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All the content you need for powerful, engaging workshops and courses. All of our training materials come complete with detailed trainer’s notes, handouts and where appropriate, PowerPoint.

Your Glasstap® membership will give you a licence to use and easy access to:

Complete Courses
Complete courses and workshops ready for you to run.

Course Modules
Learning sessions that last from 40 minutes to 2 hours. The easy way to create bespoke, powerful and engaging learning sessions that fit the time you have available and your delegates’ needs.

Team Building Games
Want to test a range of skills and behaviours in a fun, active way that participants will be talking about long after your training event has ended? Our powerful team building games do just that.

Case Studies
Detailed case studies that are sure to provoke discussion and encourage strategic thinking. Designed for experienced trainers working with senior people.

Icebreakers
Short, fun and relevant exercises that will get your training off to a powerful and thought provoking start.

Articles, Toolkits, Forms and Stories
Loads of extras that add help you to make a real difference as a trainer.




What's New

See all recent additions to Trainers' Library®
Document TitleDate
Added
Duration
(mins)
   
Dinner for Two - A Look at Leadership Skills 29/01/2016
15
Dinner for Two - A Look at Leadership Skills

Time:
The exercise in this module can be completed in about 5 minutes. In total, allowing for discussion, we recommend allowing about 15 minutes for this module.

Aims:
• To enable you to find out which leaders your participants admire and also the traits they wish to be able to emulate.

Group Size:
This module can be used with groups of any size. For larger groups you may need to duplicate some of the Place Cards (36 cards provided).

Useful For:
Anyone who has managerial/supervisory responsibilities or will have very soon.

You'll Need:
• Post it notes.
• Enough Place Cards for one per participant with some extras for a wider choice.

Notes:
Use this icebreaker to start a leadership workshop; it’s a great way to capture the objectives of your participants.




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A Year in Focus - Review Exercise 20/01/2016
30
A Year in Focus - Review Exercise

Time:
The exercise in this module can be completed in about 25 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.

Aims:
• This exercise is designed for the start of a team session that reviews the previous year; in particular what went well, what people struggled with and what they learnt from it.

Group Size:
This module can be used with groups of any size.

Useful For:
Everyone.

You'll Need:
• A balloon for each participant. (It’s preferable to have lots of different colours.)
• A whistle or claxon to tell everyone to stop.

Whistles can be purchased from Trainers' Market.

Notes:
You will need a nice (indoor) space for participants to throw their balloons in the air and keep all the balloons airborne.

Larger groups will necessitate a longer running time for the exercise.




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Pitfalls and Trampolines - Call Centres and Telesales (NEW VERSION) 10/12/2015
60
Pitfalls and Trampolines - Call Centres and Telesales (NEW VERSION)

Time:
This game can be played in about 30 minutes. In total, allowing for discussion and evaluation, we recommend allowing 60 minutes.

Aims:
• To examine common problems/conundrums associated with call centres and telesales and discuss ways of overcoming these.
• To highlight and share best practices and tips for making calls successful.

Skills and Behaviours Tested:
Telesales and telephone skills, customer service, communication skills, effective questioning, building rapport, creative thinking and problem solving.

Group Size:
In this exercise participants can play individually, although we recommend they play in pairs/small teams.

Useful For:
Staff at all levels.

You'll Need:
• A counter for every team.
• Dice.
• A 'Pitfalls and Trampolines' game board and a set of Pitfalls cards and Trampoline cards for each game in play.

New: Complete Game Packs are now available to buy from
Trainers' Market.

Notes:
Pitfalls and Trampolines is a fun board game. It can be used at any point within a training event, but is perhaps most useful as a tool for reviewing key learning points and for sharing knowledge and ideas.

Some of the cards may not be applicable to your participants so, before starting the exercise, review all of the Pitfalls and Trampoline cards and remove any that aren't relevant.

Empathy – Understanding Work Colleagues Better 25/11/2015
45
Empathy – Understanding Work Colleagues Better

Time:
• First Coaching Session: 45minutes.
• Work Based Activity: 2-4 hours.
• Follow-up Coaching Session: 45 minutes.

Aims:
• To develop the skills required to be sensitive to other people’s needs and feelings, and to better understand a colleague’s perspective.

Group Size:
This module is designed for a one to one coaching session.

Useful For:
Employees who appear to lack ‘people skills’ and don’t have the ability or the inclination to empathise with work colleagues. These employees are likely to be more task orientated in their working style and their first priority is getting the job done. They may be high performers but, as a consequence of always putting the needs of the task before the needs of the people, these employees have compromised working relationships with their colleagues.

Notes:
Understanding other people requires the ability to empathise. So what is empathy? Empathy is about being sensitive to other people’s needs and, importantly, it’s about being able to see their perspective. It’s not necessarily about agreeing, it’s about having the ability to understand the other person’s position.

Empathic people are more approachable; they get on better with others. They are also aware of the impact their own behaviour has on other people, which further enhances their interpersonal abilities. Empathy is a skill that is becoming increasingly recognised in business and forms a key part of the emotional intelligence tool kit.




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With Authority Comes Freedom - Introducing Tannenbaum and Schmidt 24/11/2015
90
With Authority Comes Freedom - Introducing Tannenbaum and Schmidt

Time:
The exercise in this module can be completed in about 55 minutes. In total, allowing for discussion, we recommend allowing about 90 minutes for this module.

Aims:
• To understand the importance of delegating authority appropriately to other colleagues.
• To introduce the Tannenbaum and Schmidt Continuum as a method of deciding what levels of authority to delegate.

Group Size:
This module can be used with groups of up to 25 participants.

Useful For:
Those who have responsibility for other staff, or who will do very soon.

You'll Need:
• One set of cards for every team of 2-3 participants.
• Blu-tack.




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Learning Styles – Do they Matter and is it Possible to Please All the Learners, All the Time? 20/11/2015
Learning Styles – Do they Matter and is it Possible to Please All the Learners, All the Time?

Article Overview:
In this article, Rod asks you to consider if learning styles really matter, and if so, can we meet the needs of each learning style without compromising the needs of others.

Opening Words:
I suspect that almost everyone reading this article will know something of Honey and Mumford’s timeless learning styles model, which identifies four key learning preferences. But do learning styles matter?

In short, yes. If we’re involved in learning design, they matter because if we disregard the needs of different learners, we’ll fail to engage all of our learners; indeed, we’ll risk alienating some learners from the whole learning experience.

Useful Reading For:
All trainers.




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Assertiveness – How Will You Handle It? 13/11/2015
30
Assertiveness – How Will You Handle It?

Time:
The exercise in this module can be completed in about 20 minutes. In total, allowing for discussion, we recommend allowing about 30 minutes for this module.

Aims:
• To provide an opportunity to explore a variety of situations experienced during the working day and consider how best to handle each one assertively.

Group Size:
This module can be used with groups of any size.

Useful For:
Staff up to managerial level.

You'll Need:
Nothing other than the materials provided.




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Recruitment for Managers 16/10/2015
840
Recruitment for Managers

Time:
The exercises in this course agenda can be completed within 6 hours 30 minutes. In total, allowing for discussion, we recommend allowing 14 hours (2 days) to deliver.

Aims:
• To consider the importance of an effective induction and training strategy.
• To help participants recognise the cost of getting recruitment wrong.
• To identify the key stages of the recruitment and selection process and the current best practice in relation to each stage.
• To identify and describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate/incomplete records.
• To identify ways of ensuring fair, equitable and legal decision making with the recruitment and selection process.
• To identify inappropriate actions and behaviours on the part of those involved in recruitment and selection and explore strategies for dealing with these.
• To identify key principles for drawing up legal and effective person specifications.
• To identify the purpose and key principles of effective short-listing in recruitment and selection.
• To identify potential difficulties with short-listing and ways of overcoming these.
• To provide an opportunity for participants to practise completing short-listing documentation, ensuring a fair and accurate assessment of evidence.
• To explain the difference between traditional methods of selection interviewing and behaviour-based selection interviews.
• To highlight the disadvantages of 'traditional' interview techniques.
• To highlight the advantages of structured behaviour-based interviews.
• To enable participants to understand what is needed to run an effective recruitment interview and have practised doing so.

Outcomes:
By the end of the course, participants will be able to:
• Identify the importance of an effective recruitment strategy.
• Understand the importance of an effective induction and training strategy.
• Recognise the cost of getting recruitment wrong.
• Identify the key stages of the recruitment and selection process and the current best practice in relation to each stage.
• Describe the purposes and potential uses of recruitment and selection documentation and the consequences of inappropriate/incomplete records.
• Describe ways of ensuring fair, equitable and legal decision making with the recruitment and selection process.
• Identify strategies for dealing with inappropriate actions and behaviours on the part of those involved in recruitment and selection.
• Understand the purpose of the person specification when recruiting and selecting.
• Identify key principles for drawing up legal and effective person specifications.
• Understand the purpose and key principles of effective short-listing in recruitment and selection.
• Identify ways of overcoming potential difficulties with short-listing.
• Describe how to complete short-listing documentation to ensure a fair and accurate assessment of evidence.
• Describe the differences between traditional interview methods and behaviour-based interviews.
• Define the advantages of structured behaviour-based interviews.
• Plan and prepare a selection interview.
• Carry out a selection interview.

Group Size:
This course can be used with groups of up to 15 participants.

Useful For:
Anyone who has a part to play in recruiting staff for their organisation.

You'll Need:
• The job description, person specification and the candidate applications for the role you’d like to interview for, as well as additional room(s) for interviews/candidates.

Notes:
This is the outline for a suggested course created using a range of modules from Trainers’ Library. It shows how modules can be combined to create an effective training intervention.

The agenda provides an overview of the training event with each of the icebreakers, course modules etc. taken from Trainers’ Library highlighted in blue. You will need the trainer’s notes, handouts and any other supporting materials for all of the Trainers’ Library material included in the course outline.




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