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Train the Trainer (TTT)

How I standardized training delivery at scale — reducing variation and accelerating facilitator readiness across 3 manufacturing lines.

OVERVIEW

Operators were being trained by different leads, using different styles — which meant training quality depended entirely on who was teaching. In regulated manufacturing, variation = defects.

I built and piloted a Train-the-Trainer (TTT) program to eliminate variation at the source. I used ADDIE and Microsoft Copilot to rapidly analyze qualitative feedback, design the facilitation model, and accelerate content build.

Impact:

  • reduced clarifying questions on the floor after training
  • increased facilitator confidence + consistency (as reported by supervisors)
  • accelerated content creation (Copilot cut initial build time from days → hours)

MY ROLE

Lead Instructional Designer — owned analysis → design → evaluation

THE BUSINESS PROBLEM

Training outcomes were inconsistent because there was no standard for how training was delivered. Some leads were natural teachers. Some weren’t.

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This inconsistency created unnecessary variation and slowed time-to-competency.

WHAT I DID?

1) Analysis

  • Interviewed SMEs + leads across 3 critical lines
  • Utilized Copilot to synthesize survey comments to identify themes
  • Benchmarked against compliance expectations

2) Design

  • Created a facilitation model + participation framework
  • Built scenario prompts and assessments (RBA style)
  • Aligned learning objectives to adult learning principles

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3) Development

  • Facilitator guides
  • Slide decks
  • Designed and implemented live, scenario-based simulation exercises with a hands-on approach. See the following example below.
Example of a live, scenario-based simulation exercise.

4) Pilot implementation

  • Delivered a blended TTT with 14 lead trainers
  • Mixed live + virtual to cover multiple shifts & locations

5) Evaluation

  • Utilized Microsoft Co-pilot to surface patterns in open-ended pilot feedback
  • Iterated content based on most common friction points

WHAT CHANGED (RESULT)

Supervisors reported fewer clarifying interventions after the pilot. Trainers were delivering in a more uniform structure, and learners described sessions as more “clear and organized.”.

What was even more important: Manufacturing Leads said they finally felt like facilitators, and not just tribal knowledge holders.

‍Based on their feedback, time-to-time competency on the floor decreased by an estimated 20-30%.

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