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A Bit About You
Name Role
& OrganisationAims/ Areas for
Development
Your Training
Topic, Learners, Experience
Working Together• Respect:
– talk 1 at a time – listen– non-judgemental
• Confidentiality• Don’t assume• No such thing as a silly
question• Safe place to share ideas and
experience• Time keeping• Mobile phones• Session is interactive – you
are the ones who will make it a success
• Have fun!
Carousel ExerciseConsider the following• Your own learning experiences and
training courses you have attended• Any training you have previously
delivered
In your groups, visit each of the pages and add your own thoughts and ideas.• What makes a successful start?• Ground Rules – Why? Guidelines.• Icebreakers – Why? Do’s and Don’ts
Say the COLOUR of the wordGREEN
ORANGE
BLUE
RED
YELLOW
BLUE
YELLOW BLACK GREEN
PURPLE YELLOW ORANGE
RED GREEN PURPLE
Don’t forget the left and right grey matter
The ‘imaginative’brain function
The ‘logical’brain function
Supporting LearningHow do adults like to learn?
– Theories, Principles– Rules– Assumptions– Myths– Perceptions– Models– Psychologies– OWN EXPERIENCE
• First Impressions
• Visual Stimulation
• Analogies
• Anecdotes
• Stories
• Examples
• Repetition
• Symbols
• Pictures
• Quotes
What we remember
Kolb’s Learning Cycle
1. Having the experience
2. Observation &Reflection
4. Deliberate testing (trying it out)
3. Forming a rule or plan
Honey and Mumford’s Learning Styles
Experiencing Correcting immediately Taking part
Thinking before acting Reflecting on content Talking out with others
Concepts Models Theories
Thinking before acting Reflecting on content Talking out with others
THEORIST REFLECTOR ACTIVIST PRAGMATISTLearns best by
• Concepts• Models• Theories
• Thinking before acting
• Reflecting on content
• Talking out with others
• Experiencing• Correctingimmediately• Taking part
Testing in real worldChecking against defined purpose
Like • Analysis and logic;
• being stretched;• structure and
clarity
• Time to think, observe
• Take it all in first,
• Some solitude
• Doing & experiencing
• Games & Role Play
• practical
• Practical problem solving,
• relevance to “real world”
Dislike • Frivolity, • mindless fun,
wasting time, • not being able
to question. • lack of structure
• Being hurtled into activity
• No time to think,
• Crammed timetables
• Sitting around
• Working alone
• Theorising
• ‘Airy fairy,’• Theoretical • No reference to
past or future
Ref: Honey and Mumford Learning Styles
The Training Cycle
Training Needs Analysis (for individual or organisation)
?Design the
Training
Carrying out the training
?
The Training Cycle
Training Needs Analysis (for individual or organisation)
Setting the aims/ Writing
objectives/outcomes
Design theTraining
Carrying out the training
Evaluate theTraining
The 6 Universal Questions
“I have six honestserving men;
they taught me all I knew.
I call them What andWhere and When andHow and Why and Who.”
Rudyard Kipling
“If you don’t know where you are going you are almost certainly bound to
end up somewhere else.”C S Lewis
Will the really SMART learning outcome
please stand up!
Will effectively chair meeting
Will identify four stages of group development
Will understand the importance of effective meetings
Training Practice• Each person will
deliver short training session
• In between each we will give feedback
• Using the sandwich model (see handout)
• Be prepared:– Yourself– Your training session– Your materials– Your introduction to
set the context:• Audience• Time within training
day etc
Pros and Cons• In teams:
– Each team will have a set of various training methods
– Your task is to create a display in the next 10 minutes which explainsthe Pros and Cons of each Training Method
– You can be as creative as you like in deciding which way you want to display your thoughts
‘By failing to prepare, you are
preparing to fail.’
Benjamin Franklin (1706-1790) American statesman, scientist and philosopher.
Preparing the Session
Simple StructureOutcome What they’ll be able to
doActivity How we will achieve the
objectiveParameters Time available, numbers
of people, resources needed
Key Message What they need to remember
Planning A Course
• Using a Mindmap, the trainers template or the 6 Universal Questions –plan your 10 minute session for tomorrow
What do you think are the essential skills and qualities of an effective trainer?
Skills and Qualities
Preparing Materials
Using the outcomebelow, create a onehour training sessionfor a group like us Group Work
“By the end of the session learners will be able to identify some of the do’s and don’ts of giving presentations”
Giving Feedback• About behaviour not
character• What they are doing right• What they could do more
of• Specific• Immediate• To be a positive
experience
• COMMEND• RECOMMEND• COMMEND
You can teach a student a lesson for a day; but if you can teach him to learn by creating curiosity, he will
continue the learning process as long as he
lives.Clay P. Bedford
A teacher's purpose is not to create students in his own image, but to develop students who can create their
own image.Author Unknown
“Training that brings about no change is as
effective as a parachute that opens on the
first bounce”
ANON
Tell me and I will forget, show me and
I will remember, involve me and I will
understand.Chinese Proverb
Final thought…“Vision without
Action is just dreaming.
Action without Vision just passes the
time.
Vision – plus Action –can change the
world”
Joel Barker
Next Steps
DSC In House Get the whole team trained. We’ll come to you
DSC Coaching Get some 1-1 coaching and explore current barriers and potential strategies for improvementContact Cathy Shimmin at cshimmin@dsc.org.uk
07967 027304 www.dsc.org.uk
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