Designing
and producing a training session can be a difficult task. Not only do
you have to make sure the knowledge/skill you are training is factually
correct but you also have to present it in a form which is easily
digested by your learners.
There is a logical 8 step process which will ensure
that you include everything you need to and the learning
can be evaluated back against your session objectives.
Step
1 |
What is the need for this
training? Talk to the learners and their bosses
and find out what they need to be doing differently
as a result of the training. Is the need knowledge,
skill or attitudinal based? |
Step
2 |
Write the objectives that
you can realistically achieve given the number
of learners you will be training and the time
you have to train them in. The objectives
should be written in behavioural terms (what
they will be able to do at the end of the
training) and reflect the knowledge, skill
and attitude requirements identified in Step
1. |
Step
3 |
Now write the evaluation
material which you will use to test that the
learners have achieved the session objectives.
Make sure that the evaluation proves that
the learning has been taken on board. |
Step
4 |
Look at the evaluation exercise
and ask yourself, "What do the learners
need to learn in order to pass my evaluation
exercise?". The answer to this question
is a list of subject matter and this list
becomes the outline of the training session. |
Step
5 |
You are now ready to write
the actual training material. Make sure your
design includes variations of approach to
suit all learning styles. Include exercises,
activities, discussions, role plays, syndicate
work, case studies etc. to break the learning
up into bite sized chunks. |
Step
6 |
Write the first thing you
are going to do or say at the start of the
session. Whatever you choose to do to start
the whole thing off, bear in mind that a good
dynamic start is more likely to lead to higher
levels of concentration and motivation from
the learners. It is a good idea for the start
to make a valid point about the need which
has been identified for this training. |
Step
7 |
You may need to include an
activity to enable delegates to get to know
each other before the main part of the training
starts. Use a process which is relevant to
the objectives of the event and not just about
each person introducing themselves. For example
on a recruitment interviewing skills course
I ask each learner to say three things about
themselves - one of which must be a lie. Then
the learners try to guess each other's lie.
The point here being that it is easy for job
candidates to lie if the wrong types of questions
are put to them. |
Step
8 |
Finally practise running
the session with some colleagues and then
ask them to give you feedback. This "walk-through"
will help iron out any potential problems
before you run it live. |
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