Below are thirty-eight 90-minute topics from The Training Clinic's Trainer Conference offerings.  Four topics can be presented by one trainer in a one-day conference, seven topics by two instructors and 10-12 topics by three instructors.

Alternately, we can delivery one or more of the following 90-minute training topics as a part of your organization's event. 

1.   Get The Butterflies In Formation: Effective Presentation Techniques

Identify planning and platform techniques to make your presentation run smoothly.  Physical presence, tone of voice, gestures, movement, managing appearance and conquering stress are covered.

2.   You Can Take It With You:  Confidence And Success For New Trainers

3.   Are You Listening:  Relate To The Learner

Listen to the learner to discover needs.  Use feedback and paraphrase to correct learner mistakes.  Promote learner self-esteem to get the best results.

4.   Deal With Problem Learners Effectively

How can you make the best of a bad situation?  What can you do when the trainees who are "sent" lose interest or become hostile?  How can you recover quickly, handle your stress and deal with difficult classroom situations effectively?

5.   Take Charge:  Classroom Assertion Skills

What's your style in the classroom?  Learn how to remain "in-charge" assertively, not aggressively.  Avoid being manipulated by challenging learners.  What can you do when you don't know the answer?

6.   What Hat Are You Wearing:  Trainer Roles

Select the right role for each training situation.  Be a coach, guide, facilitator, lecturer or instructor more effectively.  How to create small groups and use effective "discovery learning" techniques.

7.   The Art of Great Training Delivery

Learn easy and quick techniques to make training fun, interesting, lasting and less boring.  Learn by doing and watching your instructor model adult learning principles that you can use in your training sessions immediately.

8.   Accelerated Learning:  Speed Your Way to Success

Use a systematic approach to seven principles of accelerated learning.  Practice techniques to make learning easier and remove barriers to retention and productivity.

9.   Start with A Sizzle and Conclude Creatively

What do you need to do in the first 10 minutes to establish an effective learning climate?  Select session starters that will work for you.  Learn how to end on a lasting point to help the transfer of learning to the job.

10.   Fun and Games:  What's their place in training?

How to design and facilitate games to make a learning point creatively.  Participate in quick games, puzzles, decision-making games and more .

11.   Developing Training Activities and Materials

Build retention with 5 types of interactions and create "discovery learning" in your instructional activities.  Learn how to develop programmed notes, create inventories and skill practice exercises.  Practice developing effective case studies.

12.   Develop a Training Plan

Identify the 8 essential parts of a training plan from issues identification and objectives to scheduling.  Learn how to complete a feasibility analysis as part of your plan.  Use a case study to apply the plan to your organization's training needs.  

13.   Are you ready for the year 2008:  Future Trends in Training

What are the critical issues facing your organization:  productivity, retraining, technological advances? How do these issues impact training?  How can you stay up-to-date?  Learn to anticipate and plan for the future.

14.   ROI:  Measure the Impact of Training

Learn how to use tools to measure the results of training.  Trend analysis and cost-benefit analysis can be used to demonstrate "customer satisfaction and bottom-line results.

15.   The Trainer as Peak Performer:  Scale the Heights

What is peak performance?  Develop your training skills improvement plan based on Training Clinic instructor competencies and benchmarks.  Become a peak performer in the classroom or on-the-job.

16.   Technical Training Techniques

Select appropriate training methods and identify different techniques to teach facts, concepts, work processes and procedures, and principles.  Conduct demonstrations for adult learners that are safe and get results.

17.   Strategic Time Management for Trainers

Think and act strategically when using the precious, limited resource of time.  Clarify how your role in the organization dictates how you spend your time.  Maximize your performance, set boundaries and be realistic about what is doable.

18.   Got a Match?

Match trainer styles to adult learning steps.  In this fast paced "hands-on" session you'll use a newly created inventory of your training style and methods preferences.  Develop strategies to match your style to an adult learner’s needs. 

19.   The Trainer's Role in The Transfer of Learning

What can new trainers do to promote the transfer of learning to the workplace?  Develop a strategy to use 12 specific tactics before, during and after training to promote learning transfer.  Learn to build a partnership with managers, build retention into training methods and conduct appropriate training follow-up and evaluation.

20.   From Trainer to Performance Consultant:  Avoiding Pitfalls

What are the new roles of the performance consultant?  What competencies and skills are needed to work in this new role?  Learn how to successfully prepare yourself and your staff for new roles and responsibilities.

21.   How to Design Effective Supervisory Training

Use the critical steps in developing supervisory training that get results.  Get practical tips on how to assess supervisory needs, design effective yet challenging materials and develop a coaching strategy with managers to continue supervisory development on the job.

22.   Make New Employee Orientation a Success

Based on original research, identify 12 essential elements many companies use to successfully orient new employees.  Apply these elements to your company's program.  Identify ways to make orientation meaningful, not boring.  You'll practice methods of balancing the information overload with adult learning concepts.  You will develop your own opening activity based on research first day "do's and don'ts".  Special attention is given to objectives that influence new employee's attitudes and productivity.

23.   Using Graphics to Facilitate Learning

Productivity and creativity increase dramatically when you can see what you are talking about.  Learn to graphically display ideas and images.  Unlock visual intelligence.  Learn easy ways to draw basic shapes, people and letters on flipcharts; make the most dramatic use of color.

24.   Classroom Navigation:  Staying on Track

Develop strategies for when and how to spontaneously redesign a lesson "in the moment."  Using case studies, practice balancing the decision to stray from the prepared lesson against staying on course to reach training outcomes.

25.   Assess Training Needs

Use two types of needs analysis to uncover the real learning needs of learners.  Use performance analysis to identify whether training will improve performance or not.  Use goal analysis to help clarify outcomes when training requests are vague or ambiguous. 

26.    Writing Skills for Trainers

Identify how to make the writing process easier by using planning and organizing techniques.  Assess your skills and the readability of your materials.  Learn format and display tips. 

27.   Large Group Training

Use a variety of special techniques to facilitate large groups of learners while increasing participation.  How to give and get feedback to reach learning outcomes.

28.   Project Management Skills for Trainers

Use a project management approach to organize a variety of training projects--designing new courses, presentation of training, conference planning, and other projects frequently assigned to the training department.  

29.   How to Conduct Team Building Sessions

When is team building vs training appropriate.  Identify the specific planning elements to make team building sessions effective.  What types of activities build teams? Avoid pitfalls of rushing a team or using inappropriate activities for the group objectives.

30.   How to Market the Training Function

Identify a variety of ways to improve attendance at training events.  Build alliances and a presence in the organization.  Meet the organizations needs, rather than put on events that have marginal participation.

31.   Solve the Case!

Identify how to write effective case studies that are appropriate for your target audience and will meet your learning objective.  Practice using a five-step adult learning process to facilitate case studies effectively.

32.   On a Role . . .

Identify how to write effective "skill-practice" and "empathy" role plays that are appropriate for your target audience and meet the learning objective.  Practice using a five-step adult learning process to facilitate role play that are non-threatening for the learner.

33.   How to Facilitate Problem Solving Groups

Identify the skills needed to facilitate groups to productively solve problems.  Learn techniques to increase group participation in problem solving and consensus decision making sessions.

34.   Level II Evaluation:  Did Learning Occur?

How to write effective tests that measure learning.   How to identify what level of learning needs to be measured using a variety of objective test methods.  Learn required steps to establish test reliability and validity.

35.   How to Manage the Training Function

What are the goals, roles and mission of your training function?  Identify criteria to hire and develop staff members.  Suggestions for the department of one to meet multiple demands on your time.

36.   Training Different Generations

What are the common concerns when training mixed generations in the same group?  Design powerful and appropriate training activities to appeal to various generations.  Avoid pitfalls that turn off Veterans, Boomers, Xers and the Millennium generations.

37.   The Trainer’s Journey to Competence:  Tools, Assessments and Models

Are you curious about trainer competencies and certificate programs?  Use a new tool to measure trainer competencies. Identify how competencies are built from knowledge and skill. Identify what constitutes basic and advanced competence. Measure training competencies. Identify suggested uses for competency checklists. Identify steps to set up a competency assessment process and the difference in certificate and certification programs.

38.   Manage a Training Budget

Identify ways to realistically manage a training budget and partner with business needs of your internal customers.  Demonstrate cost justification for training and show return on dollars invested in training.  Learn to cost justify training, create a training cost framework, conduct a cost-benefit analysis and find performance indicators to demonstrate training’s benefit.