《导师培训课堂PPT》由会员分享，可在线阅读，更多相关《导师培训课堂PPT（31页珍藏版）》请在金锄头文库上搜索。
1、TRAINING the TRAINERAn Infopeople WorkshopCheryl Gouldgouldcinfopeople.orgSpring 20031AgendaPurpose of TrainingQualities of a good trainerNeeds Assessment and ObjectivesDesigning & Developing Training MaterialsDelivery2Why Offer TrainingYour training goals should support the goals of your organizati
2、on overall purpose(s)long range visionsbroad3Purpose of Training is to Produce Change InSkillshow tostepsKnowledgecritical thinkingdecision makingAttitudesethics/valuesbehavior4Skills Required to be a TrainerSubject matter expertiseDesigninstructional designapply learning principlesMaterial producti
3、ongraphics, layout, media creationcomputer experiencePresentationvoice, personality, technical expertise5Personal Qualities to Look For in a TrainerSelf-confidenceAwareness of environmentAbility to build bridgesrelate old to newOrganizational skillsDesire to learnAbility to listenSense of humorCommu
4、nication & theatrical skillsFlexibilityPatienceCool head & warm heart6Training or Teaching?Facilitatoror ExpertReal-Life orTheoreticalActive orPassiveYou do itor Watch Me What would or Heres how to use it. you do?7Training Process: ADDIE Analysisformal/informal needs assessmentdetermine goals & obje
5、ctivesDesigndetermine the contentdetermine delivery methodDevelopmentcreate the materialsImplementdeliver the contentEvaluationresults based on objectives8Why Do A Needs Assessment?1.Find the gap in SKA:SKA = Skills, Knowledge & AttitudeGap = what they know minus what they need to know2.Determine if
6、 training is the answer3.Determine objectives of trainingWhat should they do better to improve job performance or service to the public?9Assessment MethodsInformalobservationpre-class surveysgroup discussionsFormalinterviewstask analysisfocus groupssurveys10Needs Assessment TipsChoose a subgroup if
7、unable to survey allContact those most relevant to the training firstbe careful not to bias inputFocus on participant outcomes after trainingDo mini needs assessment before each training11Objectives (SMART)Specificstate desired results in detailMeasurable (observable)use verbs that describe what tra
8、inees will learnAction describe an action that the trainee will performRealisticachievable Time framehow long will it take the trainees to learn the skill?12EvaluationsEvaluate based on objectivesDid the participants:learn what you had planned?implement what they learned?improve their job performanc
9、e or service to the public?13Considerations for Teaching AdultsAre they READYsufficient skillssee a need to learnHow will it effect their daily job lifepersonal benefitsPractical practicehands-on exercises, real-life scenariosKnowledge sharing/Participationask questionsencourage discussionRelate tra
10、ining to something they know14ReadHear WordsWatch still pictureWatch moving pictureWatch demonstrationDo a site visitDo a dramatic presentationSimulate a real experienceDo the real thingVisualKinesthetic(Experiential)Verbal10% of what they read20% of what they hear30% of what they see50% of what the
11、y hearand see70% of what theysay or write90% of whatthey say asthey do a thing“Cone of Experience” People generally remember:Adapted from Wiman & Meirhenry, .Educational Media, 1960 on Edgar Dale15Design Starts from Your ObjectivesBrainstorm the topicEliminate what isnt necessary to match your needs
12、 assessment and objectives what they already knowmore than they need to know now ;)Consider limitations due tofacilitieslength of trainingdelivery methodhow quickly the training needs to happen 16Options for Sequencing MaterialsStoryboardOutline PowerpointIndex cardsSticky notes17Organizing the Pres
13、entationSet the stageintroductions (you & them)agenda, breaks, bathroomsget “buy-in” by telling them what and whyContentlogically organize the main points (in chunks)add sub-points to each chunkinclude Visual Aids, Exercises, HandoutsEndsummaryquestionsother learning opportunities18For Every ChunkTe
14、ll them what you are going to teach and why they carebig picture/overviewhow it fits into their work life with examplesTeach themshow them howdo an exerciseask/receive questionsGet them to personalize, by having them:say how they will use itconsider pros, cons and barriers19How Much Detail is Needed
15、?It depends!Does the audience need to:have an idea of how to do it?be able to do it?be able to think about it independently?come up with creative solutions?20Methods of Delivering TrainingInstructor-led One-on-oneGroup LectureSelf-pacedDistance-EdWeb tutorialCD-ROM21When to CreateVisual AidsComplex
16、point to be madeTo show process or stepsTo show change over timeMake something stand out22Types of Visual AidsVideos/Audios/SlidesCheat sheets/HandoutsCharts, graphs, diagramsFlip chartsPosters/IllustrationsModels23Design Guidelines for Visual AidsEasy to seeEasy to navigateQuick to scanAccurateRele
17、vantClearComplete (in relation to task)24Its Ok to Have Fun!HumorGamestraining toolIcebreakersintroductionsquestionsMusic25Rehearsing & RevisingTwo purposes of rehearsinglogical order & transitionstimingReviselearn from the rehearsalmake modifications in:chunks & logical ordertransition statementsti
18、mingopportunities for interaction26Delivery TipsMake no assumptionsjargonask dont tellAsk questions you really want an answer tocount to 7Vocal varietyNon-verbals affect communicationtoneappearance appropriate for audience27Managing FearBe preparedknow your presentationrehearseCalm yourselfisometric
19、sdeep breathingTurn your nervousness into energyYou dont have to know everything. Adults like to share what they know28“Its always helpful to learn from your mistakes because then your mistakes are worthwhile” Garry Marshall 29“The better the training goes, the less chance there is that anyone will appreciate the effort that went into it.”Chuck Hodell30个人观点供参考，欢迎讨论
