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Train The Trainer
Informative Ways to Assist the New Trainer |
GAZ
Training & Development
(editor's note: this is work in progress)
INTRODUCTION
Three things that go into a four-day TTT workshop:
Getting Through the Curriculum.
Proving to yourself that you can do it successfully!
Having Fun!
OBJECTIVES OF THE TRAIN THE TRAINER WORKSHOP
Do a 20 minute presentation on a particular subject that is near and dear to your heart:
- Five minutes for introduction and review
- Ten minutes for content
- Final five minutes for evaluation of objective
LEARNING STYLES: WHAT THE HECK ARE THEY?
Must ID my learning style
ID 3 things that I will do in the future to appeal to other styles
TWO TRADITIONAL MODELS OF LEARNING
i/ Behaviorist
- That strange father of it all, B.F. Skinner
- Contemporary thought describes things in repetitive fashion: S-O-R-C (Stimulus, Organism, Response, Consequence)
- Linear and analytical
ii/ Humanist
- Carl Rogers ("Let's Share"), Abraham Maslow ("How will I get to the Top of the Ladder, when I feel Rung out")
- Motivation relates to Maslow's Hierarchy of Needs (Self Actualization, Recognition/Achievement, Social Affiliation, Security/Safety, Basic/Physical)
- Takes a Systems Approach
ANDROGOGY VS. PEDAGOGY
(Adult vs. Child)
- Sensory input causes chemical reactions in the brain
- Due to aging and experience, we filter info and have built-in resistance to stuff
Questions:
- How does the instructor/me navigate around this?
- How do I increase participant receptivity?
LEVELS OF LEARNING
- Unconsciously Incompetent: 'Ignorance on Fire' : I don't know what I don't know
- Consciously Incompetent: eg. - Learning to Drive - 'I know what I don't know'
- Consciously Competent: 'I know what I know'
- Unconsciously Competent: 'I don't know what I know' (the confident, doesn't know or care why he/she is successful type)
LEARNING STYLE TYPES
Looked at tendencies among the four learning style types:
- Accommodator: Learning games, simulations, active learning
- Assimilator: likes lectures, individual research, case studies
- Converger: Self-paced exercises, hands-on, instructions & documentation
- Diverger: Likes Role Playing, Brainstorming, Team Exercises
SO HOW DO WE DEAL WITH IT?
- Appreciate the diversity
- Have something for everyone
- Remember the way you like to learn dictates the way you like to teach
INCREASING PERFORMANCE
Provide Trainee with:
- Skills & Knowledge: 50% Trainer Responsibility
- Confidence: 50% Trainer Responsibility
- Opportunity to Perform: 50% Company Representative Responsibility
- Supportive Environment/Reinforcement: 50% Company Representative Responsibility
Indicators of bad environment (4): Turnover of Staff
THE FIVE BASIC TRAINER ROLES
- Authority: Agent of Control; Sets Ground Rules Early; Acts as an Evaluator.
- Expert: Lectures; Likes 'Absolutes'; Enjoys Transmitting Facts; Adheres closely to curriculum.
- Ego Ideal (rah-rah!): Enthusiastic; Positive Attitude; Model of Competence; Uses Empathy.
- Person: Casual & Relaxed; Shares personal feelings & interests.
- Facilitator: Questions; Emphasizes coaching; Seeks Trainee Needs; Creates Peer-to-peer xchange
The Facilitator Role is most preferred.
THE EIGHT BASIC TRAINEE ROLES
- Anxious Dependent: Unsure of oneself; unwillingness to work alone; worries about authority; responds well to Person & Facilitator
- Silent: defensive & rebellious; sarcastic & illogical; lashes out & withdrawals. If you know they're coming: be prepared! Speak to sales manager of person; speak directly, asking for input; or have individual sign a 'contract' indicating their responsibilities in training. Employ Facilitator role.
- Independent: experienced; interested & involved; identifies with Trainer; motivated by value of material. Risk: Expert role could be mismanaged (no involvement on part of this type); if Authority used - Trainer credibilityis at risk.
- Discouraged Worker: hardworking; intelligent, but distant; feels like in a no-win situation; responds best with Facilitator, then person, maybe ego-ideal: "What do you think you can do to make a positive experience?"(even Facilitator, then Expert)
- Compliant: New Hires; 'easy' to handle; trusting of authority; best to facilitate with Authority. Risk: sometimes little learning
- Attention Seeker: class clown/comic relief; socially oriented; needs group reinforcement. Risk: distraction can lead to loss of control; best to respond to person 'off-line'.
- Sniper: wants Trainer approval; wants to escape attention; feels vulnerable; shy/introverted. Risk: Trainer may spend too much time in Expert role.
- Hero: War Stories; intelligent; creative & involved; likes to share experiences; can be rebellious...but brings 'New World' to the fold. May want to respond to Authority/Person.