Conducting an Effective Training

Conducting an Effective Training

MABS Technical Resource SpecialistsMABS Technical Resource Specialists

Training and Accreditation ProgramTraining and Accreditation Program

What is training?

• Organized learning designed to change the performance of people in their jobs.

• Intervention aimed at developing or enhancing knowledge, attitudes and skills (KAS) in a particular area.

• Either instructional or experiential in nature.

Why train?

• To close in on the gap between actual performance and the desired level of performance

• To upgrade or enhance the skills/competencies of individuals so as to enable them to undertake new jobs effectively

• To contribute to an individual’s personal growth

We train because there is a deficiency or an expected deficiency due to changes in plans, personnel or policies & procedures.

How do we know if training is needed?

• Strategic and Operational Plan• Annual/ Semestral Performance Evaluation • Weekly/ Monthly Performance Report

- Performance Report by AO

- Portfolio-at-Risk Aging Report by AO• Compliance with Policies

PAR Analysis by Branch/AO

ABC Bank PAR7 <1%PAR7

1.1%-3.0%PAR7

3.1%-5.0%PAR7

5.1%-10.0%PAR7

10.1% +

PAR7 higher

than last month

PAR7 lower

than last month

PAR7 the same

BANK n l

Branch 1 l l

Ronie l lAllan l lEddie l lTony l l

Branch 2 l l

Ernie l lEdwin l l lRuel l lAndy l l

Branch 3 l l

Daniel l lBobby l lRey l lSamuel l l

Example:

Analysis of Branch/AO’sCompliance with Policies

Branches AO Branch 1 Ronie 90 8.00%

Allan 109 6.00%

Eddie 82 8.00%

Tony 101 2.00%

Branch 2 Ernie 99 2.50%

Edwin 140 3.00%

Ruel 136 0.00%Andy 150 1.00%

Branch 3 Danniel 129 1.00%

Bobby 125 0.00%

Rey 148 2.26%

Samuel 90 20.00%

Evaluating Effectiveness of Training Course

Evaluation of the training course/ program is necessary to yield information both for the trainor and the trainee.

Trainor

indicates whether stated objectives are met or not

highlights unclear points

identifies trainees experiencing difficulty

improves or enhances teaching strategy

Trainee

indicates that progress is being made or not

help to diagnose strengths and difficulties

helps distinguish relevant from irrelevant points

gives knowledge of results


Measures of Training Effectiveness

Level 1: Satisfaction - measures how the participants liked the

course content, method of training delivery, training materials, method of facilitation

Level 2: Learnings - measures changes in core knowledge (improvement or deterioration as a result of undergoing the training course)


Measures of Training Effectiveness

Level 3: Behavior - measures how the participants actually apply techniques learned during the training in actual operation

Level 4: Return on Investment - measures return on training investment by the bank in the form of improved outreach and portfolio quality – ergo, increased profitability and sustainability of microfinance operations

Different Types of Training Methodologies

• Lecture• Group Discussion• Lecture Discussion• Role Play• On-the-Job training/Coaching• Demonstration• Case study• Games and simulations

Effective Training Methods

Advantages: Easy to prepare & deliverSuitable to a large audienceConvey info in a short-timeTime-frame easy to determine

Tip:

Plan the opening, main body and closing sections of the lecture.

Lecture

Disadvantages:Minimal participationTrainer-centered than trainee- centeredTends to bore audiencesRequires thorough planningLearning retention poor

Group Discussion

Advantages:More participative than lectureSurface values and opinions wellDemocratic in approachDistribution of learning responsibilityTips:

Be clear on what needs to be done from the start. Summarize towards the end.

Disadvantages:Not effective for large groupRequires good facilitatorTime management may be a problemMay engender conflict/dominance

Lecture-Discussion

Combine lecture with interactive discussion with trainees. It improves the lecture by asking questions that make the audience think about ideas or concepts being presented. Allows individual participation even with large training programs.

Role Play

Advantages:Provides meaningful first-

hand experience.Develops understanding

of opposing viewsFun, innovative,

entertainingHighly creative and

imaginative Elicits broad discussion

during processing

Tip:

Always use observers

Disadvantages:Situations limited to simple onesDifficult to use properly

Advantages:

DevelopmentalIndividualizedReadily applicable on the jobHolistic and realisticFeedback process is

continuous

On-the-Job Training/Coaching

A one-on-one continuous mentoring approach

Tips:Clarify expectations at the start. Provide structure, feedback and assessment

Disadvantages:Time-consuming and costlyNeeds skilled mentorUsed only in limited circumstancesGood rapport between mentor and understudy is essential

Demonstration

Advantages:Direct, easy,clear to

followLearning by example Realistic, readily

applicableSuitable in skill or

technical trainingJob-related

A show-tell-follow-check approach to learning

Tip :

Follow the tell-do-ask-practice approach

Disadvantages:

Not everyone can be accommodated in hands-on

Advantages:Suitable for right or wrong situationsMaximum participationApplicable on the job

Disadvantages:Needs effective case textMore time needed to read, discuss, answer and report.

Case StudyControlled Group Discussion Based on a Written Text

Tips:

Pre-test the case when possible

Provide not only text but guide questions/ tasks

Fit contents to trainees needs/ organizations

Games and Simulations

Advantages:Fun and enjoyableAllows full participationSurfaces values and attitudes well

Animated activities to generate fun in learning

Disadvantages:Leanings may be sidetrackedLearning outcomes vary in consistencySome are unparticipative

Which Training Methods Should

You Use?To transfer

knowledge:Group discussionGroup or individual

exercisesForumsPanel DiscussionsFilm, video, etc.

To practice problem- solving:

Case studiesBrainstormingDiscussion GroupsExercises, etc.

Which Training Methods Should

You Use?To develop skills:demonstrations for

manual skillsrole playing for

interpersonal skillspeer teachingprogrammed

instructions, etc.

To change attitudes:

role playingindividual exercisesdemonstrationscampaigns, etc.

SOME TIPS FOR INSTRUCTORS/ TRAINORS

Tips for InstructorsBefore the Session:1. As instructor, dress appropriately (i.e. no slippers, shorts, revealing

outfits) to command credibility. For clothing, very bright colors are not recommended as this may distract participants from the course material.

2. Arrive well in advance of the participants to check the following room conditions and equipment: Table and chairs sufficient and set up as desired (consider a U-shape for

maximum viewing and interaction). Copies of training schedule and materials. Ensure appropriate air circulation in the room. Refreshments (i.e. drinks, snacks) Test equipment. Overhead projector machine in place and working. (Be

sure the cord is out of the way. Tape it down where people may walk.)

Tips for InstructorsBefore the Session:3. Know your subject thoroughly

Write it out and reduce it to cards Write opening and closing sentences

4. Be conscious of time. Your invitation to the participants should include course duration, as well as, what time the course will start and end. During the training, make sure you are within the time limits of each module.

Tips for Instructors

During discussions:1. Discussions are an important aspect of adult learning; they

encourage involvement and reflection and result in better understanding and retention of information.

2. Give each participant an opportunity to express his or her views, but be sure to keep the discussion on tract. Ask for ideas and offer suggestions- If there is a lull in the discussion, or nobody know what quite to add, you can provide an idea or example of your own.

- There are always some people in a group who seem reluctant to participate. In such cases you might want to draw them out by calling on them by name, asking for their opinion and/or experience, or perhaps asking them to comment on what someone else has said.

Tips for Instructors

During discussions: Maintain or enhance self-esteem. Listen and respond with empathy

- Example: After someone speaks up, you might want to add confidence by saying something like “that’s a good point,” or “good idea!”

3. Check for understanding. Clarify when questions may be asked (either during or after presentation.)

4. Manage time by presenting the agenda beforehand so participants know what to expect. Use a timer to remind or signal you to wind up each session.

Presentation TechniquesUse of Overhead Projector1. Once you focus the projector before participants arrive you should

not have to adjust it again. When you think the machine is in focus, walk to the back of the room and look at the screen to check if the acetates can be seen clearly.

2. While you are teaching, do not stand directly in front of the screen, or the image will be projected on you as well. Stand to one side of it, and do not turn around to look at it.

3. If you wish to point out something on a particular overhead, do so by using a pen or other object to point to the appropriate area on the transparency itself, on the bed of the projector. This will keep you facing the participants, so that your voice can be heard and they are not staring at your back. It will allow you to look down at your Trainer’s Guide, which you should keep open right beside the projector.

Common Trainer ProblemsWhat’s wrong?

No eye contact• Participants feel alone and neglected.• You look scared and uncomfortable.• Students lose trust in the trainer.• You lose credibility and appear dishonest.• No personal connection is made.

They Can’t Hear You• Audiences withdraw when they can’t hear the trainer.• Listening to a trainer speaking too loudly conjures up uncomfortable

childhood memories of being yelled at; it’s demeaning.• When you speak too loudly, you may spit on trainees.• Speaking too loudly or too softly is irritating and interferes with

learning.


This is My Life• You run the risk of entering the Tangent Zone.• Participants perceive your ego to be bigger that Mt. Everest.• Program focus gets lost.• It feels like you’re wasting their time.• Or, may you just like to hear yourself to talk.

Speech Tics• “Speech tics” are annoying to the audience.• Repetitive sounds get old and boring fast.• Trainees get easily distracted.• They will start counting your “speech tics.”• Some people will make fun of you.• You decrease your believability


“Yak Yak Yak”• It’s boring and is guaranteed to put people to sleep.• All the senses are not involved.• This is not interactive.• The learning process is impeded.• It’s unimaginative.

Silly Screw-ups• Your credibility is shot.• You appear absent-minded.• Your organization skills are questioned.• Time is wasted fixing the mistakes.• If the video is wrong, you have to fill that time with something else.


Getting in their Faces• This behavior can be threatening/antagonistic.• Participants may become embarrassed.• It violates their comfort zones.• There is potential for starting fights.• It distracts from what is being said.• You might spit on others and swap germs.• It’s too intimate (and intimidating) for some.

Cutting off Questions• You don’t listen to questions.• You begin to answer questions before askers are finished.• You disregard questions and keep going.


Cutting off Questions (con’t)• You say, “We’ll get to that later.” and hope you will.• You act like their questions are beneath the dignity of an answer.• You tell them to ask questions at the end, and then run out time.

Slideswiping• The overhead projector, as a training tool, is abused.• Participants are likely to go sleep.• Swiping slides is a lazy way to present information.• Retention and application are reduced.


Entering the Tangent Zone• Participants get lost, too.• You appear unorganized.• Confusion reigns and lessons are skewed.• The audience wonders if you have enough material to fill the time.• Participants lose interest.

How to Overcome Stage Fright

1. Plan as if your life depended on it.

2. Get rid of last-minute butterflies.

3. Transform anxiety to excitement.

Other Tips

• Mix your media

• Correlate training with reality

• Have data at your fingertips

• Play-it-by ear

• Keep your sense of humor

Documents

Conducting an Effective Training