Transcript Training Techniques III
Training Skills
• Roles of a Trainer • What a Trainer Should Do Well • Feedback & Evaluation 1
Your Roles as a Trainer
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Planning Role
• designs the learning experience 4
Expert Role
• transmits information 5
Instructor
• directs the learning situation 6
Facilitator
• Helps the group to get to an agreed endpoint and helps learning take place 7
Resource Person
• Provides materials & information 8
Model Role
• Models or influences behavior & values 9
Co-Learner
• learns along side the trainee 10
What a Trainer Should Do Well
• Understands basic teaching methods and applies this knowledge • Communicating • Facilitating • Presenting (separate sessions) 11
Communication
“Communication is an exchange, not just a give, as all parties must participate to complete the information exchange.” 12
The Interpersonal Gap Model*
Pass through filters and are transformed Into… A’s private intentions A’s observable actions Pass through filters and are transformed Into… B’s private interpretation s *Based on the work of John Wallen, PhD.
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What are YOUR filters?
Work Background Education Religion Income Sexual Orientation Family Norms Age Gender Values Birth Order Marital Status Ethnicity Organizational Role Physical Abilities
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• exercise
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Why do we listen badly?
• Lack of interest • Criticising speaker’s delivery • Boring subject, prejudices • Too long • 100 things to do • Hunger, or some other discomfort • Distractions/noisy environment 16
Your Communication Style
To use your communication style better, or to adapt it to different audiences, understand your style and its impact
Who is a Facilitator?
• A person who helps a group to
work together in a collaborative
way, by focusing on the process of how the group members work together • Helps the group to get to an agreed endpoint and helps learning take place (both for the group and for individuals within it) 18
Styles Available to a Facilitator
Authoritative • Directing • Informing • Confronting Facilitative • Releasing tension • Eliciting • Supporting 19
Questioning
• Facilitator uses questions to help a group identify, explore, clarify and develop their understanding, and also help them decide what to do 20
Understanding Group Dynamics
Johari’s Window 21
Johari Window
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Increasing Open Area thru Feedback
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OPEN
initial stage
BLIND HIDDEN UNKNOWN
Figure 1: Small Green Window Pane
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application in leadership
• To expand Leadership (Green area) you
have the Red and Yellow Pills to offer
• The Red Pill is disclosure and the Yellow
pill is willingness to take in feedback.
• Leaders who do not disclose and do not
take feedback, do not make very effective leaders.
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improved stage
OPEN ---> Ask for Feedback | | \/ Disclose and Tell about Self in Public BLIND HIDDEN
Figure 2: Large Green Window Pane
UNKNOW N 26
What Type of Trainee are You?
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The Monopolizer
• Takes up all the time with their own issues, making it difficult for others to participate • Interrupts, fails to listen and generally dominates discussions 28
The Complainer
• Continually finds fault with everything • Is not a problem solver, but a problem seeker 29
The Silent One
• Reluctant to participate 30
The Hostile One
• Makes confrontational remarks • Attacks (verbal) other participants or the facilitator 31
The Negative One
• Dwells on complications, problems • Avoids finding solutions or positive points 32
The Dominator
• Think they have all the answers, want to control the discussion • Think they are superior to everyone else.
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The Whisperer-Conspirator
• Has private conversations while the facilitator or others are speaking.
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The Clown
• Uses humour to distract or put down others 35
The Prisoner
• Unhappy • Restless • In the session against their will 36
Feedback and Evaluation
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Feedback
What is it?
Why do we do it?
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(Formal) Evaluation
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Results-Based Learning
Effectiveness Efficiency
Inputs Activities Outputs Outcomes Impact 40
Level of Results
I Levels II III IV V Description Reaction: What is the participant’s
response to the training?
Learning: What did the participant
learn?
Behaviour Change: Did the participant’s
learning affect their behaviour?
Organizational Performance: Did
participant’s behaviour changes affect the organization?
Return on Investment Result Output Output Outcomes Outcomes Impact 41
Measures …
I Levels II III IV Description Measure Reaction Learning Satisfaction or happiness Knowledge or skills acquired Behaviour Change Transfer of learning to workplace Organizational Performance Transfer or impact on society 42
Evaluation Tools • Daily Feedback • Session Feedback • End-of-Course Evaluation • Post-course Evaluation • Research 43
Directives for Training Organization
UNITED NATIONS SIAP
Course Plan Program of Courses
SIAP’s Evaluation Framework GOVERNING COUNCIL
Topics/Lessons Topics/Lessons Topics/Lessons Topics/Lessons Topics/Lessons Course Evaluation Education Strategy Program Evaluation Strategic Plan Strategy Evaluation Diagnostic Test Exams/Tests Exams/Tests Exams/Tests Grading Sheet Pre-Course Expectation After-Course Evaluation Evaluation Forms Alumni Survey
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