workplace trainer presentation

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04/12/2010 Workplace Trainer Course 1 Workplace Trainers

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04/12/2010 Workplace Trainer Course 2 Workplace Trainers Course Programme Introductions Programme Objectives What does the Learner need from you? What do you need from the Learner? The Learning Process Learning Styles – What’s your preferred style? How we communicate – The 100% Message/Listening/Questions/Paraphrasing Structuring your sessions – The STEER Process Giving feedback positively Course Summary and Validation

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04/12/2010 Workplace Trainer Course 3 Workplace Trainers Course By the end of this session you will have knowledge and understanding of: The personal attributes required by the Trainer The personal attributes required by the Learner The Learning Process Learning Styles and their importance in designing training sessions The role of communication in training, in particular active listening and effective questioning techniques How to structure your sessions Giving positive feedback

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04/12/2010 Workplace Trainer Course 4 Training? Coaching? Counselling? What’s the difference? Training – “The provision of opportunities for people to gain NEW knowledge and skills” Coaching – “It is the support and guidance given to allow people to use their EXISTING knowledge and skills more effectively to improve performance” Workplace Trainers Course Counselling – “is a process where clients are helped in dealing with their personal and interpersonal conflicts BY A THIRD PART THERAPIST

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04/12/2010 Workplace Trainer Course 5 Workplace Trainers Course Unconscious Incompetence Conscious Incompetence Conscious Competence Unconscious Competence You don’t know and you don’t know that you don’t know You don’t know and you know that you don’t know You know and you know that you know You know and you don’t know that you know TRAINING COACHING

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04/12/2010 Workplace Trainer Course 6 72% 65% 32% 10% Recall after 3 months 85% 10% Recall after 3 weeks Told, shown & experienced Told and Shown Told Source Whitmore, J “Coaching for Performance” Workplace Trainers Course

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04/12/2010 Workplace Trainer Course 7 ACTIVIST Having an Experience Reviewing the Experience Concluding from the Experience Planning the Next Stage REFLECTOR Workplace Trainers Course THEORIST PRAGMATIST

Workplace Trainers Course : 

04/12/2010 Workplace Trainer Course 8 10% 20% 40% 20% 10% Activist Pragmatist Reflector Theorist Workplace Trainers Course

Levels of Listening : 

04/12/2010 Workplace Trainer Course 9 Levels of Listening Workplace Trainers Course Ignoring – Making no effort to listen Pretend Listening – Giving the appearance of listening Selective Listening – Hearing the bits that interest you Attentive Listening – Paying attention, focusing, comparing to personal experiences Empathetic Listening – Listening and responding with both heart and mind

The Power of Questions : 

04/12/2010 Workplace Trainer Course 10 The Power of Questions Workplace Trainers Course Reflective – You seem unhappy about …? Open – Tell me about …? To what extent does …? Probing – Tell me more about …? Better in what way …? Link – You mentioned that …? Direct – When do you need this by …? Closed – Are you happy with the proposal? Silence

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04/12/2010 Workplace Trainer Course 11 Workplace Trainers Course STEER Spot Opportunities Tailor your support to individual needs and learning preferences Explain and demonstrate Encourage the individual to improve and review their performance Review Frequently

Dealing with People : 

04/12/2010 Workplace Trainer Course 12 Dealing with People Character Competence A person with high character exhibits integrity, maturity and an Abundance Mentality A person with high competence has knowledge and ability in a given area Trustworthiness Trust Being Truly Effective Workplace Trainers Course

Assertive “Persuasion” : 

04/12/2010 Workplace Trainer Course 13 Assertive “Persuasion” Workplace Trainers Course Relax (as far as possible) Have your information ready Be sure of your facts Calmly state your feelings Keep to the point Acknowledge the other persons point of view Encourage joint solutions where possible Go for “Win – Win” Summarise the agreement Don’t Give up too easily

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04/12/2010 Workplace Trainer Course 14 Five Levels of Feedback “You are useless” 2. “This report is useless” 3. “The content of your report was clear and concise, but the layout and presentation were too down-market for its target readership” 4. “How do you feel about the report?” 5. “What was the essential purpose of your report? To what extent do you think this draft achieves that? What are the other points you feel need emphasised? Who do you see as the target reader? Workplace Trainers Course

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04/12/2010 Workplace Trainer Course 15 Workplace Trainers Course You now have knowledge and understanding of: The personal attributes required by the Trainer The personal attributes required by the Learner The Learning Process Learning Styles and their importance in designing training sessions The role of communication in training, in particular active listening and effective questioning techniques How to structure your sessions Giving positive feedback