What Is a Train the Trainer Model?

A Train the Trainer model is often described as a way of training internal staff to deliver training themselves. In theory, that sounds simple.

In practice, many Train the Trainer models fall short because they create presenters, not trainers. They teach people to tell, rather than develop the skills needed to engage learners.

At Target Training, we define Train the Trainer differently. We train trainers to engage and not tell. That requires a skill set that is often missing on traditional Train the Trainer courses.

In This Article You Will Learn

• A clear definition of the Train the Trainer model and what it should achieve
• Why many Train the Trainer approaches become “death by PowerPoint”
• When the model works best and when it fails
• How competence based assessment raises standards
• How to protect learning transfer after the course

A Simple Definition of the Train the Trainer Model

A Train-the-Trainer model is a structured approach to developing people who can engage learners, not simply deliver information.

At its best, it develops trainers who can use questioning, involvement and structured practice to help people think, apply and perform — rather than sit and listen.

This is what the model is meant to achieve. Anything else is usually just training about training.

Why Many Train the Trainer Approaches Don’t Work

Many people arrive on Train-the-Trainer courses expecting the same experience they have had before: slides, explanation and a certificate at the end.

This “death by PowerPoint” approach is common. It is also one of the reasons organisations do not always see real behaviour change back in the workplace.

One of the most common comments we hear at the end of day one is that despite years of experience, someone realises they have never truly trained anyone before. They have been presenting information, rather than building capability.

Engagement Over Telling: “Throwing the Monkey”

Our philosophy is simple: great trainers don’t do all the thinking — they get the learner doing the thinking.

We develop trainers who can use effective questioning and practical engagement techniques. We call this “throwing the monkey” — placing responsibility for thinking and learning where it belongs: with the learner.

Confidence is critical here. Confident trainers are comfortable with questions, silence, discussion and challenge. We build that confidence through repeated practice and constant feedback throughout the course.

When the Train the Trainer Model Works Best

From experience, the model works best when groups are small, practise is repeated, feedback is continuous and a clear standard must be met.

• Small group sizes (we find six people is the sweet spot)
• Practise early and often, not just once at the end
• Consistent feedback from a master trainer that improves performance quickly
• Clear standards, so people know what “good” looks like

It works across ages, roles and experience levels. What matters most is willingness to move away from telling and towards engagement.

When It Fails

The model usually fails for one reason: people slip back into old habits. The biggest habit is telling instead of engaging.

This can be reinforced when organisations insist training must be PowerPoint-led. PowerPoint has its place, but the best trainers do not rely on slides to carry the learning. Over reliance on slides is often a sign that someone was never taught how to train properly in the first place.

Assessment, Not Attendance

One of the key differences in our approach is that accreditation is based on competence.

Delegates are assessed throughout the course and a standard has to be met. Put simply: you do not pass because you attended. You pass because you demonstrate the required skills.

We use a clear progression structure, but the principle is straightforward: standards matter. On our two-day course, the highest level is intentionally difficult to achieve, because competence needs to be real and not assumed.

Learning Transfer: What Happens After the Course?

Training should not stop when the course ends. That is exactly when people are most likely to slip back into old habits.

That is why delegates are invited into our Train the Trainer Academy, which includes short, focused refresher videos and ongoing group coaching sessions led by one of our Master Trainers. The goal is simple: keep the skill sharp and support real workplace application.

Internal Trainers or External Trainers?

The honest answer is: it depends, and often the best solution is a mix.

External trainers can be ideal for specialist topics. However, for workplace training, internal trainers who are occupationally competent and genuinely skilled at engaging people are extremely effective.

When those trainers deliver using strong fundamentals — structure, questioning, use of aids, personal qualities and content — the Train the Trainer model is very hard to beat.

Final Thoughts

A Train the Trainer model should not create presenters. It should create confident professionals who can engage learners, build competence and support real performance at work.

If you want to develop trainers who can genuinely engage people (not just present slides), explore our Train the Trainer courses or speak to our team on 0800 302 9344.