Training Skills

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Training Skills

• Roles of a Trainer
• What a Trainer Should Do Well
• Feedback Evaluation

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Your Roles as a Trainer
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Planning Role

• designs the learning experience

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Expert Role

• transmits information

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Instructor

• directs the learning situation

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Facilitator

• Helps the group to get to an agreed endpoint and
  helps learning take place

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Resource Person

• Provides materials information

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Model Role

• Models or influences behavior values

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Co-Learner

• learns along side the trainee

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What a Trainer Should Do Well

• Understands basic teaching methods and applies
  this knowledge
• Communicating
• Facilitating
• Presenting (separate sessions)

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Communication

• Communication is an exchange, not just a give,
• as all parties must participate to complete the
• information exchange.

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The Interpersonal Gap Model
As observable actions
Pass through filters and are transformed Into
Pass through filters and are transformed Into
As private intentions
Bs private interpretations
Based on the work of John Wallen, PhD.
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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
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• exercise

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Why do we listen badly?

• Lack of interest
• Criticising speakers delivery
• Boring subject, prejudices
• Too long
• 100 things to do
• Hunger, or some other discomfort
• Distractions/noisy environment

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Your Communication Style

• To use your communication style better, or to
  adapt it to different audiences,
• understand your style and its impact

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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)

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Styles Available to a Facilitator

• Authoritative
• Directing
• Informing
• Confronting

• Facilitative
• Releasing tension
• Eliciting
• Supporting

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Questioning

• Facilitator uses questions to help a group
  identify, explore, clarify and develop their
  understanding, and also help them decide what to
  do

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Understanding Group Dynamics

• Joharis Window

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Johari Window
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Increasing Open Area thru Feedback
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initial stage
OPEN 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                             ---gt Ask for Feedback \/ Disclose and Tell about Self in Public BLIND
HIDDEN UNKNOWN
Figure 2 Large Green Window Pane
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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

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The Complainer

• Continually finds fault with everything
• Is not a problem solver, but a problem seeker

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The Silent One

• Reluctant to participate

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The Hostile One

• Makes confrontational remarks
• Attacks (verbal) other participants or the
  facilitator

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The Negative One

• Dwells on complications, problems
• Avoids finding solutions or positive points

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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

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The Prisoner

• Unhappy
• Restless
• In the session against their will

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Feedback and Evaluation
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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
Results
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Level of Results
Levels Description Result
I Reaction What is the participants response to the training? Output
II Learning What did the participant learn? Output
III Behaviour Change Did the participants learning affect their behaviour? Outcomes
IV Organizational Performance Did participants behaviour changes affect the organization? Outcomes
V Return on Investment Impact
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Measures
Levels Description Measure
I Reaction Satisfaction or happiness
II Learning Knowledge or skills acquired
III Behaviour Change Transfer of learning to workplace
IV Organizational Performance Transfer or impact on society
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Evaluation Tools

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

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SIAPs Evaluation Framework
CoursePlan
CourseEvaluation
Diagnostic Test
Grading Sheet
Pre-Course Expectation
After-Course Evaluation