It is important to plan & prepare prior to delivering a module and a course. Start with the outcome, you are hoping to achieve, in mind then structure the module in order to get the outcome (whilst still keeping within the program plan).

People process information in a variety of ways and most will have a preferred methods for receiving information (usually known as 'learning styles'). In order to try to get the desired learning outcomes you should try to use various delivery methods to promote learning (know the participant).

Creating and maintaining a good learning environment will allow the participants to feel SAFE and ensure they are more willing to engage. This will also encourage them to be more open to feedback and express their own personal beliefs.

Taking the time to find out and learn about the candidates on the course will mean that you can deliver with more certainty that the messages will be received more favourably. Being aware of coach experience, skill, maturity, motivation and ability will allow adapted delivery styles from the presenter.

Using different methods including audio and visual aids can freshen up your presenting and optimise the candidates learning opportunities.

Courses can get very dull and repetitive if the presenter is the only one speaking and may miss out on 'key outcomes' if the participants are the only ones speaking.
Coach Developers should use a variety of methods to create context, ensure learning outcomes and opportunities and allow engagement of the whole group.
Using feedback, group discussion, small group chats and good questioning are several strategies that can be used.

Running a session or module is sometimes easily done and sometimes appears to go without a problem however you should always look to review your set up and delivery with a peer as they may have some feedback that will allow you to continue to improve.

You should actively seek out constructive feedback on your own performance.

Feedback is essential in order to encourage reflection. Coaches on courses should be encouraged to receive feedback openly as well as deliver feedback. This encourages self learning behaviours and is an ideal way to ensure engagement within the course.

Using good questions takes practice and is a skill. Before asking a question try to anticipate what the answer might be.
Closed questions can be as useful as Open questions especially if you are trying to direct the conversation to a certain outcome.

To build good discussion and ensure you create trust and a relationships, you should try to listen carefully and build your responses/feedback based on candidate input.
Listening and questioning go hand in hand and are a skill that should be practiced.

Checking to see if learning outcomes have been achieved is important to ensure that coaches are understanding content, context and changing their coaching behaviours based on the information and realisation that they can improve.
This also shows that the Coach Developers delivery is good.

Self reflection is an ideal tool to encourage candidates to think about what they do and how they do it. It is safe (because they only have to question and convince themself) and allows them to change their behaviours by setting intrinsic goals.

Delivery of a module or course doesn't always go to plan and often there is room for improvement.
We can all improve and this is an ideal means in which to do so. Reflect - Set a goal for the next time - Implement it - Reflect.

We are very good at finding fault with others or ourselves BUT showing a good example (Role modelling) can be even more effective to learning than highlighting a mistake.