• What is your purpose – What is your role? ie facilitator, trainer.



• Qualifications and Experience to Deliver Program - What are your qualifications? Have you created or facilitated a similar program? What can you draw from that experience?



• Agreements of Group - What fundamental agreements or groundrules need to be established to ensure successful training? eg. punctuality, fun, one person talking at a time.

• Relevance - How is the training of interest or importance to the participants.



• What do the participants know about this training? Have they been involved in this type of training before and from what experiences can they draw?



• Purpose - What is the purpose of the training for the participants and the organisation?



• Develop Rapport with Participants - Contact the participants prior to the training to stimulate interest and ‘break the ice’.



• Needs - What are the needs of the participants? How will this training meet their needs? A full needs analysis will need to be completed prior to program delivery.



• Qualifications and Experience - What level of management do these participants belong? Have they experienced training before? What terms, jargon, language will be understood by this group?



• Housekeeping - Advise breaks, bathrooms, refreshments and saftey procedures.

• What are the goals/outcomes of the training? Establish participants goals/outcomes.



• What key areas will you cover? Give participants an outline of the key areas.



• What you will be doing differently. How this training is different to others or what is the process you will use.



• Reinforce concepts using - – personal experience, facts, statistics, examples, illustrations, analogies, anecdotes, mental pictures, repetition and restatement. Use real life examples that relate to participants’ workplace.

• Why have you chosen this type of training? Why is it the most appropriate?



• Why have these participants been selected?



• WIIFM (What’s in it for me) - Do participants understand direct benefits they will experience and gain at training completion?

• What sort of strategies and resources will you need to ensure that your audience achieves the “what” which you have defined?



• Pitch training to match participants’ experience and qualifications.



• Draw on participants’ experience where possible and integrate these capabilities.



• “Check in – at different stages of training to ensure you are achieving the results by reviewing the agreed goals.



• Manage the Group:

• Manage discussions – ensure all discussions are relevant and do not go over time. Use tools to curb irrelevant discussion.



• Resistance – use strategies to lower the barrier to learning.



• Give the group responsibility to help enforce housekeeping rules and group agreements.



• Establish a parking bay for questions that you or participants want to cover later. Ask the group to take responsibility for these.

• What is the optimal time length for training? What time management mechanisms can you put in place to ensure this is adhered to?



• Know when to start and stop. What topics are likely to generate discussion, what key points need time for group work?



• Know the venue – appropriate size, acoustics, flexible furniture, lightness/darkness of room, location of power points, light switches, air-conditioning, bathroom facilities, contact person if problems with venue.



• Know your presentation equipment – what type of equipment you need, how the equipment works, where equipment can be located in an emergency.



• Prepare for the unexpected. Ensure you have contingency plans for all your resource and presentation material.

• Review goals – explain how the goals have been achieved.



• Tie in to workplace. Where can participants use these skills?



• Offer assistance post training.



• Conduct evaluation procedure.