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Basics in Training Facilitation

What do I need to know

Vilanova, October 2015

Non-Formal Education

• Learner centered• Flexible and adaptable• Inclusive• Planned and evaluated• Voluntary

Educational Activities

• Training courses• Seminars• Planning workshops• Study visits• Conferences• …

General Considerations

• Community needs• Personal motivation & organizational aims• Training aims and objectives• Resources• Profile of participants (needs assessment)

Trainee Centred Approach

Considerations:- Participants needs and expectations - Recognition of participants` prior knowledge- Responsibility for the learning process- Group size and development - Use of environment, space and resources of the

group- Structure and flexibility in the implementation- Time planning

Groups & Participation

Learning Styles - SAVI

SOMATIC LEARNING: learning by moving and doing

AUDITORY LEARNING: learning by talking and hearing

VISUAL LEARNING: learning by observing and imagery

INTELLECTUAL LEARNING: learning by problem solving and reflection

Type of Learners

• Pragmatist• Activist• Reflector• Theorist

Training Logic

• Learning Outcomes• What do we want to achieve?

• Training Strategy• Which logic/ red line do we follow?

• Methodology• Which educational approach do we use?

• Method• Which concrete activity do we use?

Training Strategy

Consider• Topic• Group (We)• Individuals (I)

Programme Flow

Method

• Debate• Exercise• Simulation• Discussion• Buzz-groups• Brainstorming

• Case study• Forum Theatre• Role play• Energiser• Name games• …

Method Selection

Method Selection

– Be confident and convinced about the method

– Have experienced the method fully

– Be able to anticipate the outcomes but also deal with unexpected

ones

– Try not to use methods that might cause feelings in participants or

the group which cannot be dealt with during the learning activity

– Accept that some people may not wish to participate in a particular

exercise

– Have a carefully worked out strategy for debriefing and feedback,

which can also be adapted to deal with unexpected outcomes

Session Structure

1. Opening >> Session Context2. Energiser3. Core Activity incl. debriefing

• Group work• Exercise• Simulation• …

4. Input5. Closing >> Session Context

Evaluation

Ex-ante evaluation: after identifying the training needs and designing the training program for the activity. (e.g. application forms, questionnaires, etc.)

Ongoing evaluation: during the training activity. (e.g. daily evaluation groups, mid-term evaluation, oral and written feedback from participants, etc.)

Terminal (final) evaluation: at the very end of the training activity. (e.g. evaluation questionnaires, oral evaluation, visual evaluation etc)

Ex-post evaluation: at least 6 months after the activity. (e.g. evaluation questionnaire, assessment of entire organisations etc.).

Interesting Questions

Team and participants:– How important is it to spend time with the participants during their

social time? How much time should be spent with participants?

– How do we deal with participants’ feedback about the course? How important are their interests and opinions in relation to the priorities set by the team?

– How much responsibility for the program and the course do we want to hand over to the participants?

– What do we consider a ‘professional relationship’ between participants and trainers?

– To what extent do we need to agree on these questions?

Questions? Comments?