understanding the training cycle
DESCRIPTION
This short presentation looks at some of the considerations you need to make when designing training sessionsTRANSCRIPT
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The Training Cycle
Making Your Training Sessions More Enjoyable & Effective
MTD Training, 5 Orchard Court, Binley Business Park, Coventry, CV3 2TQWeb: www.mtdtraining.com Phone: 0800 849 6732
Web: www.mtdtraining.com Telephone: 0800 849 6732
The Training Cycle
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Source: Roger Buckley and Jim Caple, The Theory and Practice of Training (Kogan Page, 1995)
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Creating a Safe Learning Environment
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When learners are in a state of relaxed alertness, they are more open to suggestion and can learn more effectively
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The ‘Triune Brain’ Theory
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‘Paleomammalian’ brain processes emotions and
long-term memory
‘Neomammalian’ brain (80% of our brain mass). Deals with complex social
interactions, abstract thought, advanced
intellectual tasks and the generation of ideas
‘Reptilian’ brain responsible for self-
preservation
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How to Create a Safe Learning Environment
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• Encourage positive emotions• Clear and welcoming joining instructions• Warm reception; welcome late comers• Natural lighting; sociable arrangement of comfortable
chairs• Carefully craft introductory session• Ensure purpose is explained at the start of each session• Use icebreaker and/or check-in session• Meditative music during review process
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Learning Outcomes
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should answer three questions
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The Training Cycle
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Source: Roger Buckley and Jim Caple, The Theory and Practice of Training (Kogan Page, 1995)
Web: www.mtdtraining.com Telephone: 0800 849 6732
Kolb’s Learning Cycle
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David A Kolb, Experiential Learning: Experience as the Source of Learning and Development, 1st © 1984. Electronically reproduced by permission of Pearson Education, Inc., Upper Saddle River, New Jersey.
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Kolb’s Learning Cycle
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David A Kolb, Experiential Learning: Experience as the Source of Learning and Development, 1st © 1984. Electronically reproduced by permission of Pearson Education, Inc., Upper Saddle River, New Jersey.
Divergers
AssimilatorsConvergers
Accommodators
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Honey and Mumford’s Learning Styles
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Some Terms
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Sitting still in confined places is one of the worst punishments that can be inflicted on the human
species.
Edward T. Hall cited in Dave Meier, The Accelerated Learning Handbook (McGraw-Hill, 2000), p37.
Yet, this is what we require of students in school.
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Accelerated Learning comprises many core techniques, such as:
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“Knowledge is experience. Everything else is just information.”
Albert Einstein
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Some Tips for Engaging Design...
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total learner involvement
talking aloud
encourage collaboration
among learners
learning maps
story telling
colour
demonstrations
aromas
video clips
energisers
drama
movement
concert review
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% of what we remember when we…
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Summary of research conducted by Dr Vernon Magnesen of the University of Texas, cited in Colin Rose, Master it Faster (The Industrial Society, 2000).
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Four Steps to Effective Learning
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Briefing
Facilitating
Debriefing
Applying
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The Training Cycle
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Source: Roger Buckley and Jim Caple, The Theory and Practice of Training (Kogan Page, 1995)
Web: www.mtdtraining.com Telephone: 0800 849 6732
Check In
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• What has been your best learning experience? (A time when you were fully engaged and you went on to apply the learning with great results. Perhaps you still remember key learnings?)
• And why? Can you trace the effectiveness back to the design?
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Four Corners Review
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The Training Cycle
Source: Roger Buckley and Jim Caple, The Theory and Practice of Training (Kogan Page, 1995)
Web: www.mtdtraining.com Telephone: 0800 849 6732
Check In
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• Think back over the last 2-3 weeks as you have been crafting the design of your training programme.
• Can you recall a moment that put a smile on your face? Perhaps it was a pleasant surprise? Or something you found funny?
• Perhaps it was a eureka moment? Or perhaps it was a moment of satisfaction when it all came together for you.
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The Training Cycle
Source: Roger Buckley and Jim Caple, The Theory and Practice of Training (Kogan Page, 1995)
Web: www.mtdtraining.com Telephone: 0800 849 6732
Purpose of Evaluation
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Kirkpatrick’s Four Levels of Evaluation
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Kirkpatrick’s Four Levels of Evaluation
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• What has been learned?
• Have the new skills, knowledge, attitudes been applied?
• Are the learners satisfied?
• What are the business improvements on the bottom line?
4. Results 1. Reaction
2. Learning
3. Transfer
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Evaluation Methods
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• Feedback form• One-to-one discussions• Individual performance review meetings• Item on agenda at next team meeting• Improvement in individual, team or
organisational performance• 360 degree feedback• Focus group
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That’s All Folks!
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