By Jacki Pritchard
Enterprises operating with weak adults are more and more discovering they must teach employees internally to develop into running shoes at the factor of grownup abuse and new govt laws capacity this pattern is probably going to proceed. in accordance with the author's substantial adventure of teaching practitioners, this well timed and useful guide may help enterprises boost potent uncomplicated information programmes. changing into a coach in grownup Abuse paintings offers with a entire diversity of concerns together with choice of running shoes; practicalities akin to venue, gear, refreshments; coverage, legislation and evaluate and tough matters starting from disclosure and confidentiality to insecurity and time administration. in addition to this step by step suggestion, the ebook includes workouts and worksheets, making sure it's a useful source in addition to an invaluable reference for these firms, throughout all sectors, excited by grownup abuse paintings.
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Extra info for Becoming a Trainer in Adult Abuse Work: A Practical Guide
Objective To help people who are thinking about becoming a trainer analyse what qualities are needed to be an effective trainer. Participants This exercise is to be undertaken by individuals, but a mentor is also needed. Equipment Paper and pen. Task Stage 1 The individual should think about training courses they have attended in the past, but in particular think about the trainers, both good and bad. e. what it was about them that made them effective. Make a second list for bad trainers and focus on why they were not good.
Where there is this freedom, the leader needs to add time to the programme to facilitate discussion on content and format and use of handouts. A word of caution is needed here. In my experience, the leader needs to be quite firm about the amount of time set to do this task. If there is no clear consensus between participants a lot of time can be wasted as the discussion goes round in circles. This discussion will be pursued further in Chapter 5. e. be clear what they want from the person being brought in to train and develop the pool.
Information which is initially circulated needs to address the following questions: · How will the pool be formed? e. e. by interview to fit specific criteria)? · How many days will be provided to train the trainers and over what period of time? · How many training courses will the trainer be expected to provide over a year? · Will there be ongoing support/training for the trainer? All this information should be provided in written form in the first instance but meetings also need to be organised in an attempt to attract staff.