Does anyone know of any guidelines / how-tos for training managers to use while observing and critiquing their employees (trainers)? We are hoping for a to-do list (or better yet, a what not-to-do list.)

We have a situation where the training manager feels compelled to sit in on almost all training sessions delivered by the 5 trainers and offer suggestions. Unfortunately, the interruptions during training have gotten out of hand. There is almost a constant "don't forget to tell them..." even before the trainer has gotten to that portion of the lesson. Also a lot of "I'm not sure if they totally got that, can you go over that again?" Even to the point of "I have a better example" and proceeding to walk to the front of the class and take over training for the next several minutes. The manager often leaves the room to answer her blackberry and misses parts of the training - and upon her return will stop the class to try and explain something that was already discussed.

Although the manager has been with the company for almost 40 years, her input in training has proven disruptive and almost unbearable for all trainers. She is a new manager and has had no formal training/education in the training field (or management for that matter).

We are trying to find a nice, informative way to give her some tips on "quietly" observing her employees training if necessary. We would like to provide her with some useful guidelines and suggestions. Thanks for any advice on locating relevant information!

Who is the "we" in "we are trying to find a nice, informative way..."?

Is "we" the HR department, her supervisor, or her subordinates?

I don't think a checklist is what you need. A frank discussion with the manager telling her that her behavior is inappropriate and why it is inappropriate is in order. She needs coaching from her direct manager. She also needs a "first time manager" course, and a whole pile of common sense.

And, lastly, why would someone with no training or management experience be promoted to Training Manager? Perhaps "we" need to evaluate her fit for the job, not try to skirt around it by giving her a "checklist" which does not ensure she will "get" what she's doing wrong!

I agree with Amy_L. I don't think a checklist or a form outlining the way to evaluate training sessions is going to work in your situation. After all, if she had experience managing people, especially training teams, she'd already be using a tool and know the guidelines anyway. Her motivation to sit in and micro manage each class may be motivated by something else. She may be trying to gain knowledge or learn for herself. (not the right way to go about it, but none the less)

I would have a candid and private conversation with her. Explain to her how disruptive it is to the class...how your goal is to deliver class to the students in the best way possible, etc. She can not fix what she does not know.

Good luck--I know it's tough---been there

When I first read this about an hour ago I didn't know if I should laugh or cry. Then I read Amy's response and it's everything I would have said, although probably in a more "nice and informative" way.
If you're going to do as Jonesie suggests, and talk to her yourself, the only thing I would add is to prepare yourself for it. I'd recommend a book called "Crucial Conversations". It's the best I've seen on how to have these kinds of tough conversations, where emotions could run high. And please, get that poor woman some leadership 101 training.
Good luck!