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Training Skills

Training Skills. Roles of a Trainer What a Trainer Should Do Well Feedback & Evaluation. Your Roles as a Trainer. Planning Role. designs the learning experience. Expert Role. transmits information. Instructor. directs the learning situation. Facilitator.

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Training Skills

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  1. Training Skills Roles of a Trainer What a Trainer Should Do Well Feedback & Evaluation

  2. Your Roles as a Trainer

  3. 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* A’s observable actions Pass through filters and are transformed Into… Pass through filters and are transformed Into… A’s private intentions B’s private interpretations *Based on the work of John Wallen, PhD.

  13. What are YOUR filters? Religion Work Background Education Values Gender Income Age Birth Order Sexual Orientation Marital Status Ethnicity Organizational Role Family Norms Physical Abilities

  14. exercise

  15. 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

  17. 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. Authoritative Directing Informing Confronting Facilitative Releasing tension Eliciting Supporting Styles Available to a Facilitator

  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

  22. Increasing Open Area thru Feedback

  23. initial stage Figure 1: Small Green Window Pane

  24. 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.

  25. improved stage Figure 2: Large Green Window Pane

  26. What Type of Trainee are You?

  27. 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.

  33. The Whisperer-Conspirator • Has private conversations while the facilitator or others are speaking.

  34. 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

  37. Feedback What is it?Why do we do it?

  38. (Formal) Evaluation

  39. Results-Based Learning Effectiveness Efficiency Inputs Activities Outputs Outcomes Impact Results

  40. Level of Results

  41. Measures …

  42. Evaluation Tools • Daily Feedback • Session Feedback • End-of-Course Evaluation • Post-course Evaluation • Research

  43. GOVERNING COUNCIL Directives forTraining Organization Education Strategy UNITED NATIONS SIAP Topics/Lessons Topics/Lessons Topics/Lessons Program ofCourses Topics/Lessons ProgramEvaluation Topics/Lessons StrategicPlan StrategyEvaluation Exams/Tests Exams/Tests Exams/Tests EvaluationForms AlumniSurvey PARTICIPANTS Course InfoRequest Clients Survey SENDING NATIONAL STATISTICAL ORGANIZATIONS SIAP’s Evaluation Framework CoursePlan CourseEvaluation Diagnostic Test Grading Sheet Pre-Course Expectation After-Course Evaluation

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