1. Engage with people, not just give content to them. Role plays, Scenarios, Dynamic Groupings, Group Activities, Drawings, enactments based on similar thoughts all contribute in every training setting to bond and get most out of training.
2. Ask for feedback often.
3. Discuss action plan based on feedback (often feedback is at end and there is no closed loop to know if it is of use).
4. Tailor processes to show evolution of best practices.
5. Candid history is always entertaining. Say one with Elan and as a story. Create a Protogonist. ("We did these mistakes and hence, now do it this way"; "This was the most funny part in the whole episode";"We will never ever commit that mistake again"; "It was dream run at that time, didn't expect to make it so smooth"; In hindsight, I think it was luck";"It was possible after a hard practice and every bit was planned", etc.)
6. Make it easier to access, read and ALLOW TO SHARE. That is the best reward.
7. Direct people to training zone often to help themselves. Don't feed the horse. Take it to water and leave them there.
8. Create a long tail of archived knowledge. Selective titles is of no use and waste of money to build a small library.
9. Have a second course schedule ready. Get self nominations for next course. That is your success story. It is akin to getting repeat business with no extra sales and marketing cost.
10. Don't be a trainer, don't train your people. Facilitate, Mediate, Compere, Coordinate, Resolve, Collect and Share, Goad, Coach and Repeat a reward system (Impose fines for instilling discipline too). You aid better retention of training materials in a training program if you are not perceived as a preacher.
Above are my experiences and key take aways from the training programs I attended. I remember the training sessions where one or many of these qualities were present, irrespective of the length of time in past.
Am sure you will agree too. There must be more. Please help in the list expansion with your thoughts.
2. Ask for feedback often.
3. Discuss action plan based on feedback (often feedback is at end and there is no closed loop to know if it is of use).
4. Tailor processes to show evolution of best practices.
5. Candid history is always entertaining. Say one with Elan and as a story. Create a Protogonist. ("We did these mistakes and hence, now do it this way"; "This was the most funny part in the whole episode";"We will never ever commit that mistake again"; "It was dream run at that time, didn't expect to make it so smooth"; In hindsight, I think it was luck";"It was possible after a hard practice and every bit was planned", etc.)
6. Make it easier to access, read and ALLOW TO SHARE. That is the best reward.
7. Direct people to training zone often to help themselves. Don't feed the horse. Take it to water and leave them there.
8. Create a long tail of archived knowledge. Selective titles is of no use and waste of money to build a small library.
9. Have a second course schedule ready. Get self nominations for next course. That is your success story. It is akin to getting repeat business with no extra sales and marketing cost.
10. Don't be a trainer, don't train your people. Facilitate, Mediate, Compere, Coordinate, Resolve, Collect and Share, Goad, Coach and Repeat a reward system (Impose fines for instilling discipline too). You aid better retention of training materials in a training program if you are not perceived as a preacher.
Above are my experiences and key take aways from the training programs I attended. I remember the training sessions where one or many of these qualities were present, irrespective of the length of time in past.
Am sure you will agree too. There must be more. Please help in the list expansion with your thoughts.
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