Transcript Welcome! [lsntap.org]

TM121-Train-the-Trainer
June 10, 2009
Presenters

Rachel R. Medina
LSNTAP
Objectives for Today

Introduction: How do we learn?

Highlight insights from LSC & LSNTAP
Tech Surveys

Learn how to assess technology skills

Reveal practical solutions for putting a
training program in place
Section 1:
How do we learn?
Why talk
about
learning
styles?
THE TRADITIONAL
ABBREVIATED VIEW OF
LEARNING STYLES
Audio
Visual
Tactile
Moving beyond the traditional
concepts…
True or False?

All youth are digital natives
◦ FALSE

Digital natives share a common culture
◦ TRUE
For more information on the topic of digital natives
visit the Berkman Center for Internet & Society:
http://cyber.law.harvard.edu/research/digitalnatives
Digital Natives vs. Digital Immigrants
Native
•
•
•
•
•
•
•
•
•
Twitch Speed
Parallel Processing
Random Access
Graphic First
Connected
Active
Payoff
Fantasy
Technology=Friend
Immigrant
•
•
•
•
•
•
•
•
•
Conventional
Linear Processing
Linear Thinking
Text First
Stand Alone
Passive
Patience
Reality
Technology=Foe
Section 2:
LSC and LSNTAP Survey Highlights
Insights from LSC Survey
Training
 Only 61% of grantees reported
conducting a periodic
organization-wide assessment of
training needs.
 At least annual training for
program staff was reported by 85
to 90%
 At least annual training for IT staff
was reported by 53 to 67%.
Insights from NTAP Survey
Training
 Vast majority of programs are
offering fewer than 3 tech
trainings per year.
Training Frequency
<3
3 to 10
more than 10
Ongoing/All Year
Insights from NTAP Survey
Training
 Internal tech trainings not
addressing basic needs
24%
6%
Orgs Reporting Advanced Word
Processing Training
Orgs Reporting Advanced Word
Processing Training is Needed
LSC Baselines
Assessment
Training &
support
Effective use
of
technology
to deliver
training
Take
advantage of
national
training
venues
LSC Baselines - Assessment
Organizationwide
Individual
LSC Baselines – Training & Support
All
Personnel
Attorneys
& Admins
On-going
Systems
Substantive
Law
Maintain
Capacity
Software
Legal Skills
IT Staff
Policies &
Procedures
LSC Baselines – Effective Use of
Technology to Deliver Trainings
LSC Baselines – Effective Use of
Technology to Deliver Trainings
On-Demand Packages Encouraged
On-Line
DVDs
Podcasts
Resources Encouraged
Legal Meetings
National Trainings (LSNTAP)
Other Options Include:
Intranet
Wiki
Google Site
Section 3:
Conducting Assessments
Assessing the Individual
Determining
competency
• Something
you do before
you hire
someone
Determining
needs
• Something
you do to
maintain
competency
in existing
employees
Wait…before you assess…
Identify skills needed for
each job description
Rank the skills as to their
importance
Assess / take survey
Prioritize
training
Job Description/Skills Matrix
Litigation Paralegal
Rank
1-immediate
2-w/in 2
months
3-this year
Suggested Training
in-person formal
online
recorded training
written tutorial
schedule time with buddy
or resident expert
CMS Skills:
1.
2.
3
2
written tutorial
online
MS Word
1. Table of Authorities
1
3
recorded training & time
w/resident expert
written tutorial
1
In-person formal on __ (date)
2. Mail Merge
E-mail & Calendaring
Determining Needs

A varied approach may be necessary
Annual Formal
Survey
Electronic
Suggestion Box
Voluntary
Quizzes
Setting up a simple
survey in Google Docs
Section 4:
Training Program Strategies
Random Thoughts From Around the
Web…
“I am a Digital
Immigrant and even I
cannot stand when I
am forced to attend
boring classroom
lectures on how to use
a Software tool…”
“Plain digitized text on
screen with image, colour,
and some interactivity will
not work with the Digital
Natives…we need to be
more creative…Wikis,
Podcasts,Video, [and]
SecondLife can be used to
give Digital Natives a rich
learning experience.”
It should not be assumed that an
instructor is “delivering the message,
skills, instruction…
Through facilitators…[like blogs, RSS
readers, IM, twits] we are not waiting
around for people to create content.”
“…use an approach that would cater to the
needs of both [natives & immigrants]….the
course must give ample possibilities to explore
and learn. The course must also have ample
guidance and instructions for someone who will
not be comfortable learning on his/her own.”
Training

Subject matter?
◦ Prioritize from assessment tools

Trainer? What trainer?
◦ Develop “specialty” persons from within the
staff
Training

Venue & Length:
◦ Formal Venues:
 In-person training sessions
 Job orientation or new system or software orientation
 Online sessions:
 Suggest NTAP trainings for employees
 Use Legal Meetings to record short clips
 Wiki, Basecamp, or Google Site:
 Tips for each category of software or technology
– sections to be developed by specialty persons
Training
◦ Informal Venues (one-on-one assistance):
 Buddy system
 “Resident Experts”
 NTAP Help Desk
Why is providing access to quality one-on-one assistance crucial?
1. One-on-one assistance is often needed when obtaining the
knowledge is relevant to immediate work at hand.
2. A higher degree of learning is likely to take place when the
material is relevant.
So you’ve decided to have an inperson session….now what?

Ratio of time allotted for information to
time allotted for practice should be 30:70

Don’t plan to cover more than 3 things!
Things to think about when
preparing your training program…
Staff /Skill Profile
 Who is the target audience? What are
their skills and motivation level?
 What training has staff requested?
 What is specific, observable data that
indicates that training is needed?
Things to think about when
preparing your training program…
Agency Training Systems
 In the past, how has training been
delivered? On a scale of 1-5, how
successful would you say past training has
been?
 What is your budget for training? Is it
flexible? Are you raising money for
training?
 How do your staff learn best?
Things to think about when
preparing your training program…
Training Objectives
 What areas of inefficiency do you have as
a staff that training could improve?
 What do you want to be
included/covered in the training?
 If training was successful, what
would be the outcome?
 What is the problem/need to be
addressed through training?
Things to think about when
preparing your training program…
Training Logistics
 Do you have time allocated for
organized technology training for
your staff?
 By what date do you want staff to be able
to use software, systems, etc.?
 Do you have someone on staff who could
deliver training? Do you know of other
nonprofits who could recommend a
trainer or a class?
Resources – Learning Styles

Learning Style Self-Assessments:
◦ http://www.ldpride.net/learning-style-test.html
◦ http://adulted.about.com/gi/dynamic/offsite.htm?zi=1/XJ&sdn=ad
ulted&cdn=education&tm=199&f=10&su=p897.4.336.ip_&tt=2&
bt=0&bts=1&zu=http%3A//agelesslearner.com/assess/learningstyl
e.html

Adult Learners:
◦ http://honolulu.hawaii.edu/intranet/committees/FacDe
vCom/guidebk/teachtip/adults-3.htm
Resources - Assessment

Microsoft’s Assessment tools/quizzes:
◦ http://office.microsoft.com/en-us/help/FX100485331033.aspx

LSNTAP Microsoft Word
Self-Assessment:
◦ http://spreadsheets.google.com/a/lsntap.org/viewform?hl=en&for
mkey=clpObWxEQV92MktrLVdLTmdmWlBndVE6MA..

Construct your own quizzes
◦ Helpful tips regarding formulating questions:
http://www.nwlink.com/~donclark/hrd/isd/develop_test.html#tes
t_types
Resources – Technology Training

Check out the LSNTAP Tech Library:
◦ http://lsntap.org/techlibrary

Other Microsoft Tips:
◦ http://wordprocessing.about.com/
◦ http://spreadsheets.about.com/
Resources - Planning

Training Resources:
◦ http://www.techsoup.org/learningcenter/traini
ng/archives/page10100.cfm

Training Needs Planner:
◦ http://www.rttworks.com/images/downloads/
TrainingNeedsPlanner.pdf
Don’t forget to complete our survey 
THANK YOU
Rachel R. Medina
Training Coordinator
LSNTAP
[email protected]