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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.

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Complete courses and workshops ready for you to run.

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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.




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Document TitleDate
Added
Duration
(mins)
   
Learning to Play or Playing to Learn? 28/11/2014
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Learning to Play or Playing to Learn?

Article Overview:
In this article, Nicki Davey challenges the preconceptions and stereotypes many hold about senior people and encourages all learners to be given the opportunity and permission to play.

Opening Words:
Some years ago I was asked to run a training course for all the staff, managers and trustees of a large charity. I met the CEO to discuss the course and mentioned that I would use a collage-making activity early on in the day to identify and explore some of the key issues and her response was, “But we’ll have senior managers and board members on the course – I really don’t think that cutting and sticking is a suitable activity for them, do you?” My answer was, “Actually, yes, I do”, and I explained to her how collage-making is a whole brain activity involving visual imagery, physical activity, talking and listening, and organising ideas and how it breaks the ice, helps people talk about a difficult subject in a safe way, is a great leveller, and generates a rich discussion. Her response was a somewhat cynical, “Well on your own head be it,” - she clearly thought this was a BAD idea!

Useful Reading For:
All trainers.

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Job Application 3 - Completing a Job Application 21/11/2014
50
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Job Application 3 - Completing a Job Application

Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 50 minutes for this module.

Aims:
• To provide good practice advice in completing applications for employment.

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

Useful For:
Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.

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

Notes:
This is the third module in the series Job Application. It may be used either as a short, stand-alone session or as the third in a series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview. We recommend at least running the second module of this series (Job Application 2 – Understanding Job Adverts) before this one.

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Job Application 2 – Understanding Job Adverts 14/11/2014
45
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Job Application 2 – Understanding Job Adverts

Time:
The exercise in this module can be completed in about 30 minutes. In total, allowing for discussion, we recommend allowing about 45 minutes for this module.

Aims:
• To assist job applicants in understanding what the employer is looking for when advertising a job.

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

Useful For:
Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.

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

Notes:
This is the second module in the series Job Application. It may be used either as a short, stand-alone session or as the second in a series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview.

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Job Application 1 – Which Job and Why? 14/11/2014
60
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Job Application 1 – Which Job and Why?

Time:
The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing about 60 minutes for this module.

Aims:
• To encourage participants to think about the type of job they should apply for and the skills and personal qualities they can bring to it.

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

Useful For:
Staff at all levels especially those returning to work after a career break or job seekers. This module may also be used as a framework for 1:1 coaching sessions.

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

Notes:
This is the first module in the series Job Application. It may be used either as a short, stand-alone session or as the first in a series of short workshops taking participants through the whole job application process – from selecting the most appropriate jobs to preparing for interview.

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Time Management or Behaviour Management? 13/11/2014
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Time Management or Behaviour Management?

Article Overview:
Joanne Barnfather takes a look at our behaviour and how it affects the use of our time.

Opening Words:
Time is precious. You cannot save time - you cannot put a couple of hours away in a cupboard to use later when you need them. It seems that time is the greatest enemy of many people. Yet some people seem to get the job done with ease and in time. The difference is each person's ability to manage their time. It is essential to be aware of how you use your time.

We are all given 86,400 seconds every day, what do you do with them?

Useful Reading For:
Everyone, especially those who'd like to manage their time better by working smarter, not harder.

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Describing Our Organisation’s Culture 23/10/2014
90
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Describing Our Organisation’s Culture

Time:
The exercise in this module can be completed in about 40 minutes. In total, allowing for discussion, we recommend allowing 60-90 minutes for this module.

Aims:
• To understand what culture is and why it is important.
• To encourage participants to actively consider and discuss the culture of their own organisation.
• To elicit and compare the different perspectives that will exist about the organisation’s existing culture.
• To consider the appropriateness of the organisation’s current culture to drive future business success (optional – for culture change workshops).

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

Useful For:
Staff at all levels, including managers and board directors.

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

Notes:
This activity is designed to provoke discussion around existing organisational culture, or to be used as an icebreaker for leadership programmes that contain a session on organisation or team culture.

This activity is also suitable to be run as an internal facilitated session for organisations that are considering or are in the process of a culture change. This activity will encourage contribution and engagement from staff at all levels about current and future culture, and is equally suitable for senior managers and board directors.

You will need to allow the longer time of 90 minutes if using the exercise as part of a culture change session.

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Project Planning Part 3 – Communication Plan 15/10/2014
70
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Project Planning Part 3 – Communication Plan

Time:
The exercise in this module can be completed in about 35 minutes. In total, allowing for discussion, we recommend allowing about 70 minutes for this module.

Aims:
• To consider issues around communicating your project plan effectively and to create a communication plan.

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

Useful For:
Anyone who needs to set up and/or commission and/or manage projects.

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

Notes:
This is the third module in the Project Planning series. The first two modules must be run before this one.

If you are running this on a different date from the first two modules it would be sensible to remind participants to bring their completed project plan, risk analysis and contingency planning documents to this session.

As with the previous sessions, you will probably need several copies of the handout per participant so make sure you have enough printed.

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How Not to Tap the Bottled Water Market - Avoiding a Marketing Disaster 26/09/2014
60
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How Not to Tap the Bottled Water Market - Avoiding a Marketing Disaster

Using the How Not to Tap the Bottled Water Market Case Study
There are many ways in which you could use this case study and many topics for which it could provide a useful springboard for learning. We suggest some of them here. This is not a prescriptive list but obvious areas would be:
• The dangers of making assumptions.
• Marketing and market research.
• Public relations.
• Strategic thinking.

Notes:
This case study looks at Coca Cola’s disastrous attempt to launch its bottled water product, Dasani, in the UK.

Activity Example:
The following questions could be discussed in small teams. These could also form the basis of a written assignment or be used to spark a whole group discussion.
• What went wrong with Coca Cola’s launch of Dasani in the UK?
• What would have mitigated or prevented the mistakes?
• How would you successfully launch a bottled tap water product in the UK?

Other Areas for Learning:
You could also use the case study to allow participants to practice many techniques or to learn about specific theories and approaches. For example:
• Strategic Thinking.
• Sales and Marketing.
• Disaster Recovery.
• Public Relations.

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