I love training and instructional design
Training delivery and training design consultancy both have a fascination of their own. The direct collaboration with participants – whether in a classroom setting or in a virtual environment – create a special although only temporary relation, and the very direct feed-back trainers get from participation is usually very rewarding. Facilitating a training design or consulting in the design process of a learner-centered training is a fascinating task. It requires a careful analysis of clients’ expectations and learners’ needs on the one hand, and the courage to experiment with didactic methods and training formats.
I deliver trainings and advice on instructional design...
Design and delivery of online & classroom Management trainings
Individual capacity building is an integral part of all development projects. And although individual capacity building is definitely not the appropriate solution for all the challenges in a change processes and training definitely not the only means for individual capacity building, it is crucial to accompany systemic and organizational change processes with training activities.
I developed an interest in individual capacity building as a means for facilitating change processes early in my professional career, and since I finished my M.A training in adult education the design and delivery training courses has become my passion. I have extensive experience in creating and delivering both online and classroom-based management trainings that are engaging, effective and results-driven.
My focus is on incorporating adult learning principles, interactive teaching-learning methods and modern technology, ensuring that participants are fully engaged and equipped with the knowledge and skills they need to perform in their respective organizations and pursue their professional careers. Focus of my assignments as a trainer is mostly on courses aiming at management skills and attitudes that empower individuals to excel in their respective roles in development agencies.
Design and facilitation of training of trainers courses
The term “Training of Trainers” (ToT) is odd, because why would any organization teach trainers teaching and learning techniques? The idea is rather to train practitioners how to become good facilitators of learning processes, and ToT courses shall primarily enable experts in any give field of activity to share their specific knowledge and skills effectively.
The aim and content of ToT courses is accordingly either familiarizing future trainers with a design of a given training course, or supporting future trainers to design a training course and choose adequate didactic methods for the facilitation of learner-centered trainings. Whatever the need of the concrete target group of the program, successful training of trainers requires a thoughtful blend of content creation, instructional techniques, and group facilitation skills.
As a seasoned professional in this field, I have had the privilege of designing and delivering programs that equip trainers with the tools and skills they need to effectively train others. My approach combines principles of adult learning theory with practical, hands-on activities to ensure that participants not only understand the content but can also confidently apply it in their own training sessions. For me, it is truly a rewarding experience to see participants grow and develop their own training capabilities throughout the course.
Advisory services in design of learner centered training courses and didactic coaching
The answer to the questions how adults learn and master new knowledge, competences and skills seems simple, but is rather complex. Notwithstanding that learning takes place mostly outside of formal and organized trainings, the design of learner-centered adult training courses must accommodate personal learning interests, build on existing knowledge and life experience and give the learners space to organize their own learning process.
The answer to the question how many boring training courses you have endured in your professional career is most probably comparingly easy. Excellent practitioners with outstanding competences, who are often tasked to conduct trainings and share their knowledge, often find it difficult to shift from the role of a knowledge-sharing expert to a facilitator in a learner-centered training. At least if the training is conducted regularly and the events address a great number of participants, then organizations must ensure that the training is an effective and engaging learning experience.
My advisory services assist organizations form all sectors in the instructional design process; the design of learner-centered management trainings courses that prioritize the learning needs of your audience and uses a wide range of didactic methods supporting the learning process is at the center of my services. The didactic coaching guides experts who want to revamp existing curriculum, develop new, cutting-edge training materials, or become better training facilitators with hands-on support.
Consultancy on “experimental learning“ and facilitation of “training gamification” trainings
Activating participants is key to successful adult learning. And experiential methods are by definition engaging learners in playful activities that allow them to learn by doing, reflect on the experience and connect theory and practice. Experiential learning is a powerful and effective approach to actively engage with the training content, leading to a deeper understanding and practical application of knowledge. Moreover, these “learning games” are especially powerful if the training shall enable participants to reflect their attitudes and aims at attitudinal changes.
I love to play games! And I realized that most participants in training events do likewise. Incorporating playful elements has in general increased participants’ engagement and motivation in my trainings. I am also convinced that learning games, as a surprising and fun-oriented method, helps participants to relate presented training content to their previous experiences and ultimately supports knowledge retention among learners.
As a training specialist and instructional designer, I specialize in leveraging game mechanics and principles to create interactive, immersive, and effective learning experiences. As a service I engage in a creative consultation process with organizations, exploring how traditional training content can be transformed into engaging game-based experiences that promote active participation, skill development and attitudinal change. Moreover, I currently prepare a training program for trainers who want to level up their training with experimental learning elements.
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