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Train the Trainer Course
London and UK wide
Face to face / Online public schedule & onsite training. Restaurant lunch included at STL venues.
From £756 List price £965
- 2 days Instructor-led workshop
- Courses never cancelled
- Restaurant lunch
Syllabus
Who is this course for?
This two-day workshop is designed for people of all levels who need to deliver training and want to grow their confidence and ability to facilitate successful training. It is particularly useful for those new to training, who would like to build their skills to deliver effective training in an engaging manner to meet clear learning objectives.
Benefits
Delegates understand essential trainer attributes and the differences between facilitative and directive styles. The course covers how people learn, including the Training Cycle, Kolb Learning Cycle, and the 70:20:10 development model, as well as visual, auditory, and kinesthetic learning styles. It also covers training preparation, including Training Needs Analysis, setting learning objectives, and designing effective sessions. Delegates will learn to deliver engaging training, build rapport, handle challenging situations, and use effective feedback techniques. The course addresses various delegate types and strategies for effective follow-up to ensure training effectiveness and ROI. Practical experience is emphasised through delivering a short training session with feedback. This course equips trainers with the skills and knowledge to enhance training delivery and maximise delegate engagement and learning retention.Course Syllabus
Introduction to being an Effective Trainer
Attributes of an effective Trainer
Facilitative vs Directive styles
How people learn
The Training Cycle
The four stages of learning and how to help delegates move through each stage
Kolb Learning Cycle
How we learn 70:20:10 development model
Learning Styles – Visual / Audio / Kinesthetic
The learning pyramid
Training Preparation
Training Needs Analysis (TNA)
Writing learning objectives
Creating clear training goals
Effective training design
How to deliver effective Training
Building rapport and trust with delegates
Delivering content in an engaging way
Designing and delivering ice-breakers
Listening and questioning skills
Feedback/Debriefing training activities
Techniques for dealing with difficult delegates
Training practice with feedback
Delegate types
Typical Delegate Types
Difficult / Challenging Delegates
How to follow-up after Training
Measuring training effectiveness / ROI
How to embed the learning
Practice
Deliver a short training session with peer and trainer feedback
Prices & Dates
Upcoming training events for this course:
Course | Dates | Times | Venue | Price (excl. VAT) |
---|---|---|---|---|
Train the Trainer | 19 Jun 2025 | 9:30 - 16:30 | Bloomsbury training venue | 756 |
Train the Trainer | 11 Aug 2025 | 9:30 - 16:30 | Online | 800 |
Train the Trainer | 14 Aug 2025 | 9:30 - 16:30 | Limehouse training venue | 800 |
Train the Trainer | 11 Sep 2025 | 9:30 - 16:30 | Limehouse training venue | 774 |
Train the Trainer | 9 Oct 2025 | 9:30 - 16:30 | Bloomsbury training venue | 750 |
What you get
"What do I get on the day?"
Arguably, the most experienced and highest motivated trainers.
Face-to-face training

Training is held in our modern, comfortable, air-conditioned suites.
Lunch, breaks and timing
A hot lunch is provided at local restaurants near our venues:
- Bloomsbury
- Limehouse
Courses start at 9:30am.
Please aim to be with us for 9:15am.
Browse the sample menus and view joining information (how to get to our venues).
Refreshments
Available throughout the day:
- Hot beverages
- Clean, filtered water
- Biscuits
Online training

Regular breaks throughout the day.
Learning tools

In-course handbook
Contains unit objectives, exercises and space to write notes
24 months access to trainers
Your questions answered on our support forum.
Training formats & Services
Training Formats & Services
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Testimonials
Oxford Immunotec
Sophie Francis,
Document Controller
Very engaging and interactive two-day course with Karen, which has definitely provided a host of tools for me to use and practice using in my training (and day to day life!)
Train the Trainer
Oxford Immunotec
Mike Ellery,
Stores & Warehousing Lead
Excellent training, I have learnt a lot.
Train the Trainer
GMP
Sarah Jackson,
Reviewer
Enjoyed the course. Took plenty away from it.
Train the Trainer
Training manual sample
Below are some extracts from our Train the Trainer manual.
A model that explains how individuals progress
in acquiring new skills or knowledge. Here’s a breakdown of each stage:
Unconscious Incompetence:
What It Is: In this
stage, individuals are not aware of what they don’t know. They lack the skills
or knowledge and are often unaware of their deficiencies.
Example: A person
who has never driven a car does not know how to drive and doesn’t realize the
complexity involved in operating a vehicle.
Conscious Incompetence:
What It Is: At this
point, individuals become aware of their lack of knowledge or skills. They
understand what they don’t know but have not yet learned how to do it.
Example: The
learner who is aware that they don’t know how to drive and acknowledges the
need to learn the rules of the road and vehicle operation.
Conscious Competence:
What It Is:
Individuals have acquired the new skills or knowledge, but they must think
through the process consciously. It requires deliberate effort and attention.
Example: A person
who has learned to drive and can perform the necessary actions to drive a car
but still needs to concentrate on each step, such as steering, braking, and
checking mirrors.
Unconscious Competence:
What It Is: At this
stage, the skills or knowledge have become second nature. Individuals can
perform the task effortlessly and without conscious thought.
Example: A
seasoned driver who can navigate complex traffic situations effortlessly,
responding to the environment without needing to think about
each action.
The KOLB Learning Cycle
1.    Concrete
Experience – doing or having an experience
2.   Reflective
Observation – Reviewing /Reflecting on the
experience
3.   Abstract
Conceptualism – concluding / learning from the
experience
4.   Active
Experimentation – planning / trying out what you have
learned
Â
Charles Jennings’ – How we Learn
70% is learned
from on-the-job experience
20% is learned
from near-the-job informal learning, learning by watching others
10% is learned from
structured learning in a classroom or online
Â
The VAK Model
Â
·     The VAK learning styles
model suggests that most people can be divided into one of three preferred
styles of learning.
·     There is no right or wrong
learning style, and some people find that their learning style may be a blend
of two or three styles.
Â
VISUAL learning style –
Preference for seen or
observed things, including pictures, diagrams, demonstrations, displays,
handouts, films, flipchart, etc. These people will use phrases such as ‘show
me’, ‘let’s have a look at that’ and will be best able to perform a new task
after reading instructions or watching someone else do it first.
Â
AUDITORY learning style –
Preference for the transfer of
information through listening to spoken word, sounds and noises. These people
will use phrases such as ‘tell me’, ‘let’s talk it over’ and will be best able
to perform a new task after listening to instructions from an expert.
Â
KINAESTHETIC learning
style –
Preference for
physical experience, like touching, feeling, holding, doing, practical hands-on
experiences. These people will use phrases such as ‘let me try’, ‘how do you
feel?’ and will be best able to perform a new task by going ahead and trying it
out, learning as they go.
Â
It is important to
consider all of these learning styles when designing a training course so that
you can tailor to the needs of your audience.
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