train the trainers

TRAIN THE TRAINERSProgram

By

K. M. HASAN RIPONDeputy Director, BSDI

INTRODUCTIONS ( 2 Minutes Each)

1.Work in Pairs

2.Find Out your partners

Education

Experience

Hobbies & Interest

Family

What are the expectations of this training

Training

To bring a person to a desired standard of practice through instruction

Learning

To gain Knowledge or Skills through study, experience or by being taught

In Training

A Learning need’s is a gap between

Actual performance and

Desired Performance

in terms of knowledge, skills or attitude

Honey & Mumfordfour learning styles

The ACTIVIST?Experience

The Pragmatist?

Plans

The Reflector?

Thinks

The Theorist?Theorize

Your Learning Styles

THE ACTIVISTPreference is to learn by trial and error, by having a go, accepting challenge and taking risk

THE PRAGMATISTPreference is to learn by debating the practicalities andQuestioning others to arrive at a realistic approach

THE REFLECTORPreference is to learn by listening and watching the effortsOf others and learning by copying their skills and behavior

THE THEORISTPreference is to learn by questioning, analyzing and readingto arrive at their version of the best way

HONEY & MUMFORD4 types of learners

Syndicate Exercise

THE LEARNING CYCLE

Learners are given the opportunity to

consolidate learning

Learners are interested and

motivated

Learners acquire information

Learners assimilate information

Learners develop information

THE LEARNING PROCESSLearners are given the opportunity to

consolidate learning

Learners are interested and

motivated

Learners acquire information

Learners assimilate information

Learners develop information

Ask Questions to consolidate& test, Use quizzes, handouts &

questionnaire

Create interest, reason for learning, define need, define

objectives

Logical Visual Aid Exercise

Asking Questions, group Exercises Discussion

Asking Questions, building on questions practice

COGNITIVE -

How do People LearnThree Learning Domain

Knowledge Development

AFFECTIVE - Attitudinal Development

PSYCHOMOTOR - Physical Skills Development

HOW DO PEOPLE LEARN?

People learn in many different ways.

Identify some ways-

THE FIVE SENSES OF LEARNING

LEARNING BY SENSES

5 Senses by which we learn

Knowledge

Physical Skills

Vision Hearing Feeling Smell/Taste

70% 25% 4% 1%

Vision Hearing Feeling Smell/Taste

23% 10% 64% 3%

I HEAR …. I FORGET

I SEE I ……REMEMBER

I DO ……….. UNDERSTAND

We learn something from what we hear

We learn more from what we see

We learn most from what we do

AIMS & OBJECTIVESDEFINITION

DEFINITION OF AIM:An OVERALL GOALS which can be achieved Through a range of different activities

DEFINITION OF OBJECTIVE:A SPECIFIC STATEMENT of the desired outcomes

INSTRUCTIONAL OBJECTIVE

INSTRUCTIONAL OBJECTIVE

A statement of the desired outcome of a learning event, which Clearly states what the learner will be able to do as a result of the training

LEARNING OBJECTIVE

It is about the learner and what it is specifically that they need to develop in terms of their knowledge, skills and attitude. It is usually set by the person who needs to learn and agreed with the trainer

WHY WE START WITH AN

INSTRUCTIONAL OBJECTIVE

IF YOU DON’T KNOW WHERE YOU ARE GOING,

YOU WON’T GET THERE-BUT IF BY CHANCE

YOU DO, YOU WON’T KNOW YOU ARE THERE

BECAUSE YOU DIDN’T KNOW WHERE YOU

WERE GOING!

WHY WRITE AN

INSTRUCTIONAL OBJECTIVE

------------------------ We need to know precisely what our learners will be able to do as a result of the learning event

------------------------They will help us to stay on track and not get lost

-------------------------We can check how successful the learning event has be

STRUCTURING

LEARNING EVENT

OBJECTIVES:At the end of this session you will be able to

•Explain why we have a structure for a learning event•Name the 3 phase of a structured learning event and explain why each phase is necessary in the structure for effective learning•Explain the 5 components of the first phase

LEARNING EVENT NEED

A solid structure to build learning comprising of :

A beginning to catch attention

A developed story that delivers what was

promised

An ending which ties up loose ends and rounds

off the experience

THREE STAGES OF A

LEARNING EVENT

One to one Training

I = INTRODUCTION

D = EVELOPMENT

C = ONSOLIDATION

INTRODUCTION TO A

LEARNING EVENT

I = NTEREST

N = EED

T = ITLE

R = ANGE

O = BJECTIVE

DEVELOPMENT TO A

LEARNING EVENTMUSTInformation that must be covered in order to achieve our objective

SHOULDInformation that should be covered to future develop the key points and improve the level of understanding

COULDAdditional information that you could give that would enhance the learning or add background information, but not key points

CONSOLIDATION TO A

LEARNING EVENT

Trainer Must Know the

O = UTCOMES

F = EEDBACK

F = UTURE / LINK

SEE U ON THE NEXT DAY ON

THE SAME TIME, SAME ROOM