Member Since: 22nd Aug 2012
I help Trainers maintain and develop their skills to ensure they are always providing the best learning solutions to their delegates.
I’ve specialised in Learning and Development for over 16 years now and during that time I’ve had the pleasure of working across many industries in both the public and private sectors. I’ve developed, designed a wide range of learning solutions which have been delivered to a very diverse range of delegates (including Senior Managers, Admin Staff, Supervisors, NHS Consultants, Finance Professionals, Scientists, Customer Facing Personnel and IT Specialists).
Throughout my career I noticed that often people with expert knowledge would be asked to teach others without any development or support in how to actually do about this. Whereas those of us who have lots of experience in learning and development often became like cobblers children and weren't actually able to continually develop our own skills and knowledge.
So when I got the chance to take voluntary severance following the birth of my second child, I grabbed the chance and founded The Trainers CPD Club (delivered through my own training business Zostera Ltd) to provide accredited CPD for trainers and facilitators in a flexible and cost-effective way. We focus on a different topic each month, with content being delivered online in small bite-sized chunks, allowing members to work through the material at a pace that suits them.
Members of the Club also get full membership to The Material Bank, Zostera's bank of ready-to-run training material.
Learning Consultant & Coach Zostera Ltd
My discussion replies
28th Oct 2015
Just wanted to say thank you to those who have replied. I appreciate it. And your responses confirmed my own view - that people in L&D take their own learning and development seriously.
24th Oct 2015
Thanks for your response. I wholeheartedly agree!
23rd Oct 2015
Great point! These are changing times for L&D - you either move with it or get left behind.
Thank you for taking the time to reply, much appreciated. :)
6th Oct 2015
I think you've raised a really interesting question - this group (subject experts who train) are actually one of my core groups of people that I work with and from what I've seen there is no 1 answer.
What Steve says is spot on - asking someone who delivers infrequently to complete a TtT course is often not worth it because their audiences aren't that bothered (unless they are really dreadful presenters, but most are not because they are talking about their specialist subject!).
I have seen some instances where companies don't value investing in this type of development for a subject expert, which obviously I think is disappointing!
Is there a particular reason that you ask, or was it just something that you were wondering?
17th Oct 2013
Sounds like a great opportunity to get into L&D if that's what you want to do. :)
I think you will easily be able to fill 20mins with your idea, by the time you introduce the session, run through the learning outcomes, ave the delegates make the box then review their efforts and learning.
The one thing I would suggest is that you consider thinking about how your learning topic links back to workplace learning, for example maybe have a discussion with delegates around what skills they used to make the box (i.e. problem solving, tenacity, working together, following instructions or whatever) and how they can use these same skills in their role at work. This would demonstrate your ability as a facilitator to help learners consolidate and transfer classroom based learning back into the workplace.
Hope that's been helpful & good luck!
16th Oct 2013
Having read your response to Rus, I wondered if it might be worth considering attending a course which focuses on a particular techniques (for example NLP, Accelerated leanring or Brain friendly learning - although these all have some overlap).
You could then apply this knowledge you that which you already have to enhance your course design and facilitation skills?
8th Oct 2013
It can be incredibly frustrating when you are first trying to get into a new or more specialised field - I found the same when I was trying to 'break in' to the HR/L&D world after being a Operational Manager for a few years.
As I was reading your post, a couple of things crossed my mind:
1. Have you had any feedback from the companies you have applied to as to their reasons for not appointing you to a post.
2. What type of post are you applying for? From my own experience, I found that although I had been training in my management role, I still had to take a step down (so-to-speak) in order to get into the field and prove my abilities. Of course, this was reflected in the amount I was paid but I was fortunate that it was at a time where I could take a short term pay cut for the long term benefit.
It does sound like you are doing the right things, with having the CTP etc to support your practical knowledge, so it would be interesting to hear the feedback from potential employers.
I'm sure other people on this forum will have some ideas and suggestions too.
29th Aug 2013
Nice to see you on the site, I hope you find it useful, I know I do!
I suppose the thing that struck me is whether or not there was any value in accrediting the courses, possibly using Qualifications and Credit Framework?
I don't know how it works in England, but I would imagine it is much the same in Scotland, where each course is awarded credit points which then translate into the qualification. (For exmaple: 1-12 credits give you an "award" but 37 points give the learner a diploma.
The great thing about the framework is that it is nationally recognised, so people can put them on their CV and they will carry weight with employers etc.
You can read more about the framework here: http://ofqual.gov.uk/qualifications-and-assessments/qualification-framew...
Of course, this is just one option and I'm sure other TrainingZone members will put forward other ideas too.
Hope this has been useful,
21st Aug 2013
If the group isn't too large, I always make a point of trying to remember delegates names as I find this helps with engagement. If you do this too (or you use name badges) then you could ask a specific delegate for their input.
Alternatively you could break the delegates into smaller groups/pairs allow them to discuss the question for a few minutes, and then look for feedback from groups which don't include the knowledgeable delegate.
Finally, and this might the be best approach of all, you could just say this to the knowledgeable delegate. I've done this several times and it has never caused an issue. I would wait for a break, take them to one side and say something like "You clearly know your subject and your experience will be really useful as the day progresses as you will be able to share examples and so on of different situations. Can I ask you to give other delegates an opportunity to respond to questions as this will help them develop their own knowledge and help me assess whether or not they are really grasping the subject". (or along those lines)
Of course, that only works if the delegate truly is knowledgeable! ;)
Hope that helps,
5th Aug 2013
Overall, I agree with Catherine. If there are real issues within the team then a one-off exercise as part of something else won't resolve the problem, but as she outlined it might give you the opportunity to begin some focused team development work with them.
I have an exercise which may be of use. It's a questionnaire designed to identify whether a team is high performing. Team members complete it individually, then the results are considered by everyone. It's pretty straight forward to run and helps identify the areas that teams need to work on.
It might fit in nicely as it asks the team to think about whether they have vales, a clear shared vision, hold each other accountable etc, so the development areas are quite tangible.
I've used the tool with a wide variety of teams at different levels and it has always been well received.
If its of interest, PM me.