Train the Trainer course syllabus: the 4-day Bodhih TTT curriculum

How the TTT curriculum is structured

The Bodhih Certified Train The Trainer (TTT) Program follows the full training cycle in the order a real trainer meets it: understand the learner, design the session, deliver it, then evaluate it. Each day builds on the one before, and each ends with you applying the day's tools to your own training content.

Before Day 1, you complete short pre-course e-learning so classroom time goes into practice rather than lectures. After Day 4, a 40-day micro-learning journey keeps the new habits alive back at work.

TTT modules at a glance: the 4-day timetable

Here is the syllabus in timetable form. Each day runs 9:00 AM to 6:00 PM; the exact running order is adjusted to the batch, but the modules and outputs below are fixed.

Day	Theme	Core modules	What you practise	Output by end of day
Day 1	Foundations of Training Excellence	Knowles' andragogy; Kolb's Experiential Learning Cycle; Bloom's Taxonomy	Baseline delivery of a short session (recorded)	Measurable learning objectives for your own module
Day 2	Instructional Design Mastery	ADDIE model; Training Needs Analysis (TNA); experiential activity design; storytelling for training	Designing activities and debriefs; building a story into content	A redesigned session plan with activities
Day 3	Advanced Facilitation	Platform skills (voice, body language, space); 7 types of difficult participants; questioning techniques; virtual training excellence	Live facilitation drills with peer and expert feedback	A facilitation plan for in-room and virtual delivery
Day 4	Assessment & Evaluation	Kirkpatrick's four levels; building your trainer brand	Final certification delivery (recorded)	A ready-to-deliver module and an evaluation plan

Day 1: Foundations of Training Excellence

Day 1 answers one question: how do adults actually learn? You start with Malcolm Knowles' principles of andragogy — adults need relevance, draw on experience and want to solve real problems — and see why lecture-heavy sessions fail them. Our guide to Knowles' six adult learning principles explains each one with workplace examples.

• Kolb's Experiential Learning Cycle: experience, reflect, conceptualise, apply — the backbone of every activity you will design.
• Bloom's Taxonomy: writing objectives with observable verbs so you (and your stakeholders) can tell whether learning happened.
• Baseline delivery: you deliver a short session that is recorded. It is uncomfortable, and it is the most useful reference point you will have on Day 4.

Learning outcomes: explain the core principles of adult learning; map a session to Kolb's cycle; write three or more objectives at the right Bloom's level for your topic.

Day 2: Instructional Design Mastery

Day 2 turns you from a presenter into a designer. You work through the ADDIE model — Analysis, Design, Development, Implementation, Evaluation — using your own module as the case.

• Training Needs Analysis (TNA): separating genuine skill gaps from problems training cannot fix, and scoping content to what learners must do differently.
• Experiential activity design: role plays, case studies, simulations and games — plus the debrief questions that make them stick (see our guide on how to debrief a training activity).
• Storytelling for training: structuring examples and stories so abstract concepts become memorable.

Learning outcomes: apply ADDIE to a real module; run a basic TNA; design at least one experiential activity with a structured debrief. Our explainer on the ADDIE model goes deeper.

Day 3: Advanced Facilitation

Day 3 is about the room — physical or virtual. It is the most practice-dense day of the program.

• Platform skills: voice modulation, body language, eye contact and use of space.
• Managing 7 types of difficult participants: from the dominator and the sceptic to the silent learner, with practised responses for each (see handling difficult participants).
• Questioning techniques: open, probing and redirecting questions that drive discussion instead of recitation.
• Virtual training excellence: keeping online sessions interactive, paced and participative.

Learning outcomes: facilitate a segment with confident platform skills; handle a difficult-participant scenario calmly; adapt an activity for virtual delivery.

Day 4: Assessment & Evaluation

Day 4 closes the loop: did the training work, and can you prove it? You learn Kirkpatrick's four levels — Reaction, Learning, Behaviour, Results — and build a practical evaluation plan for your module (read more in our Kirkpatrick guide).

• Final certification delivery: you deliver your redesigned module; it is recorded and assessed.
• Building your trainer brand: positioning yourself internally or as an independent trainer, using your credential, badge and portfolio.

Learning outcomes: design an evaluation plan across Kirkpatrick Levels 1–4; deliver a complete, assessed session; compare your Day 1 and Day 4 recordings to see measurable growth.

What you take home

You leave with tools you can use the following Monday, not just notes.

You also get the 40-day reinforcement journey, two quarterly masterclass passes, a 1-on-1 post-program coaching session and a recommended reading library.

How assessment and certification work

Certification is earned through performance. To become a Bodhih Certified Trainer you must attend all four days in full and complete the final certification delivery on Day 4.

1. Continuous feedback. Every practice delivery gets peer and expert feedback structured on Bodhih's Trainer Competency Matrix.
2. Final delivery. Your Day 4 session is recorded and assessed by Bodhih master trainers, each with 10,000+ hours of corporate delivery experience.
3. Competency report. You receive a report across 12 trainer skill areas showing strengths and next steps.
4. Credential. You receive a unique credential ID with online verification, a digital badge for LinkedIn, a listing in the Bodhih Certified Trainer Directory and lifetime alumni network access.

Frequently asked questions