Training of Trainers (TOT)
Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme
The Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme is a 5-day professional training programme delivered in-person or online in Training of Trainers (TOT), ending with a TrustGate Corporate Skills certificate of completion.
Organizations need learning professionals who can translate business and workforce requirements into measurable capability and performance improvement. Effective Learning & Development therefore goes beyond delivering training; it requires professionals who can diagnose skills...
5 Days
Expert Instructors
Certificate Included
Online & In-Person
Course Overview
Organizations need learning professionals who can translate business and workforce requirements into measurable capability and performance improvement. Effective Learning & Development therefore goes beyond delivering training; it requires professionals who can diagnose skills and performance gaps, design relevant learning solutions, facilitate adult learning, assess competence, support workplace application and demonstrate the organizational value of learning investments. The Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers Programme is an intensive five-day professional certification designed to develop these end-to-end capabilities. The programme integrates Learning & Development, workforce capability building and professional trainer development, enabling participants to manage the complete learning cycle from needs analysis and instructional design through delivery, assessment, coaching and impact evaluation. Participants develop practical competencies in adult learning, Training Needs Assessment (TNA), competency mapping, instructional design, facilitation, experiential learning, assessment, coaching, mentoring, digital learning and training evaluation. The programme also examines the responsible application of Artificial Intelligence (AI) and emerging learning technologies in modern workforce development. A strong practical emphasis enables participants to convert learning theory into workplace solutions. The programme culminates in a CLWDS trainer practicum, where participants design, facilitate and evaluate a professional learning intervention and receive structured competency-based feedback. The programme is designed and benchmarked against internationally recognized professional frameworks, standards and industry best practices in Learning & Development, workforce development, adult learning and professional training
Learning Objectives
- Align Learning & Development initiatives with organizational strategy and workforce priorities.
- Diagnose organizational, occupational and individual learning needs.
- Conduct systematic Training Needs Assessments and competency-gap analyses.
- Distinguish training needs from wider performance and organizational problems.
- Apply adult-learning principles to professional and workplace training.
- Design competency-based learning programmes and interventions.
- Develop measurable learning outcomes, course structures and session plans.
- Apply professional facilitation and learner-engagement techniques.
- Use experiential and participatory learning methodologies effectively.
- Develop valid and appropriate learner assessment tools.
- Evaluate learner competence and provide developmental feedback.
- Apply coaching and mentoring approaches to workforce development.
- Improve transfer of learning from training environments to the workplace.
- Design digital, virtual and blended learning interventions.
Course Content
- Strategic Role of Learning & Development – Understanding L&D as a driver of organizational capability, adaptability and performance.
- Aligning Learning with Organizational Strategy – Translating strategic priorities and business objectives into workforce learning requirements.
- Workforce Capability & Competency Development – Identifying and developing the knowledge, skills and behaviour required for current and future roles.
- Building a Continuous Learning Culture – Creating organizational conditions that encourage lifelong learning, knowledge sharing and continuous improvement.
- Principles of Adult Learning – Applying adult-learning principles to workplace and professional development programmes.
- Learner Motivation & Engagement – Understanding factors influencing participation, motivation, retention and application of learning.
- Learner Diversity & Inclusive Learning – Addressing differences in experience, ability, learning preferences and professional backgrounds.
- Creating Effective Learning Environments – Establishing psychologically safe, participatory and performance-oriented learning environments.
- Training Needs Assessment (TNA) – Conducting organizational, occupational and individual-level learning needs assessments.
- Competency & Skills Gap Analysis – Comparing required workforce competencies against existing capability.
- Performance Gap Diagnosis – Determining whether performance deficiencies require training or alternative organizational interventions.
- Prioritizing Workforce Development Needs – Using organizational impact, urgency, strategic relevance and resource considerations to determine learning priorities.
- Instructional Design Using ADDIE – Applying analysis, design, development, implementation and evaluation systematically.
- Developing Learning Outcomes – Creating measurable competency and performance-oriented learning outcomes.
- Applying Bloom's Taxonomy – Designing learning activities and assessments across appropriate cognitive levels.
- Course, Session & Learning Material Design – Developing coherent course outlines, session plans, participant materials and trainer resources.
- Professional Facilitation Skills – Developing trainer presence, credibility, communication and learner-centred facilitation.
- Presentation & Communication Techniques – Structuring presentations and communicating complex information clearly and confidently.
- Questioning, Listening & Feedback Skills – Using purposeful questions, active listening and constructive feedback to deepen learning.
- Managing Challenging Training Situations – Handling difficult participants, resistance, dominant personalities, low participation and group dynamics.
- Experiential Learning Techniques – Designing learning through experience, reflection, conceptualization and workplace application.
- Case Studies, Simulations & Role Plays – Creating realistic learning experiences that develop practical decision-making skills.
- Problem-Based & Action Learning – Using real organizational challenges as vehicles for learning and capability development.
- Competency-Based Training Methods – Designing learning around demonstrable workplace knowledge, skills, behaviours and performance standards.
- Formative & Summative Assessment – Selecting appropriate assessment approaches at different stages of learning.
- Developing Assessment Tools – Designing tests, observation instruments, practical exercises, rubrics and competency checklists.
- Assessing Workplace Competence – Evaluating whether participants can demonstrate required competencies in realistic contexts.
- Feedback, Evidence & Assessment Records – Providing developmental feedback and maintaining credible evidence of learner achievement.
- Training, Coaching & Mentoring – Selecting the appropriate development intervention for different employee and organizational needs.
- Workplace Coaching Techniques – Applying structured coaching conversations to improve employee capability and performance.
- Designing Effective Mentoring Programmes – Supporting knowledge transfer, professional development and career progression.
- Learning Transfer & Continuous Development – Reinforcing new competencies through workplace practice, manager support and development planning.
- Training Evaluation Frameworks – Applying Kirkpatrick's Four Levels and other approaches to evaluate learning interventions.
- Learning & Development KPIs – Developing indicators for participation, learning, behaviour, performance and organizational outcomes.
- Measuring Workplace Performance Impact – Establishing whether learning interventions produce measurable changes in employee and organizational performance.
- Training ROI & Stakeholder Reporting – Assessing learning investment value and communicating evidence-based results to management and stakeholders.
- Digital, Virtual & Blended Learning – Designing effective learning experiences across physical and digital environments.
- Learning Technologies & LMS – Using Learning Management Systems, collaboration platforms and digital resources to manage and enhance learning.
- Artificial Intelligence in Learning & Workforce Development – Applying AI responsibly to needs analysis, content development, personalization, assessment and learning analytics.
- CLWDS Trainer Practicum & Competency Demonstration – Designing and delivering a professional training session followed by peer review, facilitator assessment and structured developmental feedback.
Who Should Attend?
- Learning & Development managers and specialists.
- Human Resource managers and HR professionals.
- Corporate trainers and professional facilitators.
- Training managers, officers and coordinators.
- Workforce planning and development professionals.
- Talent management and organizational development specialists.
- TVET trainers, instructors and lecturers.
- Capacity-building and institutional-development professionals.
- Managers and supervisors responsible for developing employees.
- Training consultants and independent facilitators.
- Coaches and mentors.
- Subject-matter experts required to train other professionals.
- Learning programme and curriculum developers.
- Professionals transitioning into Learning & Development or corporate training roles.
Training Methodology
- Facilitator-led interactive presentations.
- Guided professional discussions.
- Real organizational and workplace case studies.
- Individual and group exercises.
- Training Needs Assessment exercises.
- Competency and skills-gap analysis.
- Instructional-design workshops.
- Course and session-plan development.
- Role plays and workplace simulations.
- Problem-based learning activities.
- Experiential and action-learning exercises.
- Group presentations and peer learning.
- Assessment-tool development.
- Coaching and mentoring simulations.
- Digital learning demonstrations.
- AI-supported L&D exercises.
- Micro-teaching sessions.
- Peer assessment and structured feedback.
- Facilitator competency assessment.
- Personal workplace action planning
Is this course for you?
Problems this course solves
- Learning programmes that are disconnected from organizational strategy.
- Failure to identify genuine workforce capability and competency gaps.
- Training interventions based on assumptions rather than systematic needs assessment.
- Confusion between training problems and broader performance problems.
- Poorly designed training programmes and learning materials.
- Learning objectives that cannot be meaningfully assessed.
- Weak trainer presentation and facilitation capabilities.
- Low learner participation, engagement and knowledge retention.
- Overdependence on lecture-based training.
- Difficulty managing diverse adult-learning environments.
- Weak competency assessment and learner-feedback practices.
- Poor transfer of acquired skills to workplace performance
What's Included
Certificate of completion
Training materials included
Lunch and refreshments (physical)
Post-training support
Certification
Certificate in Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT)
Issued by: TRUSTGATE CORPORATE SKILLS
Frequently Asked Questions
How long is the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme training?
The Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme runs for 5 Days. Each day combines expert-led teaching with practical, hands-on exercises so participants can apply what they learn immediately.
Is the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme delivered online or in-person?
This course is delivered in person (scheduled venues include Mombasa, Nairobi, Kigali, Lilongwe), live online, or in-house at your organisation.
How much does the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme cost?
The fee is US$600 per person online and US$1,400 per person in person. In-person fees depend on the participant's country; the pricing card on this page shows the fee for yours.
When is the next Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme training?
The next scheduled session runs from 16 November 2026 to 20 November 2026 in Mombasa, Kenya. You can also request a custom date or an in-house session for your team.
Do I get a certificate after completing the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme?
Yes. Participants who complete the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme receive a certificate of completion from TRUSTGATE CORPORATE SKILLS.
What will I learn in the Certified Learning & Workforce Development Specialist (CLWDS) – Training of Trainers (ToT) Programme?
Key learning outcomes include: Align Learning & Development initiatives with organizational strategy and workforce priorities; Diagnose organizational, occupational and individual learning needs; Conduct systematic Training Needs Assessments and competency-gap analyses; Distinguish training needs from wider performance and organizational problems; Apply adult-learning principles to professional and workplace training.
