Learning and Development (Part One)

After a long (half) day of mugging in hall, i was so so drained.. learning and development..

strategic training
knowledge sharing and capturing, intellectual capital

learning theory
needs theory, goal setting theory, information processing theory, expectancy theory, adult learning theory (andragogy), social learning theory

training needs assessment
organisation analysis (strategic intent, resources and managerial/peer support), person analysis (basic skills, input, output, consequences and feedback) and task analysis (frequency, importance, difficulty). TNA is the first step to training.. without a proper TNA done, organisation might be wasting resources to training which in fact the problem could not be resolved by training.. :p

training design and admin alot to be written... dont intend to write.. haha =)

training delivery (tranditional)
starts and ends with a BANG, be attention grabbing, bang NOT equal to being a clown, bang in a professional manner

understanding what is the gap which renders attention of training, is there a need, even when there is no want..

teaching and leanring - it is a two way communication between trainer and trainees.. learn best by doing.. (problem/issue-based action learning) , recap (tell them what you told them) through quizzes & competition among teams

FLIP Chart Writing
Attractive (colours)
BIG and Bold --> within 10m to be legible
CAPITALIZE keywords and Careful small..

FLICK your transpencies
Frame
Letter - Large and legible Title: 1-2cm and text: 0.5 - 1cm
Image, icon or illustration
Colours
KISS (keep it short and simple) - per slide 6 lines with no more than 6 words per line

Hearing
Appropriate audio could greatly enhance memory (keeps heartbeats at 60 beats/min) and made the participants feel more relaxed..

Feeling (Memory Hook)
Analogy
Metaphor
Parables (my Lord is very pro in using this in the Gospels) keke

PERFORMANCE (don't act)
Be yourself @ a little more exaggerated fashion
PAMPERS your audience with your VOICE
Project
Articulate
Moderate
Pronounce
Enunciate
Repeat (shown to be very useful - don't be afraid that pple will be bored - they will rem better!)
Speed (Speed UP to EXCITE and slow down to dramatise)

Attention Seeking
Be a LIGHTHHOUSE and scrutinise everyone with eye contacts... making people difficult to fall asleep!

Facing Challenges
Always take a step back to reflect when you're challenged
Don't fall into emotion hijack and deflect the challenges to others and use peer pressure to tone the problematic participant.. he/she will tone down.. always take a helicopter view in the challenge (look at big picture)

Training is a GIFT to all
Make your training a gift, a pleasant gift for all who came.. Always ends with a Positive, Short and Sweet closing.. Make everyone feels good and that their time with you is not wasted..

Keep smiling!

Stay back a little longer to answer queries and exchange business cards.. ")


Source: Employer Training and Development 3rd Ed, Raymond A. Noe, McGraw Hills

NOTE: NOT all performance problems would be solved by training.. training is effective in equipping job incumbents with knowledge, skills and abilities, other performance issues related to motivations, could not be easily resolved by training alone.

Hope you've a gd take away...

God bless you!