens. Day 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 Day 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
Facilitation Skills — Managing Groups in GCC & Multicultural Contexts
Why Day 3 matters: Knowing your content and knowing how to manage a group are completely different skills. Day 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
Delivery Day — Present, Get Filmed, Get Feedback
Why Day 4 matters: This is the day the course pays for itself. Each participant delivers their 30-minute training session — the one they designed on Day 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
Evaluation, Measurement & Building Your Training Practice
Why Day 5 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. Day 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
📋 For L&D Leaders and HR Directors
The multiplier effect of training your trainers is one of the highest-ROI L&D investments available:
We deliver this as an in-house intensive for L&D teams and internal training functions — using your actual training content as the design and delivery material. Contact us to discuss.
Common Questions
Do I need to prepare anything before Day 4?
Yes — you’ll design your 30-minute training session during Days 2 and 3, so you’ll have it ready for delivery on Day 4. We ask participants to bring a topic they actually train or would like to train on — ideally something from their real role. The more real it is, the more useful the feedback.
Is this course suitable for someone who facilitates workshops rather than delivers formal training?
Yes — the facilitation skills, group management techniques, and session design principles apply equally to training delivery and workshop facilitation. Many participants come from NGO or development sector backgrounds where participatory workshop facilitation is the primary format.
Does the course cover bilingual or Arabic-medium training delivery?
Yes — Day 3 specifically addresses the dynamics of training in bilingual and Arabic-speaking GCC settings, including managing multilingual groups, working with simultaneous translation, and adapting facilitation style for Arabic cultural communication norms.
My training content is technical. Does this course still apply?
Especially yes. Technical trainers — those delivering compliance training, IT systems training, safety training, or technical process training — often have the highest knowledge of their content and the least training in how to facilitate it. The gap between knowing and being able to teach is exactly what this course addresses.
Related Courses
Related reading: Skills Gap in the Gulf Region · The Role of Training in Enhancing Job Performance · Leadership Training and Employee Retention
The Training You Deliver This Time Next Year Will Be Unrecognisable — in the Best Way.
Join trainers and facilitators from across the GCC and Africa who’ve transformed their training from information delivery into genuine behaviour change.
📅 Upcoming Schedules
View all dates for this course →We run this course as a private programme for organisations. Custom dates, tailored content, group pricing.