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4 Phases of Fabulous Peer Training

Posted by Beth Brashear on 5/29/17 8:00 AM
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I became a corporate trainer over ten years ago and will never forget the first few weeks in my new role. A range of emotions surfaced, including nervousness and excitement. During this time, I was trained by one of my peers for the workshop I was to facilitate in a few weeks. Back then I wasn’t familiar with different learning preferences and became confused by the instructional methods my colleague was using. He was teaching me the way he preferred to learn rather than a way that worked for me—not the best practice for a train-the-trainer situation.


As a result, my frustration soon set in, to the point where I wanted to quit my new job! As I reflect on that time, I realize I wasn’t receiving the support I needed to learn effectively. So, how can you make sure you’re supporting peers who are new to their role as trainers? 


Start by making sure there is a clear training development plan in place for new trainers to follow based on the following four phases:

Phase 1: Orientation

Month 1

  • Identify a realistic timeframe for them to get up to speed. Langevin recommends one month as a good starting                point.
  • Identify a support team which may include three roles: Supervisor, Coach (experienced instructor), and a “Buddy”             (peer).
  • Have them review the training departments’ policies and procedures. 
  • Provide the expected performance standards for their position. 
  • Supply the selected course materials to review.


Phase 2: Training 

Months 1-3

Develop the preparation plan. Langevin suggests one week of preparation for every day of traditional classroom training. Preparation should include the following steps:

  • Attend the course to observe and record video for review afterwards.
  • Create their own personalized hour-by-hour lesson plan.
  • Co-teach the course with a seasoned trainer.
  • Assess and evaluate their performance and share your feedback.
  • Have them attend a train-the-trainer program to develop solid instructional techniques and clasroom management skills.

Phase 3: Assignments
Months 4-12

  • Schedule courses. 
  • Provide additional training, coaching, and support. 
  • Schedule an assessment and evaluation with a supervisor, coach, or buddy who observes them delivering the                 course.


Phase 4: Development

Months 13+

  • Schedule additional training opportunities such as attending train-the-trainer workshops, conferences, or webinars          for them to continue their skill development
  • Identify additional developmental opportunities such as coaching assignments, prepping for a new course, etc.
  • Schedule ongoing assessment and evaluation with a senior trainer or coach. 

A detailed development plan plays a huge role in supporting peers in their development as new trainers. With your support and ongoing encouragement, they’ll become an asset to your team and you’ll gain skills as a senior instructor, too! 


Check out our Successful Training Manager workshop for even more strategies on successful new hire onboarding! 


What kinds of experiences have you had in helping a peer? I’m looking forward to reading your comments!

Ultimate Guide to Making Training Fun

Beth has been a course leader with Langevin since 2015. She currently resides in the Washington, DC metropolitan area. Beth began her training career in 2006 and believes, while training needs to be educational, it also needs to be fun! Outside of the classroom, Beth enjoys spending time with her daughter, reading, playing volleyball, photography, and travelling. She hopes to one day visit India during the Festival of Lights, Mexico for the Day of the Dead Celebration, Rio for the Carnival, and China for the Chinese New Year.

Tags: peer training

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Our very own world-class course leaders share their experiences, tips, best practices, and expertise on virtual training, instructional design, needs analysis, e-learning, delivery, evaluation, presentation skills, facilitation, and much more!

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