1

Taking stock of your work as a trainer

• How to design training sessions.
• Type of instruction.
• Leadership style.
• Educational methods and tools.
• Managing participants and difficult situations.

2

Expanding your palette of educational activities

• Discovery activities.
• Discussion workshops and dialectical methods.
• Game-like activities and ice-breakers.
• What digital tools can add (videos, presentation tools, etc.).

3

Making training a driver of change

• Different learning systems and what sets each one apart.
• Taking them into account when leading a course.
• Incorporating training into a remote or e-learning system.
• Understanding resistance to change and addressing it in training.
• Identifying obstacles to learning.
• Conceiving of training as a way to get employees involved.

4

Handling difficult situations.

• Channeling difficult participants.
• Dealing with too little or too much participation.
• Adapting to a diverse group.
• Managing breakout sessions.
• Keeping your stress and emotions under control.
• Dealing with lack of motivation.
• Training the group in a positive dynamic.

5

Building assessment tools

• Measuring the performance of training actions.
• Assessing the instructional tools used and planned in the design phase.
• Analyzing the arranging and hosting of training sessions.
• Measuring what new skills or knowledge the participants have learned.

6

Setting progress goals

• What did you learn?
• What do you want to put into practice?
• How will you go about doing that?