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CERTIFIED TECHNICAL TRAINING SPECIALIST (CTTS)

a four-day certificate program

This four-day certificate program is for the trainer, subject matter expert or instructor who develops and/or presents technical training programs. The content and methods are appropriate for classroom instruction as well as on-the-job training.

WORKSHOP CONTENT

Pre-workshop assignment: Identify what course is going to be designed or presented by each person attending the workshop. If they exist, bring a description, outline and objectives of this course along with the client need being met through this training.

Unit 1: Plan For Training

	Sort training and non-training issues: Is training the answer?
	Partnership with management
	Three phases of design
	What do you need to know about learners to be effective?
	Break down a task into teachable parts
	Write realistic instructional objectives
	Build a skills inventory

Unit 2: Help Adults Learn

	Evaluate 10 aspects of your training style
	How to build retention
	50-50 training – talking isn’t training
	Use 18 adult learning concepts to enhance learning
	Five steps of adult learning and key questions to ask
	Match your training style to adult learning needs of the group

Unit 3: Organize and Plan Materials Development

	How to develop lean yet effective methods
	Select the right methods: match to objectives
	Technical training methods
	Sequence methods appropriately
	Decide how much training and practice is needed to learn a skill
	Pace methods to avoid boredom
	Select appropriate presentation technology and visual support
	Identify advantages and disadvantages of various media
	Develop trainee materials that work
	Develop exercises and activities that build retention
	Create "discovery learning" in your activities
	Create inventories, skill practice, case studies and exercises
	Use a 15-point checklist to develop complete handouts
	Develop lesson plans for others to use easily
	Use a 15-point lesson plan checklist

Unit 4: Facilitate Adult Learning

	Set the climate to reduce risk of learning
	Butterflies and what to do
	Effective delivery techniques
	Use discussion techniques to enhance learning and reach a goal
	Four types of questions to increase interaction
	Use basic and follow-up questions to direct learning
	Paraphrase for better understanding
	Avoid overuse of lectures and increase retention
	How to give effective feedback
	Dealing with problem learner situations

Unit 5: Evaluate the Results of Training

	Four levels of evaluation
	Assess learner reaction
	Methods to evaluate learning in the classroom
	Are new skills used back on the job?
	Did you get bottom-line results?

Unit 6: Help Adults Learn

Day four involves taking the Certified Technical Training Specialist written test and a working session to re-design a program to include all of the key elements from the first three days. Detailed coaching and feedback from the instructor ensures appropriate application of concepts and skills and expands the learning. Participants are encouraged to use the session they have re-designed as the videotaped presentation they submit for certification.

Unit 7: Resources

Note: Successful participation in the 4-day workshop, completion of the written test, and submission of a videotaped presentation are required for certification.

EXPECTED OUTCOMES

At the end of the training, the employee will be able to:

1.	Identify who is coming to a specific training class and how materials need to be customized for that group.
2.	Identify training and non-training issues as well as performance gaps.
3.	From a task breakdown, build a skills hierarchy that prioritizes tasks, and identifies training prerequisites.
4.	Write realistic training objectives that meet three conditions.
5.	Given your situations, select appropriate training methods.
6.	Use a method to sequence training activities for novice and mature learners.
7.	Use a pacing method to make training more involving and less boring.
8.	Practice writing effective questions to uncover needs and test learning.
9.	Given case studies and the learner's course, identify appropriate evaluation methods.
10.	Given courses and target populations, identify how to measure training for bottom line results.
11.	Identify key elements in constructing leader's guides and lesson plans to be used by others.
12.	Identify how to use 14 adult learning concepts in training.
13.	Practice a method of designing learning activities for different levels of learners.
14.	Given a lesson plan, teach a five-minute lesson to identify the effective elements of one's instructional style against 10 criteria.
15.	Use 12 techniques to motivate and involve participants during a lecture.
16.	Practice how to identify learner errors and when to correct errors.
17.	Practice using questions appropriately.
18.	Given a learner situation, identify feedback systems that enable the instructor to maintain control and learner safety.
19.	Identify methods to build rapport to successfully handle problem learners.
20.	Use a framework to complete a needs analysis.
21.	Do and don’ts of designing training needs surveys.

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