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Why Train-The-Trainer (TTT) Programme don’t do as well as we expect them to?

Why Train-The-Trainer (TTT) Programme don’t do as well as we expect them to?

What are the perspective on the differences between training and developing trainers?

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by Goh Swee Heng

For years, renowned associations such as Association for Talent Development (ATD, formerly ASTD which is the American Society for Training and Development), has been conducting Train-The-Trainer Programmes, which are essentially 3-days workshops.

There has been much literature (especially on the internet) touting the benefits of Train-The-Trainer Programme for profits & non-profits alike.

I have observed Train-the-trainer programmes for some time and a number of them has difficulty coming close to accomplishing what they were designed to do – develop better trainers.

In this article, I’ll share what I believe, is the Number 1 reason why Train-The-Trainer Programme don’t do as well as we expect them to.

I will also share 5 items to focus on so that your TTT Programme has a higher likelihood of achieving what it was designed to do – develop Better Trainers!

First, the Number 1 reason is: we only train Trainers, we don’t do enough to develop Trainers!

The terms ‘Train’ & ’Develop’ have somewhat become interchangeable when they clearly shouldn’t be.

While this article might come across as a broad, sweeping statement, in my experience having trained nearly a thousand trainers, what I share, is largely true.

My contention with just training is it assumes a need for indoctrination of methods, techniques & processes.

Furthermore, it presumes that the presented methods, techniques & processes are the right approaches to take towards training others.

And very often, training is mostly driven by past experiences, rather than by future needs.

Next, the following 5 items highlight distinctions between training & development:

  1. Training in TTT Programme, is centred on teaching methods, facilitation techniques & processes whereas Development focuses more on the Trainer himself or herself.
  2. Training focuses on the present while Development takes the future into consideration.
  3. Training for the most part, forces the Trainer to comply with standards where Development serves to maximise potential of the Trainer.
  4. Training Indoctrinates – Development Educates.
  5. Training often dishes out templates for the Trainers whereas Development frees Trainers from templated solutions.

If you’re looking at increasing the likelihood of churning out trainers fixed in their ways – train them.

If you’re seeking higher chances of giving rise to innovative trainers – Develop Them!