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Posts Tagged ‘training’
Monday, June 29th, 2009
Recently, one of the participants in our Applied Strategic Thinking Workshop asked if the material being presented was available in an E-Learning format or if we had considered making it available on-line. Though, I had my answer before he even finished his question, I asked the rest of the group how they would answer his question. Overwhelmingly the group said what they were learning in the classroom could not be duplicated by e-learning. In fact, the person who asked the question actually felt the same way. He just wanted to probe a group of 20 of his peers on this topic because the leaders in his organization seem to believe that everything can be done electronically.
All things done electronically
 What an interesting concept—all things done electronically. It has some truth to it. Many things can be done electronically or will be in the future. I mean, whoever thought text messaging would be a common norm for just about everyone. However, it doesn’t mean messages can be received equally. When getting a text from someone, you cannot distinguish the tone in which it was sent. Facial expressions, tone of voice, and physical stance gives the intended receiver a clearer message. The same can be said about teaching sessions.
The Best Leadership Training
While teaching concepts and content can be done on the Internet, it doesn’t mean we can guarantee the same results as we would get with traditional classroom training. For example, I saw an advertisement for a self-study leadership program. It “GUARANTEES” that the person will become a “PHENOMENALLY SUCCESSFUL” leader after viewing four 60 minute programs and reading a participant guide which was all on 1 DVD. I am very curious as to how many successful leaders would agree that a 4-hour self-study program would translate into a successful leader? Leadership is about what you help others achieve, not about where you take yourself. It is about interaction.
Electronic Teaching has a place
This group agreed that e-learning, web based learning, and computer based training does have a place. CMOE’s Applied Strategic Thinking does not give the same return on investment in an electronic format. The same is true for our Coaching Skills workshop and several of our leadership development programs. The human element that exists in developing these types of skills simply can’t be fully replicated on-line. On the flip side, you could see great results using an online training program for product information or employee orientation. It certainly would save time. What we have found is that a blended learning approach can work well. Combining traditional classroom training with e-learning tools to prepare and then sustain what is done in the classroom can be a powerful combination for long term success.
In the end, it’s isn’t a matter of one training method being better than the other. What it really boils down to is selecting the best training method that will get the results you want. While you can attempt to teach human interaction skills through a computer, it won’t be truly effective without human interaction. Regardless of your choice, remember that in general, you get what you pay for.
Tags: Business electronic learning, e-learning, E-learning disadvantages, Electronic Teaching advantages, Leadership Training, training
Posted in learning, organizational development | No Comments »
Wednesday, February 25th, 2009
Toys, balls, and any other fidget reliever are great training tools. When participant’s hands are busy, it can create a physical, emotional, and intellectual connection with the material they are learning, making it easier to recall the information when they need it. Remember, it is important to have a toy for each participant in the class. When only one person has a toy or game, other participants tend to shift their attention and watch the person play with their toy or game. The variety of toys you can bring to a training session is as long and wide as your imagination. However, be sure the toys you bring don’t have distracting noises, flashing lights, are too complex, or are too hard (may cause injuries if thrown). Here is a possible list of toys, puzzles, balls, and other fidget relievers that have been successful for other facilitators:
- Koosh balls
- Stress balls
- Bouncy balls
- Squishy balls
- Wire puzzles
- Slide puzzles
- Lego bricks
- Hacky sacks
- Play dough
- Modeling clay
- Wikki Stix
- Silly putty
- Foam dice
- Markers or crayons and paper
- Pipe cleaners
- Poppers
Because most of these objects are small in size, soft, and compactable, they are easy to take with in a small plastic container or plastic bag. Trainer and facilitators can toss them in their luggage. If you can’t find these items in a local novelty store, many on-line vendors that carry these products for a reasonable price.
Tags: training
Posted in facilitation skills, meeting management, train the trainer | No Comments »
Wednesday, February 18th, 2009
 When training and using visual aids, such as PowerPoint slides, flipcharts, objects, and so forth, it is important to do so in a way that is interesting, rather than distracting. When you are presenting, you should think of yourself as if you were an entertainer on stage. Notice how you walk, where you position yourself, and if your posture and poise appears confident. An effective way to develop stage presence when presenting visual aids is to take a lesson from the forecast specialist on your evening news. You will see when they explain the forecast, they will touch the visual aid, turn to the audience, and talk as they explain the forecast. Keeping your body facing forward and your eyes on the audience will keep your participants engaged.
Tags: training
Posted in character, facilitation skills, meeting management, talent, train the trainer | No Comments »
Wednesday, February 18th, 2009
Howard Gardner, Harvard professor of education, believes that intelligence is more than what it has generally been defined. He identifies eight intelligences, each being a different way to solve a problem or fashion a product that is valued different in various cultural settings.
 1. Language Intelligence
This intelligence includes both verbal and written skills. It applies to those who are drawn in by material that is written or verbally described by the facilitator. Bring content to life with stories, descriptive narratives, editorials, well-written handouts, or even poems for these learners. Key words, phrases, or quotes can be extremely moving and powerful for those of this intelligence.
2. Logical and Mathematical Intelligence
This intelligence involves logical sequencing of information and numbers. Help these learners by teaching with statistics, facts, proven theories, and data. Use step-by-step presentation of materials and activities that demonstrate logical application of knowledge, skills, and abilities.
3. Visual and Spatial Intelligence
This intelligence applies to those people who are able to use their imagination to create a picture, are able to see how something will look before it is finished, and are aware of and can calculate distances from one point to another. Tap into their imagination and creativity during training with the use of experiential exercises and activities that allow them to think outside of the box. Design activities that allow the participants to take a concept and explain it to others using visuals.
4. Music Intelligence
This intelligence is all about rhymes, rhythms, beats, and sounds. These people are able to bring such sounds together in a manner that can be stimulating, refreshing, and relaxing. Utilizing creative lyrics to support training concepts is a great way to draw out these learners. Selecting the right type of music to play at the beginning of the training session, during breaks, and while they are having small group discussions and reflective time to help these learners process the material they are learning.
5. Physical Intelligence
This intelligence applies to such learners as dances, athletes, and surgeons. These types have a physical intelligence that allows them to perform at maximum capacity using their body to get things done. Target their training with hands-on activities that get them up and out of their seat and their bodies moving. Learning by doing is essential to keeping their attention.
6. Interpersonal Intelligence
This is the social intelligence to communication and get along with others. It translates into one’s ability to be a team player and deal with conflict in a proactive rather than a reactive manner. Avoid lengthy lectures and presentations with these types. Opt to use group learning activities and allow for opportunities to interact and connect with other participants during training.
7. Intrapersonal Intelligence
This intelligences deals with innermost feelings, what people know and feel about themselves. It is one’s intrapersonal intelligence and understanding of self that gives us our individual levels of confidence and abilities to perform. Engage these learners with opportunities to exam themselves, their skills, and their knowledge. Personality profiles, self-questionnaires, tests and quizzes, and opportunities to give and receive feedback are great ways to keep their interest and challenge their learning.
8. Naturalist Intelligence
This intelligence applies to those who have a sensitivity for and an appreciation of the natural elements of the environment. These people respect and understand the delicate balance between humans and natural and are very in tune with their surroundings. Help these learners by establishing an optimal learning environment. Pay special attention to room temperature, set-up, and appearance to avoid their senses from distracting their learning. If possible, conduct part of the training outside.
Adapted from: Jim Vidakovich, Trainers in Motion.
Tags: brainstorming, training
Posted in brainstorm, emotional intelligence, facilitation skills, train the trainer | No Comments »
Friday, February 13th, 2009
Trainers and facilitators often use color to enhance the training experience. Whether it be PowerPoint slide backgrounds, markers for flipcharts, or bright colored handouts, different colors can elicit different responses in people. Here’s a look at what colors can do! 
- Blue: Relaxes people and sparks creativity. Use blue when brainstorming, but avoid it for writing or posting warnings or cautions.
- Red: Stimulates people (increases blood pressure, pulse, and respiration). Use red for cautions, warning and exclamatory tiles. When writing or printing in red, make word big because red is hard for people to see.
- Green: Both excites and pacifies people, so use it with caution. Great is great for borders and accents.
- Purple: Creates a sense of power and confidence. Unlike red, purple reduces blood pressure, pulse and respiration rates.
Tags: training
Posted in emotional intelligence, facilitation skills, meeting management, talent, train the trainer | 1 Comment »
Wednesday, February 11th, 2009
There are a number of ways trainers, facilitators, and consultants can increase training participation. Below are just a few ideas to help you get started.
 1. When participants ask you a question, ask another member of the group to answer it.
2. When you feel the need to reach consensus or to move the group along, call on someone to summarize.
3. Give participants enough time to think out their answer to a question before calling on someone to answer. Then, call on others to add to what was said.
4. Don’t wait for volunteers to answer questions; call on people by name. This will avoid having the same people answering every time.
5. When someone answers, do not say, “I don’t agree.” Let the group make their own decisions to ask participants to “weigh-in” on what was said.
6. As leaders emerge within the group, ask these people to summarize your discussions on a flip chart.
7. Encourage participants to sit in different places at each meeting to get to know others in the group and to provide a diverse learning experience.
Adapted from: Scott B. Parry and Edward J. Robinson, Participative Techniques of Group Instruction.
Tags: increasing participation, training
Posted in facilitation skills, meeting management, talent, train the trainer | No Comments »
Monday, February 9th, 2009
In most organizations and in most situations, people come into a training session to learn, willing and eager. But sometimes you may encounter resistance from one or more of the participants.
Clues to resistance include:
- Refusal to participate.
- Disruptive and/or inappropriate behavior.
- Excessive questioning by participants who are trying to make a point rather than gaining knowledge.
- Questions that challenge the relevance of the training and/or the competence of the instructor.
- Questions that are aimed at trapping or baffling the instructor.
- Numerous side conversations between participants.
When you encounter resistance, your first task is to find out why. Reasons may be due to a perception by participants that they are being controlled, coerced, or manipulated, and have little to do with you, but relate to experiences outside the training. Most resistance is due to one or more of the following reasons:
1. People being sent to training:
- inappropriately.
- when they are too busy.
2. Participants not understanding:
- why the program is relevant to them.
- why the program is relevant or important to their job.
- why they were selected to attend.
3. Outside influence from:
- family, money, health, etc.
- problems with a superior, subordinate, etc.
4. Emotional issues such as:
- negative past experiences with training programs.
- disruptive interpersonal behavior characteristic of the person (e.g. intense need for attention, need to dominate, etc.).
Tags: handling resistance, training
Posted in facilitation skills, meeting management, train the trainer, training others | No Comments »
Wednesday, February 4th, 2009
Training and developing others is an important aspect and function of the most successful and competitive organizations. This series of blogs is designed to provide you with some fundamental information about training and developing others to increase individual and organizational success.
As S.I. Hayakawa says, “Good teachers never teach anything. What they do is create conditions under which learning takes place.” Through these series of blogs, readers will learn to bring learning to life with improved facilitation skills and a better understanding of adult learning. The series will consist of the following topics:
 1. Identifying and Handling Resistance
2. Increasing Participation
3. Colors to Enhance Training
4. The Eight Intelligences
5. Stage Presence and Visual Aids
6. Fidget Toys
7. Concluding a Workshop or Training Event
8. The Adult Learner
As you read, we encourage you to use this site as a forum for further discussion and to share personal insights and experience. If you would like to request a blog to be focused on a specific topic around training and developing others, please contact us. If you are a trainer within your organization, or would like to become one, please contact us for more information about our Train the Trainer Workshop.
Tags: organization success, training
Posted in facilitation skills, meeting management, train the trainer, training others | No Comments »
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