Our train-the-trainer (T3) philosophy is based on converting the Trainee’s knowledge into skill in order for them to effectively train others in using the CollaborateMD (CMD) application. In order to achieve this goal, we leverage six (6) guiding principles as the foundation for our train-the-trainer philosophy.
1. Learning Through Teaching
Learning through teaching means that if you have to explain something to someone else, then you must have already learned to explain it to yourself. A Trainee is encouraged to teach their skills to other users within their business to grow their knowledge and skills, so in turn they can also train. This fosters the perpetual model of learning through teaching to build bench strength within the business.
2. Turn Knowledge into Skill
In order to turn knowledge into skill, we focus on both learning and performance objectives when training. Our training evaluation is based on two methods, learning and performance. We ask "What will the Trainee know?", during training and "What will the Trainee do with what they know?" By focusing on these two methods of instruction, the Trainee will obtain the necessary learning knowledge and performance skill to train others through a strategy of practice and repetition during the training period of performance.
3. Measure Performance
During and after training, we focus on the training material, method (VARK modalities - visual, auditory, reading/writing, kinesthetic or mixture multi-modality), process, feedback and measuring the results based on key performance indicators (KPIs) - time to train, support questions, claim submission, payments, aging accounts receivable, and other factors. We leverage these measurements to implement a closed loop training system where the analysis of the measured data is used to enhance the life-cycle of our training process and material. This allow us to implement continuous improvements to mature our training methodology.
4. Design Specific Scenarios
The knowledge we provide transfers into skills that must be useful when using the CMD application to meet the needs of the business. To assist the transfer of skills acquired in training real world situations, we designed specific “scenarios” for the Trainee during their training to properly prepare them to use the CMD application and at the same time, effectively train others.
5. Receive Feedback and Measure Results
Receiving feedback and measuring the results of the Trainee are an important part of our implementation training program. During the training period of performance, we ask for feedback with the Trainee. In addition, we use the CMD application to measure their results. The feedback and analysis of the measurements allows us to verify training effectiveness. Training effectiveness is a measure that examines the degree to which the training provided improved the Trainee’s knowledge, skill, and behavioral pattern as a result of the training. The results form the training effectiveness is a continuous part of the training process and is used to mature our training program.
6. Coach and Mentor for Success
During training, we focus on increments of progress the Trainee makes in acquiring new skills to identify their strengths as well as their development needs. We use these increments of progress to provide the Trainee with feedback coupled with the proper coaching and mentoring based on their results to proactively assist them in acquiring the necessary knowledge and skill to implement our T3 (train-the-trainer) philosophy within their business.