Adult Learning How to Maximize

“Train the Trainer” Approach for

Long Term Sustainable Results

Agenda • Maximizing Training Impact

– Behavior Change vs. Skill Enhancement • Benefits/Challenges of Various Training Resources

– External Facilitators – Internal Trainers (Train the trainer) – Subject Matter Experts (SMEs)

• Adult Learning Principles • Keys to Long Term Sustainment of Results

Research Ebbinghaus & Goddard Findings:

The Forgetting Curve People forget 75% of the information they

receive in a training event within 48 hours if they do not immediately apply what they learned and receive coaching or feedback.

What Typically Happens…

P E F O R M A N C E

I M P R O V E M E N T

SEMINAR WEEK 2 WEEK 4 WEEK 6 WEEK 8 WEEK 9 - MONTH 9 MONTH 10 - 12

Methodology: Behavior Change

How We Get Results…

Behavior Change

? What is the difference between

– inspiring someone – and encouraging, empowering, or

assisting them?

. X

. . .

. . .

.

Expanding Belief Boundaries

. X

. . .

. . .

. Actions Feelings

Behaviors Abilities

. .

. . . .

. Expanding Belief Boundaries

. . . .

. . .

. Actions Feelings

Behaviors Abilities

. .

. . .

.

. . .

Expanding Belief Boundaries

12

15% 85%

Attitudes, Values and Beliefs

Product Knowledge & Technical Skills

Addresses Attitudes & Skills

Facilitator Certification

Launch Seminar

Follow-up Sessions

Scheduled Refreshers

Ongoing Coaching

Preparation

&

Build Buy in

1. Set goals beyond their current belief barriers – their paradigm’s edge.

2. Intentionally step into the area of discomfort.

3. Use the outcome to build belief. - Nothing builds belief like success - Treat failure as learning

People Grow Through

Follow-Up Learning

1. Structured Follow-Up for Accountability

2. Leaders/Managers Actively Engaged

3. Affects Attitudes in Addition to Skills

Why the Process Works

External Facilitators • Benefits

– Highly qualified – Knowledge of content – Limited internal resource prep required

• Challenges – Ongoing cost can be challenge to

sustainment – Potential buy-in challenge, lack of ownership

Train the Trainer • Benefits

– Knowledge of internal culture – Opportunity to ‘make it your own’ – Better sustainment

• Train new hires • Provide refreshers

• Challenges – Time resource commitment – Potential trainer turnover – Choosing quality certification

Subject Matter Experts (SMEs)

• Who are good candidates? • What qualifications do they need? • How to build buy-in for support • Quality certification is key

– Facilitation focus vs. training expert

Cone of Learning Learners retain: • 10% of what they read • 20% of what they hear • 30% of what they see • 50% of what they see and

hear together • 70% of what they say or

repeat • 90% of what they say, while

doing what they are talking about. (Hear, See, Say, Do, Teach others)

Learning Retention

• Hear it • See it • Say it • Do it • Teach others

Tips Related to Adult Learning • Establish a climate conducive to learning. • Design training to be approximately 1/3

presentation and 2/3 application and feedback.

Adult Learners • Commit to learning when

the goals and objectives are considered realistic and important.

• Want to be the origin of their own learning.

• Need concrete experiences to apply learning in real work.

• Need feedback.

Key Principles of Adult Learning • Learners need to

know: – Why, what, how? – Self-concept of the

learner: • Self directed and

autonomous.

– Prior experience of the learner:

• Resources, mental models.

Key Principles (cont.) • Readiness to learn:

– Life related, developmental tasks.

• Orientation to learning: – Problem centered,

contextual. • Motivation to learn:

– Internal, personal payoff, intrinsic value.

Group Activity

Considerations For Adult Learners Small group activities

provide learners an opportunity to share, reflect and generalize their learning experiences.

Preparing for Instruction

Primary Steps: Preparation Presentation Application Evaluation

Preparation - Instructor • Know the topic and

your capabilities. • Determine the best

way to present the information. – Demonstration,

Illustration, Lecture • Divide the lesson into

manageable parts. • Be on time.

Preparation - Students • Put the students at ease • Help them be part of the class • Explain unclear or complex information in detail • Motivate • Outline the Day

Motivation • Demonstrate enthusiasm • Require good

performance • Promote achievement

and success • Provide relevancy • Use positive

reinforcement • Correct with sensitivity

and empathy • Encourage, Encourage,

Encourage

Preparing For Presentations

• Plan a 2:1 ratio of preparation to presentation for new classes.

• Research and plan presentations. • Rehearse presentations. • Don’t confuse students by presenting too

many facts. • Check learning frequently.

Instructor Competencies • A desire to teach • Mastery of teaching

technique • Competence in the

subject • Ingenuity and

creativity • Ability to self

evaluate

Good Instructor Qualities • Set the “tone” of the

class • Demonstrate

professionalism • Create a learning

environment • Assess class timing • Avoid obstacles to

effective learning

Mistakes An Instructor Must Avoid

• Do not pretend to know all the answers. • Information must be based on fact. • Do not promise to find an answer then fail

to do so. • If there is no exact answer, inform the

students.

Effective Trainer Behaviors

• Effective Trainers are: – Prepared – Energetic – Sensitive – A role model

• Use humor • Share leadership

Key Points For Adult Training

• Must be relevant.

• Should be of immediate use.

• Most important resource in the training is the student.

• Must focus at all times on the learner.

Module 2 – Slide 34

Application Focus on real world

problems. Relate learning to

participants goal. Allow debate and

challenge of ideas. Encourage participants to

be resources to you and to each other.

Long Term Sustainment of Results

Sustainment Best Practices • Walk the talk (management participation) • Executive advocate • Ongoing training plan and support

– New Hires – Refreshers – Avoid flavor of the month – Clarify transference of learning across

products/services

Sustainment Best Practices • Build Accountability

– Performance Appraisals – Mystery Shops – LMS Systems

• Do your due diligence thoroughly up-front – Aim for a true philosophy fit

• Achieving Breakthrough Business Results: – Measurably Impact Sales and Service Results – Improve Member Retention and Loyalty – Increase Employee Productivity and Retention

• Four Decades of Experience • Founded by Ron Willingham

– Author of “Integrity Selling” & 10 other books • Allied Solutions Affiliate since 2007 • By the Numbers:

– Over 2,000 Client Organizations Worldwide • 300+ Financial Services Organizations

– 166 Credit Unions

FOR MORE INFORMATION CONTACT JULIEANN.WESSINGER@ALLIEDSOLUTIONS.NET (813) 546-0892

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