L&D managers – Looking for a solution to your trainer team overwhelm? Meeting the business needs feels like a challenge? Three options for you:

1: If your team is overstretched with business as usual, you have that dusty wish list just not being developed and delivered, you don’t have enough trainers to deliver your existing programmes …

I’m here. I’ll dive in.

I’m a learning, development and performance consultant, consistently delivering great results on short term corporate trainer contracts (anything from one hour to eighteen months).

I’ll free your SMEs to focus on training their areas of expertise for your business, while I tackle the more general personal, professional and business skillset – and so often deliver more!

2: If your people need fresh new knowledge, skills and mindsets around confident public speaking and presentation skills, employability, CV writing and LinkedIn use, training skills and assertiveness – but your team don’t have the experience or content to deliver it …

I’m here.

I offer my acclaimed 1-1/group, in-person/online training and coaching Power Hours and short workshops.

3: And if you need to transform your brilliant subject matter experts into confident effective new trainers and polish your sterling existing trainers’ skillset …

I’m here.

I offer my Trainer Development programme, including Train the Trainer, Trainer Essentials and Coaching and Feedback skills.

Shall we talk?

Philippa Hammond

Learning, development and performance consultant, trainer and facilitator

I’ll be sharing my writing on:

Learning & development
Training and trainers

Learning and learners
Training Analysis
Training Design
Training Development
Training Implementation
Training Evaluation
Facilitation skills
Confident public speaking and presentation skills
Training your SME trainers

Performance management and appraisals

Leadership

And more …

Philippa Hammond
Learning, Development and Performance Consultant, Facilitator & Trainer

This week – delivered my in-person workshop for Civil Aviation Authority (CAA) internal staff from a range of disciplines.

The group included learners and developers at various career stages.

It’s a great way to highlight a set of professional trainer essentials for their developing toolkit.

End of day responses

“Brilliant mix of exercises & activities & lots of examples from the real world”

Vicki Mason
Principal Innovation Advisor, CAA

“Really enjoyed this training! … I will refer to the techniques learned today to design new training”

Prachi Hardilcar
Principal Airspace Regulator (Environment), CAA

“I loved it!!! Thank you!!!”

Ewelina Mastalerz
RBO Lead, CAA

Some good work done today on my new one, “Talking Training”, a guide for SMEs who are aspiring, new and developing trainers.

My first book, “Talking Speaking”, is an introduction to confident public speaking skills for leadership, training and business.

They’re companion pieces, and will be published as a set, and will be available separately or as the pair.

Together the two will be a friendly, helpful guide to an absolutely essential skillset to help you feel, look and sound your best and create and deliver a brilliant message that gets results.

Whether you’re in training, leadership, business – anywhere you need to capture and keep an audience’s attention, to inspire, inform and educate – they’ll be with you soon.

I’ll be adding links and pics as soon as everything’s ready.

For me, when the trainer sees those lights go on it’s so rewarding.

When they’ve GOT IT.

It makes sense.

They’ve had a go – and it worked.

They’ve had some great feedback and encouragement.

They leave my events with a new can-do will-do reset that starts to become reality back at work.

That for me is a trainer’s greatest joy.

Philippa Hammond
Learning, development and performance consultant, trainer and facilitator

How to achieve learning transfer? Train your managers as well as your teams – and ensure your leaders explain the ‘why’.

It’s no good training new ways to think, feel and behave back in the workplace if managers don’t understand the new processes. If they’re reluctant to allow hesitance, mistakes and slower results while people learn the new ways.

It’s no good expecting your learners to go straight back to work and start to do the new thing if their managers aren’t coaching and supporting them in the process.

And it’s no good expecting your managers to do all that if your leaders aren’t clearly messaging WHY we need to do it like this, now, and why you need to support your teams in these new ways.

Managers and leaders need training, learning and development, too, if that learning transfer is to take place.

Philippa

Learning, development and performance consultant, trainer & facilitator

How do we KNOW our training has landed, stuck and is delivering results? We can’t assume or hope; we need to know.

It starts with that old favourite – begin with the end in mind.

If we’ve done our groundwork and we truly understand what results are sought, what behaviour change the business wants to see, we have a practical starter for what new knowledge, skills and mindsets are needed.

Then the collaborative, consultative interactions and conversations happen every step of the way.

Before …

‘Is this what you want me to do?’

‘Is this what you want them to be able to do as a result of the training?’

‘Is this how you want me to do it?’

After …

‘What are you observing?’

‘What have they stopped / started / improved?’

‘What are the metrics telling us?’

I think confident networking, questioning and analysing are some of the most important skills a trainer can develop.

Philippa Hammond

Learning, development and performance consultant, trainer and facilitator