When the Student Becomes the Teacher: Train-the-trainer Models in Education
Publishing Solutions Group
Full-service development, production, translation and audio for print & digital products. K-16. SOWMBA certified.
By Kathryn Lakin
Summer 2023 Intern
Introduction
In the realm of education, the Train-the-Trainer model has emerged as a cost-effective strategy for disseminating practical knowledge, improving teachers’ skills, and ensuring consistency across learning environments. This model involves training selected educators to become subject experts, allowing them to instruct and mentor others. By harnessing the benefits of social networks and peer collaboration, Train-the-Trainer programs provide a consistent professional learning process that is both approachable and compliant with local, state, or federal requirements. Train-the-Trainer programs provide a powerful framework for enhancing teacher professional development.
Candidate Selection
Instead of relying solely on external experts or trainers to impart information, organizations can use the Train-the-Trainer model to build a group of internal trainers who possess an in-depth understanding of both the subject matter and their specific institution. These trainers attend workshops that build the skills they need to effectively convey information, engage learners, and adapt their newly acquired knowledge to their specific environment.
When selecting candidates to become peer trainers, institutions must search for certain qualities conducive to the success of the Train-the-Trainer model. The selected trainers should be self-motivated and organized. In addition to possessing the technical skills and pedagogical knowledge necessary to understand the training, the trainers must also have interpersonal skills. Teachers are more likely to seek advice from other teachers than from an outside specialist, so the Train-the-Trainer model is ideal for the educational setting as long as the selected trainers have the respect of their peers.
Phases of Training
Competent communication as well as recall of knowledge is key to the success of the Train-the-Trainer model. Selected trainers undergo comprehensive training themselves, which includes instruction in pedagogical techniques, facilitation strategies, and effective communication practices. A blended learning approach to Train-the-Trainer programs has previously demonstrated effectiveness in disseminating guidelines and curricula to educators in health professions. This method combines interactive techniques and learning materials to ensure both trainers and their peers remain engaged. While there has not been enough research to determine the optimal blend of techniques, effective Train-the-Trainer programs do all share several key elements.
First, pre-assessment identifies the baseline knowledge and skill of potential trainers. After assessing candidates’ knowledge, Train-the-Trainer programs should fill in any foundational knowledge gaps before moving on to new information and skill practice. Skill practice allows participants to implement their new knowledge in a controlled setting and refine their training techniques. Once participants have both acquired and practiced communicating new knowledge and skills, they should develop a detailed action plan outlining how they will share this information with their peers. Planned follow-up support from the Train-the-Trainer program ensures continued learning and application of training skills.
Benefits and Challenges
The benefits of the Train-the-Trainer model are numerous. Firstly, this model creates a sustainable framework for continuous learning within organizations. By building an internal cadre of skilled trainers, institutions reduce their dependence on external resources and can respond more promptly to training needs. Additionally, the Train-the-Trainer approach facilitates significant customization ability for content to suit specific audiences. Internal trainers are more attuned to the unique challenges and requirements of their peers, enabling them to adjust the training material accordingly. This adaptability ensures that the content remains relevant, relatable, and practical.
Choosing teachers as trainers yields numerous advantages, including cost reduction, improved communication, greater cohesiveness and closer school communities. Selecting respected educators to lead discussions and provide support within the same school district fosters a sense of shared experience and mutual understanding. This approach also increases leadership capacity among teachers.
However, trainers must receive institutional support to ensure the continued effectiveness of Train-the-Trainer programs. This support includes adequate allocation of resources including time, materials, and personnel. Trainers may also need to undergo upskilling to ensure their continued strong performance as new educational technologies and methodologies emerge. Developing and maintaining support structures is key to the success of the Train-the-Trainer model.
Publishing Solutions Group
Publishing Solutions Group is prepared to help clients incorporate Train-the-Trainer content for student, teacher and even employee development initiatives. With over 20 years of experience in educational content development, our staff creates high-quality training program content including skill assessments to ensure trainers’ knowledge retention. Our assessment work includes tech-enhanced and performance-based assessments as well as traditional testing methods. Reach out today to learn more about what PSG can do to make your institution’s training programs quicker and more comprehensive.
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Links
¹https://www.cdc.gov/healthyschools/professional_development/documents/17_279600 TrainersModel-FactSheetv3_508Final.pdf
References
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