(Or at least make them a little less scary!) Recent polls in the free Facebook group and on LinkedIn show that some of our biggest frustrations as training designers are: A vague or ever-changing brief Unrealistic expectations, and Trying to cram too much content into bite-size sessions Sadly, I can’t eliminate these horrors completely, and…
How do you decide what content to include in your training courses and what to leave out? Successful training has just the right level of content, and this blog gives 5 tips for getting the content just right.
Models can be very useful in training courses, but some people take them very seriously, and others dismiss them completely. How can you use them to add value to training rather than cause confusion?
The ADDIE model of training design has 2 D’s…. Top level design and detailed development. But most facilitators seem to have forgotten about the second D. Here’s why it matters….
Models and theories are useful to provide structure to training sessions. They provide hooks for us to hang information on – whether that’s examples, practices, behaviours. But a theory or model on its own isn’t enough. We need to be able to bring it to life so that people can apply the learning.
So many people think that good content makes a good training session. But you can ruin good content if you make these common mistakes when designing or delivering a training session.
Most learning and development professionals don’t enjoy training design, which is a shame, as without good design, delivery would suffer. This article shares 5 reasons why this might be, and how you can learn to love it a little more.
So many trainers don’t bother writing a training session plan, but if you don’t, you’re taking a huge risk…
Using subject matter experts can be a great way to develop knowledge and skills in others. But it can also spell disaster. Knowledge is only a small part of what’s needed to train and inspire others. Here’s how we can support them and harness their genius for good.
So many trainers and facilitators feel that only THEY can deliver a course. Whilst it’s natural to feel attached to something you created, being able to pass it on to others is essential to minimise risk and encourage agility and growth. And it’s all in the training is designed.
Measuring learning transfer is essential for organisations: As L&D practitioners, this is what we have more control over, NOT ROI.
Take a look at the 12 Levers of Learning transfer identified by Dr Ina Weinbauer-Heidel and see how applying them can dramatically improve your success.
I’ve spoken before about by Pump-Action Dandelion Destroyer. (Proper name the Fiskars Xact Weed Puller). It brings me so much joy – and that’s because it is such a joy to use! Any why is it such a joy? Because it’s perfectly designed for the job it’s meant to do. It’s designed to pull out…
Great training doesn’t just happen. No matter how good a facilitator you are, you can’t magic up an effective training workshop that delivers results on a few scant notes. Great training is properly designed, even if you’re going to deliver yourself. Here are 10 reasons why it’s important.
It’s risky asking other trainers to deliver on your behalf or employing associates: How can they even come close to delivering as well as you do?
Take the guess work out of it and make it easy for them by designing your training in detail
Learner engagement is critical to effective training – especially online. But we don’t need fancy tech or gimmicks to make that happen. there’s lots you can build in to training to keep learners engaged, including using 6 training trumps…
