Next week, we kick off our 20th annual Creative Training Techniques conference. It's exciting to realize the 20th anniversary of this learning conference where the learner is the focus and interaction is key!
If you won't be joining us, I encourage you to follow the learning highlights on Twitter. We'll be using the hash tag #2013bpg.
This year’s theme is the Pike Cup Challenge which reminds us of everything we need to pay attention to in our organizations—from honing individual skills to performing proficiently as a team. Teamwork is critical to success in sports. While many sports have what they call their “franchise players,” those superstars still need to be surrounded by team members of incredible expertise. For the team to play and succeed at the highest level each person must perform their role with mastery. Sometimes you will act as a trainer or designer, sometimes as a consultant or coach. And while sports of every kind are classified as games (and you can expect to have fun), at the professional level, performing well pays off financially.
So, even from a distance, let us help you become a team player with incredible expertise and mastery with our learning tips. Following are some of the great tips shared during past conferences on Twitter. You can follow us on Twitter here.
People, even execs, love to play, they're competitive--but you need to show them the value, application to activity. ~ Doug McCallum
For excellent meetings: at the end, clarify action items (who does what, when), set the next meeting with preliminary agenda, evaluate the meeting, and close with impact. ~Rich Meiss
For excellent meetings: prepare and send agenda in advance, arrive early and set up room, materials. ~Meiss
After training, it's not the trainer's responsibility to measure changed behaviors. That's the manager's job.
Don't train for every eventuality--train to what happens 80% of the time and point them to contact for the other 20%.
If you want an attitude to change through training, lead with an experience that makes them feel what you want them to feel.
ROI levels of evaluation (Kirkpatrick) do not need to be done in order. If we design effectively, we can start at 4. [Marc Ratcliffe, or @MRWED_CEO on Twitter, was an attendee at this year’s conference. He talks about Kirkpatrick’s Four Levels were never intended to used in this order. His thoughts are here: http://bit.ly/pAwl8N.]
ROI myth: ROI PROVES the value of training. It doesn't prove, but it helps provide supporting evidence.
ROI truth: ROI can provide data to help influence future success.
Power of listening: if everyone is listening to the same story, why do they "remember" details differently?
ROI truth: a short course should have an evaluation, even if it's only 3 questions long.
Evaluation should be part of course design--NOT an afterthought! @senebo
Storyboarding is a good process to use when rolling out a new product or you need buy-in from multiple parties in an organization.
Principles of Universal Design for Learning--access to learning for all bit.ly/fJkyYA
Accessible training: Be visual and oral when presenting information. Give clear, specific directions (“In my hand, I have 100 pennies which I will place in a 10x10 foot-space on the floor,” not “I’ll drop these on the floor.”)
Definition of “disability”: the OUTCOME of an interaction between persons with impairment and environment/attitudinal barriers they face.
