The CLPD is approaching its first year of activities. We have been training hundreds of professionals, developing their skills which empower them to grow their companies and institutions. Our experience has allowed us to come to several conclusions. Among them, the best way, as well as a vital early step for companies to foster continuous growth, is through internal training. The most proactive companies are facilitating weekly and monthly training programs in order to keep the knowledge of their teams up to date and relevant. However, despite good intentions, many organizations do not know where to start with internal training. Who is qualified? What is the right pedagogy? How can we ensure the time spent training instead of working is valuable? A simple answer is the “Train the Trainer” program.

Who is qualified for internal training?

Anyone within a company with valuable, relevant knowledge is qualified to spread their knowledge. But not everyone can be a trainer. There are qualities that one must cultivate as a trainer. They must be outspoken, easy-going, patient, articulate, interesting, willing to answer questions, and go the extra mile for their trainees. Not everyone can do that. To get the most of potential trainers, the companies must profile their employees and introduce them to the best training practices. Which brings us to the second question:

What is the right pedagogy?

As expert trainers, the CLPD is happy to provide you with an exclusive tip on training pedagogy. A simple model is to start with the “3 Ps”:

  • Present: that is the first step. Knowledge must be given before anything else. This stage focuses on accuracy and presenting new information that is concise and easy to understand.
  • Practice: the students must apply their new knowledge through activities and case studies so they can really understand it. This stage is typically “controlled practice”, learner centric, and has a high focus on accuracy.
  • Produce: at the end, students must use their knowledge to create a project or presentation on their own, becoming trainers in the process. This portion is learner-led, and focuses on participants demonstrating new concepts and competencies.

Of course, there is more to the subject, but that is the ideal start. We cannot stress enough how engaging activities, case studies, simulations, videos, and other training outlets are vital to make training dynamic, effective, and applicable.

How can we ensure the time spent for internal training instead of working is valuable?

Training is fine, but once it is over, it will not have any effectiveness if it is not implemented. Knowledge will not do any good if it is not applied on a daily basis. Managers’ duties at this stage is to follow-up, with the help of the participants, by developing action plans and other tools allowing them to implement new concepts and measure progress. Measurements and key performance indicators adapted to the firm’s challenges and needs go a long way to make training valuable.

To build a workplace where your best employees can become trainers, and to begin to create a culture of learning in your company, we encourage you to learn more about our course on Train the Trainer: Making Training Engaging and Effective. For more info, we welcome you to contact us by phone at 023-990-023, email at [email protected], or come in and visit us at the American University of Phnom Penh. See you in class!