Concept of the ToT-Approach

This training program emphasises the performance improvement of training experts and institutions by a set of «Capacity-to-Build-Capacity» activities.

In this context, a series of «Training of Trainers» courses was developed to strengthen competencies with regard to design, implementation and marketing of training courses for water sector services providers.

The ToT modules consist of three subsequent trainings:

  • ToT 1: Course Design & Trainer’s Role as a Facilitator
  • ToT 2: Methods and Instruments for effective and up-to-date Trainings
  • ToT 3: Practical development of an own course curriculum

A web-based reporting and monitoring tool helps to structure, prepare and follow-up the regional ToTs.

This concept proved to be highly effective. The following recommendations are identified as crucial for the success of the concept: 

  • The 3 courses should build on each other
  • The participants group must stay together for all three courses
  • The course target  – the training manual which is developed at the end of the ToT series – should meet the demand of the countries (for instance decentralized sanitation) and the demand of the participants (we found a high high demand for practical solutions in sanitation)

The emphasis on self-organized learning, participant-centered processes keeps the level of motivation and engagement high and creates an «ownership» among the participants.

Practical Case

In 2012, WAVEplus identified for this new training approach a group of 27 trainers of the multi-country program coming from Kenya, South Sudan, Tanzania, Uganda and Zambia. Target of the ToT program was to develop an own training on sanitation which not only includes the detailed curriculum but also provides a practical set of didactical tools which enabled the trainers to provide lively and modern training courses.

The trainers came from different types of institutions acting in the water sectors of the countries mentioned. All were assuming different positions within these institutions and had different professional backgrounds. Furthermore, they had different levels of knowledge on HRD and training as well as different levels of experience acting as a trainer.

One big challenge of the approach is to satisfy the different levels of knowledge and experiences and promote the more advanced ones while creating benefits for the learning curve of those that are coming to training practice as starters. In fact, the more experienced trainers among the participants are an asset because they set an example for the less-experienced people.

The success mainly derived from handing over responsibilities in facilitating the course days to the participants from the very beginning on.

At the end of ToT1, all of the participants were assigned to Facilitation Groups with responsibilities not just to facilitate but also to prepare for the day and contribute to reporting. In essence, this gave the participants experience in doing everything that a trainer must do to complete a course – learning by doing. All of the participants took this responsibility seriously and applied themselves diligently to make each day a success.