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> The type of Train-the-trainer course depends on what you're trying
> to accomplish.
We had a Train the Trainer program, and it was all over the place. I
always thought that our TTT program should have been used to teach people
how to properly train others, not train the "trainer" how to do the job
they had been doing for years.
When we rolled out our program, supervisors and managers thought it was a
program for absolutely everyone. So, they often would send their entire
production line to the TTT meetings. Rather than take these supervisors
aside and explain, yet again, what the TTT program was all about, we were
forced to bend over backwards and accept anyone who wanted to be a
trainer. Even those who were new to the company and had no experience
could attend on their first day.
The trainers were supposed to train new production wonks, and everyone
else if a procedure changed. Our version of TTT never worked for us. We
had TTT parties, special T-shirts, tons of documentation, lapel buttons,
outings and other fluff. We wanted the on-line trainers to feel special,
and to appreciate that if they are effective in their training efforts,
there would be less waste, larger production numbers and therefore, a
bigger bonus. Everyone else saw it as a free shirt, free pizza, a special
badge, and a day away from work.
Our problem was that the supervisors would not allow the registered
on-line trainers to actually train others. The desire to keep the
trainers on the line building product was everything.
Our stab at a Self-Directed Work Team program failed as well. Another
negative story from negative Bob.
I think a TTT program should teach people effective training techniques
and strategies, and only those who have product knowledge and want to
make a difference, should be trainers.
My view,
Bitter Bob
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