welcome and namaste in training methods and interactive lecture method

Welcome and Namaste

InTraining methods and Interactive Lecture Method

Reflection On

Our understanding

Agenda Understanding Training Methods

Tips on Training Methods & Techniques

Lecture Method in Training: Rational

Factors to consider while design Lecture

Advantage Vs Disadvantage

Same stuff Different Day

Self-Check

• Identify a skill which you think you are really good at. (Skill A)

• Identify a skill which you think you are not very good at. (Skill B)

• How do you know that you are good at performing skill A?

• How do you know that you are not good at performing skill B?

Awareness & CompetenceSelf-Awareness

Low High

Low Unconscious Incompetence

Conscious Incompetence

High Unconscious Competence

Conscious Competence

Competence

1

3

2

4

Training Methods

We Learn

1% through taste1.5% through touch 3.5% through smell 11% through hearing83% through sight

We Remember

10% of what we read20% of what we hear30% of what we see50% of what we see and hear 80% of what we say 90% of what we say as we act

Types of Training Methods & Features

Participative Non-participativeLearner centered Trainer centered

Learning situation controlled by the learner

Learning situation controlled by the trainer

Ownership and commitment to learning

Lacks ownership and commitment

Learner as a “active” member

Learner as a “passive” member

Trainer as facilitator Trainer as a provider

Training Methods: Some examples

Participative Non-participative

Games, case studies Lecture

Brain storming AV: film, ….

Demonstrations , Role play Programmed instructions: Computer, TV assisted,……

Buzz group discussions

Syndicate discussions

10

Factors Affecting: Choice of the Training Methods

Human FactorTrainer and his skillsParticipants

ObjectivesKnowledgeSkillsAttitudes

Subject AreaSpecific SubjectInter-disciplinary Problems

ResourcesTimeFinanceTraining Facilities

Training Objectives (KSA) and Methods

Knowledge Skills Attitudes Lectures Role play Games

Story telling Games Demonstration

Discussion Lab work Films

Assignments Case study Role play

Book reading Workshops Lab work

Tips on selecting Training Methods (CAP-US)

Apply always a combination of techniques Active participation of trainees should be

encouraged as much as possible: participative training

Understanding basics and relations of the course subjects are more important than learning facts

Select a combination of techniques which is 'suitable' for both trainers as well as participants

InteractiveLecture

Demonstration

Small Group Activity/Discussion

Case Study

Role Play

Brain stormingQ/A

&Experience

Sharing

Adul

t edu

catio

nVo

catio

nal t

rain

ing

Case

-bas

ed le

arni

ng

E

-lear

ning

Types of Training Techniques

‘Traditional’ lectureClass discussion

Group discussionPractical exercise

Project workSelf learning

Interactive Lecture Method Advantages :

a quick and simple way to provide information to large groups. 

rather inexpensive when compared to the other forms of training

allows for the giving and taking of questions

Lecture• Convey information, theories or principles• Depends on trainer for content

Uses Introduce a subject Bring Facts/statistics Overview Large groups

Keep It Simple and Short

Demonstration• Show and explain an activity • Provides a model• Learn by doing

Uses Model a behaviour Illustrate points Create a visual impact

Small Group Activity / Discussion(Buzz OR Syndicate)

• Learners share their own experience• 4- 8 participants in a group• Involve all participants

Uses Planning / problem solving In-depth exploration Learn from each other Practice new skills

Case Study

• Analysis of a hypothetical but realistic situation

• No “right answers”• Participant devises his/her own

solution

Uses Discuss typical situations Recognize multiple approaches Safe environment

Role-Play• Participants act out a hypothetical situation• Everyone becomes part of the scenario• Participants bring their own experience to role

Uses Skill building Affects feelings and attitudes Rehearsal preview Pushes for new solutions

Uses Relaxed, informal approach to problem solving Sharing of learning & experiences Creates new ideas Motivates and develops teams Checking the understanding of participants

Brainstorming• For a group or individual creativity technique • Efforts are made to find a conclusion• For a specific problem by gathering a list of ideas• Spontaneously contributed by its member(s).

Interactive Lecture• Provide knowledge;• General idea of the scope and

content of subject;• Stimulate interest in a subject or

thought;• Persuade people of their own

capacity to understood or enjoy;• Provide an aesthetically stimulating

experiences.

Applying Principles of Adult Learning and Retention

Recall: Principles of Adult LearningLearning Styles, Communication Styles

RAMP 2 FAMER RecencyA AppropriatenessM MotivationP Primacy2 2-way communicationF FeedbackA Active LearningM Multi-sense learningE Exercise

31

RecencyThings that are learned last are best remembered

Summarize frequently Plan review sections Divide subject into mini-topics of about 20 minutes in

length

AppropriatenessAll information, training aids, case studies, etc must be appropriate to participant’s needs

Clearly identify a need Use descriptions, examples or illustrations that the

participants are familiar with

MotivationParticipants must want to learn, must be ready to learn, must have some reason to learn

Presenter must also be motivated Identify a need for the participants Move from the known to the unknown

Primacy

Things learned first are learnt best Short presentations Interesting beginning Updates on direction and progress of learning Get things right the first time

2-way communication

Communicate with participants Include interactive activities in sessions plan Match body language with verbal message

FeedbackTrainer and trainee need information from each other

Include feedback activities (e.g., questions; tests) in sessions plan

Give feedback on performance immediately Positive and negative feedback Acknowledge good work (positive reinforcement)

Active learningParticipants learn more when they are actively involved in the learning process

Use practical exercises Use questions Get the participants to DO it

Multiple-sense learningLearning is more effective if participants use more than one of five senses

Tell AND show

I see and I forgetI hear and I rememberI do and I understand.

Confucius a. 450 BC

ExerciseThings that are repeated are best remembered

Hear, see, practice, practice Frequent questions Frequent recall Give exercises

Advantages Disadvantages

• Most economical. Particularly useful when there are many people to be trained, and scarce training resources available for instruction.

• Trainer is in complete control of time, material and presentation. Thus, more coverage in short time.

• Limits participants to a passive role - listening. One way communication.

• Skills, which require practice, cannot be taught

• No feedback• Difficult to convince

people by merely talking at them

Advantages Disadvantages

• Prepared material covered in a logical order.

• Can provide aesthetic pleasure.

• Text books may not be available; language of the book may not be understood by the participants.

• Easy to co-ordinate.

• Presentation is ineffective. Mere lecture can not hold participants’ attention for a long time.

Thank You