the fundamentals of training

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The Fundamentals of Training

John Green @johndashgreen facebook.com/jgreen

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Understand:

• The principles of how people learn

• The four primary methods of instruction

used by the BSA

• The BSA's training techniques

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Team-Based Learning Model

• conducted in small groups• calls for individual and group

accountability• gives team assignments• promotes learning and team

development• frequent and immediate feedback

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Team-Based Learning Model

PATROL METHOD

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T3 – Train the Trainer Series

The Fundamentals of TrainingEffective Training regardless of Scouting experience

Trainer’s EDGE™Skills for advanced training courses

Master TrainerRegional level or at one of the BSA’s national training centers

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Scouting Trainers

• Come from all walks of life• Are rarely educators or professional trainers• This course will introduce basic training skills

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Opening Ceremony

The Scout Oath

On my honor I will do my bestto do my duty

to God and my countryand to obey the Scout Law;

to help other people at all times;to keep myself physically strong,

mentally awake, and morally straight.

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Opening Ceremony

The Scout Law

A Scout is trustworthy,loyal, helpful, friendly,

courteous, kind, obedient,cheerful, thrifty, brave,clean, and reverent.

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Why and How We Train Leaders

Why do we train leaders?

We train leaders to ensure that Scouting is exciting, relevant, and safe.

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How do we train leaders?

small-grouppersonal coaching

self-studycenters of excellence

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Small GroupFun and fellowship

Easier to shareShared experiences are a powerful learning technique

Immediate feedbackBenefit from others accomplishments

Share similar challenges and concernsBuild relationships and networksNOT a lecture to a small group

Informal or formal settings

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Personal CoachingSome are unable to attend scheduled training

One-on-one gets new leaders trained quickly

Appropriate for orientation and basic training

Informal setting

Adapt the syllabus from a formal training

Ensures learning objectives are met

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Self StudyOwn schedules and venue

E-learning

Used when group or personal is not available

Limited effectiveness - encourage other methods

Follow-up by trainer to check for full understanding

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Centers of Excellence

Learn by visiting/participating with great units, roundtables, districts, camps, councils, and other Scouting events.

The BSA will be establishing and recognizing Centers of Excellence where formal training will occur through

observation and participation in successful program.

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Why and How We Train LeadersThe mission of the Boy Scouts of America is to prepare young people to make ethical and moral choices over their lifetimes by instilling in them the values of the Scout Oath and Law.

Our ability to influence the lives of young people depends on our understanding of the aims, principles, and techniques of your role in Scouting. Training is what makes that possible

Leaders need training as soon as possible using the best training method available.

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Characteristics of Good Trainers

What are the qualities of a good BSA trainer?

Professionalism

Effective Communication Skills

Rapport

Organizational Skills

Experience

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ProfessionalismTrainers are role models

Should be confident and enthusiastic

Don't flaunt their knowledge, they help others develop skills

Wear complete, proper uniform

Behave according to the Scout Oath and Law

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Rapport

Demonstrate good interpersonal skills when they interact with participants.

Friendly and have the ability to handle conflict without losing their cool.

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Organizational Skills

The ability to balance responsibilities and manage time is critical to successful training.

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Experience

This does not mean a shirt full of knots or 50-year veteran status.

It means they have an understanding of the Scouting roles they train others for.

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Other Characteristics and Skills of Effective Trainers Patience

Flexibility

Empathy

Ability to nurture others

Creativity

Commitment to the position

Ability to be a team player

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How People Learn

Scouts and adults learn best when:

• They understand why something is important to know or do

• They have the freedom to learn in their own way

• Learning is experiential

• The time is right for them to learn

• The process is positive and encouraging

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How People Learn

Scouts and adults learn best when:

• They understand why something is important to know or do

• They have the freedom to learn in their own way

• Learning is experiential

• The time is right for them to learn

• The process is positive and encouraging

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How People Learn

They understand why something is important to know or do

People who want to be there vs have to be there. Trainers help both types understand why and how the course is going to help them.

"What's in it for me?" - may be unspoken but is common among adult learners. Answer that question!

Avoid acronyms and Scouting language. "The SPL was elected to the OA and wants the PLC to attend NYLT this summer."

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How People Learn

They have the freedom to learn in their own way

People learn in different ways. By watching (visual); by listening (aural); and some by doing (tactile).

Vary your teaching styles and offer opportunities for each type if possible.

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How People Learn

The time is right for them to learn

When an adult first joins Scouting or takes on a new role, is when the time for learning is right. That is when they have the most motivation to learn.

Also in unplanned teaching moments. When a question, challenge, or problem arises, it is a good time for learning to occur because the learner's motivation is high.

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How People Learn

The process is positive and encouraging

A course filled with positive reinforcement and fun will enhance learning

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Presentation Media: Flip Charts

Flip charts and posters are used to:

• Attract and hold attention• Develop an idea• Present information to small groups• Highlight key points• Review and preview key points or messages• Add variety to discussions• Speed up learning• Increase retention of information

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Presentation Media: Flip Charts

How to Make Flip Charts and Posters

Use the handouts to design a flip chart

Describe an effective trainer. Maybe a Wanted Poster – or a NOT Wanted Poster?

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Presentation Media: PowerPoint

There are two basic types of PowerPoint presentations:

Self-studyslides read on a computer screen by an individual

Instructor supportslides projected on a screen as part of a spoken presentation

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Death By PowerPoint

Is really a statement about the trainer being boring

But there are a lot of “bad” PowerPoint presentations out there

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Common PowerPoint Mistakes

Too many words on the slide

Unreadable font

Unfamiliar acronyms

Inappropriate clip art

Distracting animations

Unnecessary sounds

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Journey to Excellence Summary

• Measuring our Continuous Improvement• Recognizing and Publicizing Outstanding

Performance• Identifying Potential Problems so they can be

addressed and corrected• Encouraging Mutual Assistance and Support• Supporting the Local Council’s Balanced Scorecard• Building Better Scouting for More Scouts• Contact us at [email protected]• All material can be found at

www.scouting.org/Volunteer and click on Scouting’s Journey to Excellence found under Quicklinks

mailto:[email protected]

http://www.scouting.org/Vounteer

Summary

• Continuous improvement• Recognize performance• Identify problems• Assistance and Support• Balanced Scorecard• Build better Scouting

Gauges: Always reflects Determined Standard.

Arrow with Numbers: Represent year to

prior year increase or decrease .

Charts: Always reflects Performance Standard.

USER INSIGHT-Council ViewElements

Council Score Bar: Reports overall council tallies of current month, year over year as they land within the areas of bronze, silver or gold.

Gold Performers: Lists all Determined Standard gold councils.

Orb: Reflects gold, silver, bronze status, which are only designators at the council level.

Criterion Explainer Gives specific detail pertaining to the criterion calculation.

User Insight – Council View

GraphicChart Criterion ExplainerGauges

DATA FOUNDATION & CALCULATIONS

Leadership Assessment e-forms*

JTE Medal Recognition: Source Sheet

Finance Facts

Program Administration System (PAS) Production

Camping e-forms &Current Applications

Unit Visit Tracking System (UVTS)

PeopleSoft Human Resources

* Criteria #15 Council Leadership Only

Commissioner Priorities

Commissioners are great Scouters

May be asked to do many things

NOT the primary responsibilities of commissioners

Concentrate your Scouting time on helping specific unit needs

Good Unit ServiceTakes precedence over all other

Scouting efforts

Commissioner Priorities

• Great Scouters• Often do more than their role• Concentrate on specific unit needs• Good unit service!

Training RecognitionThe leadership training recognition plan is intended to honor demonstrated performance and tenure of trained leaders in all areas of the Scouting program directly involving units. Leaders interested in collecting recognitions for the sake of the emblem only should be counseled as to the true intent of the plan. The Scouting leader who has shown interest and dedication by giving up personal time to attend a learning event should be properly and publicly recognized. Whatever format the recognition takes, it should be sincere and impressive, and the participants should be made to feel they have accomplished something worthwhile. The training committee should encourage Scouters to qualify for the various awards, provide opportunities for completing their requirements, and see proper records are kept. Recognition will establish status for the training and the awards in the eyes of all youth, adult leaders, chartered organizations, and the general public.It is important to the recognition plan that all awards be presented in a dignified manner at an occasion befitting the achievement. Immediate recognition of achievement could be given by presentation of the award in the presence of the unit membership and representatives of the chartered organization. Occasions for formal recognition should also include meetings with the chartered organization, roundtables, and council and district meetings. Recipients of awards might be recognized at the annual meeting of the district or council, and an announcement in the council newsletter and in other news media is also recommended. Keep in mind an important objective is to encourage other leaders to strive to be fully trained. Properly handled, the awards presentation can serve to prompt others to seek training and recognition.

Training Recognition

• Honor leader’s efforts• Sincere and impressive• Status for the awards• Encourage others

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Cognitive Overload Theory

A person has a limited amount of mental energy available to pay attention to the world around them.

As soon as they become overloaded, their attention span drops and so does their ability to learn.

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Training Methods

Not all trainers use the same training methods. Most of us are adept at one or two training methods.

The training methods used in Scouting are:Lecture

Informal TalkDemonstration

Case StudyRole-PlaySimulation

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Training Methods

Lecture MethodOne person conveys informationHas little participant interaction

When is the Lecture Method appropriate?Very large group

Introductory lessonParticipants have no experiences to share

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Training Methods

Lecture MethodAdvantages:

Time-efficient for a large number of peopleNot sidetracked by participants

Expert information is shared

Disadvantages:Have to test to determine if information is learned

Overall depth of learning a will be lowPreferred method of learning for most adults

Success is dependent on the lecturer

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Training Methods

Informal Talk MethodParticipants are more involved

Feedback is obtained through questioning and discussion

Trainer imparts knowledge but allows the learner to find answers

When would the Informal Method be appropriate?Less technical information

Information is familiar to the participants

New to the participant, but they have some relevant experience

When time is available to allow discussion and questions

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Training Methods

Demonstration MethodTeaching a skill and participants actually perform a task

Best for simple tasks or small groups with time for the task available

To Be Effective:

Trainer must be prepared and practiced

Have materials for all participants

All participants must be able to see and do

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Training Methods

Demonstration Method

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Training Methods

Case Study MethodRealistic situation or actual event involving a judgment call.Presented orally or by handout, for analysis and resolution.

To Be Effective:

Real-life situations make your point more effective.

Should be relevant to the lives and/or experiences of the participants.

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Training Methods

Role Play MethodTrainers and participants act out roles in an improvisation.

Must supply their own dialog within the scenario.May or may not develop an outcome.

Role-play allows multiple points of view to be examined.

Adults enjoy role-playing as much as youthAdding a few inexpensive props (hats, fake mustache, and/or coffee

cup) makes it fun for those watching, as well.

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Training Methods

Simulation MethodA more complex form of role-playing and case study

Participants experience situations that could happen

Tough to do without tools, skills, and knowledgeable trainers

Often used for Disaster Training

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Some parting thoughts:Be yourself and relax

Believe in your message

Change your public speaking attitude

Know what participants want to know

Change the tone of voice or pattern of speech

Change the pace

Know your presentation tools

Practice!

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Our goal as trainers should be to pass on the skills and ideas that will

help other leaders be effective in their roles so that Scouting is safer,

more fun, and more effective in the lives of Scouts.

Your goal is to train leaders, not just run training courses.

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the fundamentals of training

Presentations & Public Speaking