Training of Trainers (TOT) 1st Batch for Nepal

By the end of this program, participants will be able to:

• Analyze the evolving role of trainers and learning professionals within modern organizations and identify the competencies required for professional excellence.
• Apply adult learning principles and learning psychology concepts to design learner-centered training experiences that maximize engagement and retention.
• Conduct systematic Training Needs Analyses (TNA) to identify performance gaps, learning priorities, and capability development requirements.
• Develop measurable learning objectives and apply backward design principles to create outcome-focused learning interventions.
• Design structured, engaging, and performance-oriented training programs aligned with organizational and learner needs.
• Demonstrate advanced presentation, communication, facilitation, and learner engagement skills in diverse learning environments.
• Select and implement appropriate instructional methods and experiential learning activities that support knowledge transfer and skill development.
• Develop professional training materials, visual resources, participant guides, and workplace learning support tools.
• Evaluate training effectiveness, measure learning impact, and assess behavioral and organizational outcomes using recognized evaluation frameworks.
• Leverage learning analytics, reporting techniques, and performance data to improve learning effectiveness and support evidence-based decision-making.

Modules: 

M-01: Modern Role of a Professional Trainer
M-02: Adult Learning Principles & Learning Psychology
M-03: Training Needs Analysis (TNA)
M-04: Writing Learning Objectives & Backward Design
M-05: Designing Effective Training Programs
M-06: Professional Presentation & Communication Skills
M-07: Facilitating Interactive Learning Experiences
M-08: Instructional Methods & Learning Activities
M-09: Training Materials & Visual Design
M-10: Managing Difficult Participants & Challenging Situations
M-11: Training Evaluation & Impact Assessment
M-12: Learning Analytics for High-Impact Trainers

Upon successful completion of the program, participants will be able to:

• Perform the role of a modern trainer, facilitator, and learning partner with confidence and professionalism.
• Create learner-centered training environments that encourage participation, collaboration, and practical application.
• Diagnose learning and performance needs using structured analysis methodologies and stakeholder engagement techniques.
• Develop clear, measurable, and performance-focused learning objectives aligned with organizational goals.
• Design comprehensive training programs that integrate instructional design principles, learner engagement strategies, and assessment methods.
• Facilitate interactive learning experiences using a variety of instructional techniques and experiential learning approaches.
• Communicate effectively with diverse learner groups while managing group dynamics and challenging situations professionally.
• Develop visually engaging and instructionally effective learning materials that support workplace performance.
• Measure and evaluate learning effectiveness using qualitative and quantitative assessment methodologies.
• Generate actionable insights from learning data and present professional reports that demonstrate learning impact and business value.

• Duration: 02 Days
• Time: 09:00 AM to 05:00 PM (Nepal Time)
• Date: 17-18  August, 2026             
• Venue: Radisson Hotel Kathmandu, Nepal

• Post Completion:
  • Electronic Certificate

Learning Design:

• Conduct training needs analysis (TNA) using different methods
• Write SMART learning objectives using Bloom's Taxonomy (3 domains)
• Apply backward design model (start with intended outcomes)
• Develop complete session plans with timing and methods
• Create high-impact materials: slides, job aids, handouts

Facilitation:

• Apply participatory methods appropriately to context
• Use powerful questioning and active listening techniques
• Manage group dynamics, energy, and pacing effectively
• Adapt facilitation style to cultural and literacy diversity
• Facilitate energizers and manage group flow naturally

Feedback & Coaching:

• Give structured feedback using different models
• Apply GROW coaching model in peer coaching triads
• Receive feedback constructively and apply it in real time
• Use appreciative inquiry and strength-based approaches
• Support peer growth without undermining confidence

Evaluation & Measurement:

• Design evaluation tools for all 4 Kirkpatrick levels
• Develop pre/post knowledge assessments aligned to objectives
• Create behavioral observation checklists for Level 3
• Plan follow-up evaluation and reporting for stakeholders
• Calculate basic training ROI 

Professionalism & Ethics:

• Apply ethical principles: confidentiality, do-no-harm, inclusion
• Demonstrate cultural humility and gender-responsive practice
• Model continuous self-reflection and professional development
• Build a credible, trustworthy presence as a trainer
• Navigate challenging situations with composure and skill

Strategic Leadership: 

• Design sustainable ToT cascade plans for their organization
• Map stakeholders and mobilize resources for training scale-up
• Apply systems thinking to capacity development planning
• Monitor and adapt training programs based on evidence
• Build a learning culture and peer support network