Train-the-Trainer Strategies to Scale Onboarding, Learning, and Facilitation
- Nonprofit Learning Lab
- 15 minutes ago
- 2 min read
By the Nonprofit Learning Lab
An internal train-the-trainer model helps nonprofits, companies, and community organizations expand training capacity by developing internal experts who can lead staff, volunteer, and partner training. If your organization regularly facilitates workshops or onboarding, a structured internal model ensures knowledge is consistent, scalable, and sustainable.
Step 1: Define the Goal of Your Train-the-Trainer Model
Clarify the purpose and outcome of your internal training program.
Identify who you are training: employees, volunteers, board members, or community leaders.
Define what skills or knowledge you want to transfer: technical, facilitation, or leadership.
Articulate why this model is needed: to scale training, ensure consistency, or support organizational growth.
A clear goal aligns everyone on purpose and outcomes before design begins.
Step 2: Design the Curriculum Using Proven Instructional Frameworks
Select instructional design methods and adult learning principles that fit your audience.
Determine:
What frameworks you’ll use (e.g., ADDIE, Andragogy, Bloom’s Taxonomy, Design Thinking, Appreciative Inquiry).
What materials or modules each trainer will deliver.
Whether curriculum design will be developed internally or contracted to an instructional designer.
Recommended Frameworks
ADDIE Model – Analyze, Design, Develop, Implement, Evaluate.
Andragogy (Malcolm Knowles) – Focused on how adults learn best.
Bloom’s Taxonomy – Structure content by knowledge, comprehension, and application levels.
Design Thinking – Empathy-driven, iterative approach to training design.
Appreciative Inquiry – Builds on past successes to plan future improvement.
Recommended Reading
The Adult Learner – Malcolm Knowles
Online Teaching at Its Best – Linda Nilson & Ludwika Goodson
Teaching to Transgress – bell hooks
“But That’s Just Good Teaching!” – Gloria Ladson-Billings (1995)
Tips & Tools: The Art of Experiential Group Facilitation – Jennifer Stanchfield
Step 3: Identify and Develop Internal Trainers
Choose team members who can effectively deliver and adapt training.
Strong internal trainers demonstrate:
Excellent listening and communication skills
Flexibility to adapt to audience needs
Subject-matter expertise
Availability and enthusiasm for teaching
Internal trainers should also manage group dynamics, sustain engagement, and handle challenging situations during facilitation.
Building an Internal Training System That Lasts
A sustainable train-the-trainer framework turns learning into a long-term organizational asset. By defining clear goals, using tested instructional design models, and developing skilled internal facilitators, organizations can continuously build staff capacity and strengthen their culture of learning.
Learn how to build an internal train-the-trainer model to scale learning, strengthen facilitation skills, and develop in-house training capacity.
Continue Learning…
A 3-part workshop for anyone responsible for designing or delivering trainings, orientations, or professional development sessions. Participants will learn to create outcome-driven learning objectives, apply adult learning principles, and use instructional design frameworks like ADDIE and Bloom’s Taxonomy. The session covers planning participant-centered content, engaging diverse learners, managing group dynamics, and facilitating both in-person and online sessions. Through hands-on activities, reflection, and sample materials, attendees will gain practical tools to design accessible, inclusive, and engaging learning experiences that boost knowledge retention and confidence in facilitation.
Use code friend10 for $10 off!
