1 training skills roles of a trainer what a trainer should do well feedback & evaluation

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1 Training Skills Roles of a Trainer What a Trainer Should Do Well Feedback & Evaluation

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1

Training Skills

• Roles of a Trainer• What a Trainer Should Do Well• Feedback & Evaluation

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Your Roles as a Trainer

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Planning Role

• designs the learning experience

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Expert Role

• transmits information

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Instructor

• directs the learning situation

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Facilitator

• Helps the group to get to an agreed endpoint and helps learning take place

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Resource Person

• Provides materials & information

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Model Role

• Models or influences behavior & values

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Co-Learner

• learns along side the trainee

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What a Trainer Should Do Well

• Understands basic teaching methods and applies this knowledge

• Communicating• Facilitating• Presenting (separate sessions)

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Communication

“Communication is an exchange, not just a give, as all parties must participate to complete the information exchange.”

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The Interpersonal Gap Model*

A’s private intentions

A’s observable

actions

B’s private interpretations

*Based on the work of John Wallen, PhD.

Pass through filters and are transformed

Into…

Pass through filters and are transformed

Into…

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Age Birth Order

Gender

Marital Status

Religion

Organizational Role

EducationWork Background

Income

Family Norms

What are YOUR filters?

Ethnicity

Physical Abilities

Values

Sexual Orientation

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• exercise

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Why do we listen badly?

• Lack of interest • Criticising speaker’s delivery• Boring subject, prejudices• Too long• 100 things to do• Hunger, or some other discomfort• Distractions/noisy environment

Your Communication Style

To use your communication style better, or to adapt it to different audiences,

understand your style and its impact

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Who is a Facilitator?

• A person who helps a group to work together in a collaborative way, by focusing on the process of how the group members work together

• Helps the group to get to an agreed endpoint and helps learning take place (both for the group and for individuals within it)

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Styles Available to a Facilitator

Authoritative • Directing• Informing• Confronting

Facilitative• Releasing tension• Eliciting• Supporting

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Questioning

• Facilitator uses questions to help a group identify, explore, clarify and develop their understanding, and also help them decide what to do

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Understanding Group Dynamics

Johari’s Window

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Johari Window

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Increasing Open Area thru Feedback

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initial stage

OPEN BLIND

HIDDEN UNKNOWN

Figure 1: Small Green Window Pane

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application in leadership

• To expand Leadership (Green area) you have the Red and Yellow Pills to offer

• The Red Pill is disclosure and the Yellow pill is willingness to take in feedback.

• Leaders who do not disclose and do not take feedback, do not make very effective leaders.

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OPEN

                            ---> Ask for Feedback||\/

Disclose and Tell about Self in Public

BLIND

HIDDENUNKNOW

N

Figure 2: Large Green Window Pane

improved stage

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What Type of Trainee are You?

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The Monopolizer

• Takes up all the time with their own issues, making it difficult for others to participate

• Interrupts, fails to listen and generally dominates discussions

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The Complainer

• Continually finds fault with everything

• Is not a problem solver, but a problem seeker

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The Silent One

• Reluctant to participate

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The Hostile One

• Makes confrontational remarks

• Attacks (verbal) other participants or the facilitator

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The Negative One

• Dwells on complications, problems

• Avoids finding solutions or positive points

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The Dominator

• Think they have all the answers, want to control the discussion

• Think they are superior to everyone else.

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The Whisperer-Conspirator

• Has private conversations while the facilitator or others are speaking.

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The Clown

• Uses humour to distract or put down others

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The Prisoner

• Unhappy• Restless• In the session against their will

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Feedback and Evaluation

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What is it?Why do we do it?

Feedback

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(Formal) Evaluation

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Results-Based Learning

Inputs Activities Outputs Outcomes Impact

Efficiency Effectiveness

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Level of ResultsLevels Description ResultI Reaction: What is the participant’s

response to the training?Output

II Learning: What did the participant learn?

Output

III Behaviour Change: Did the participant’s learning affect their behaviour?

Outcomes

IV Organizational Performance: Did participant’s behaviour changes affect the organization?

Outcomes

V Return on Investment Impact

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Measures …

Levels Description Measure

I Reaction Satisfaction or happiness

II Learning Knowledge or skills acquired

III Behaviour Change Transfer of learning to workplace

IV Organizational Performance Transfer or impact on society

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Evaluation Tools

• Daily Feedback• Session Feedback• End-of-Course Evaluation• Post-course Evaluation• Research

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UNITED NATIONS SIAPUNITED NATIONS SIAP

PARTICIPANTSPARTICIPANTS

SIAP’s Evaluation Framework

CoursePlan

DiagnosticTest

Grading Sheet

Topics/LessonsTopics/LessonsTopics/Lessons

Topics/LessonsTopics/Lessons

Exams/TestsExams/TestsExams/Tests

Pre-CourseExpectation

After-CourseEvaluation

EvaluationForms

CourseEvaluation

Directives forTraining Organization

Education Strategy

GOVERNING COUNCILGOVERNING COUNCIL

Program ofCourses

ProgramEvaluation

StrategyEvaluation

StrategicPlan

AlumniSurvey

Clients Survey

Course InfoRequest

SENDING NATIONAL STATISTICAL ORGANIZATIONSSENDING NATIONAL STATISTICAL ORGANIZATIONS