How Managers Can Use Experiential Approach to Make Training Really Work
You know that people learn best by doing.
And most training programs conducted by managers do not work because they usually resort to data dumping. The usual excuse is that managers are not “trainers” and therefore have no other choice but to leave training to HR, the training department, or God-sent trainers from outside.
Let’s say goodbye to excuses. Enabling people is a competence that every manager must master. One of the more effective ways of enabling people is by classroom training.
But not just any kind of classroom training. You can make your learning faster and better by making your classroom training important.
And Jef Menguin, yours truly, can help you.
• You will incorporate active learning into your training efforts. In this workshop, I will show you a number of ways (there are a thousand more ways, which because of time limit, we can explore all) you can apply.
• For example, in this workshop I will teach you a number of ways to open your training programs. You can make your opening very interesting and relevant. You do not want your participants to believe that you are bringing them to another boring classroom training.
• You will learn how to obtain participation. I know some speakers will make you tap the shoulder of the person next to you. That’s not the kind of participation that you will learn. By participation, I mean engagement and you will learn many ways to engage your adult learners.
• You can teach information without lecturing. Frankly, lecture is okay if you have a very limited time and you are teaching simple instructions. But why not make your information digestable and sticky at at the same time? You can teach simple and complicated information by allowing people to do learn by themselves. I will make you experience this in this workshop.
• You will also learn how to sequence learning activities to achieve an effective mix and flow. You can design on the fly when you know your audience and what they need. You can be both creative and logical in designing your programs.
• And most importantly, you will learn in this workshop how to end your program on a high note. Every closing of your program will logically lead your participants to the next step – application of learning.
That’s not all, of course.
• In addition, you will learn how to incorporate more activity, variety, and direction into your training efforts—from the beginning of a program to its conclusion.
Learning by Doing is good suitable for managers who do not have previous background in training. It is also good for beginning and experienced instructors.
I will give you several case examples of the techniques presented. You will also have many opportunities to apply these techniques to the subject matter you teach.
I suggest you bring some of the materials you use for training your people. You can use them during the training program.