What Do Employees Learn in the Training Session?

Pros and Cons of Testing Employees on Training Topics

Pre-testing

You can use pre-testing in the early stage of content design and prior to finalizing learning objectives. When administered correctly, this approach allows a trainer to better form content to fulfill the learning objectives. This option takes the guesswork out of content generation and lets a trainer know what topics need the most attention. The other would be as part of the introduction to a training subject or topic. With this option, attendees get a read immediately on why they are here and what they are expected to learn.

 

When creating a pre-test, design questions that will check the knowledge level of the course content. This should not be a simplified version of the learning objectives, but instead a test of the knowledge needed for a learner to be successful in the training session. Focus more on “what they know” versus “what they do not know.”

 

Example: When training tellers on REG CC develop questions that indicate their understanding of the hold process for a pre-test. Or when training new accounts staff on proper procedures regarding a corporate account develop questions pertaining to definitions involved in the procedures and required documentation from the customer.

 

When administering a pre-test, lessen learner anxiety by explaining the process is simply to gauge the wide range of knowledge represented in the training session and that no grades will be recorded. The learner should always have ample time to complete any test and it should be given early enough that the trainer has time to analyze the results.

Post-testing

A well designed post-test should measure comprehension of the learning objectives and, where possible, changes in behavior and attitudes. Ask learners to provide examples of how they will put this new knowledge to use. Using a rating system, have learners rate feelings and attitudes towards training after completion and compare them to the same questions before training.

 

Use the results from post-testing to modify or correct future training. If a question is answered incorrectly by the majority of test takers, investigate the cause and make adjustments. Also, use results from testing to fine tune the questions for future use. With feedback from learners, try to gauge the understanding of what was asked and what was confusing or needed more clarity.

 

Post-testing also gives the opportunity for an open conversation with the learner and their supervisor. Share the results openly with the appropriate supervisors and ask that they follow up with the learner. Test results will give the supervisor information on which learning objectives were mastered by the learner and which concepts need reinforcement.

Still learning,

Honey

Presenting Like A Pro

 

When a presentation or speaker amazes you, do you ever stop to think you are seeing only the last 20 minutes of a process that took hours or work? On average presenters devote 20 to 60 minutes of time for each minute of a finished presentation. That means that a 10-minute presentation can take up to 6 hours to prepare. Keep everything organized when you are working on your presentation with these four tips:

 

Who is my audience?
What does your audience know about your subject? Why is your audience listening to your presentation? With what attitude do they approach your presentation? Understanding who your audience is will help you in choosing the right words, graphics and length of your presentation.

What is the purpose?

Are you persuading your audience or are you simply informing then? Are you training them on a specific topic? As with the first question, the answer will help you in choosing how to develop your presentation in terms of wording and graphics.

 

What style?

Once you have determined the audience and purpose of your presentation, you can consider what style is appropriate. Perhaps a problem-method-solution approach is best? Maybe it suffices to only place outlines in your presentation and engage your audience with your stories? Perhaps you want to test your audience and repeat your key points throughout the presentation?

 

Rehearse

Even the most talented speakers need to rehearse thoroughly. Initially, don’t worry about your posture or tone. Once you feel confident about the content of your presentation you can tweak the flow and make sure your transitions are effective, both in your voice and on your slides. Record your presentation when you are happy with it. Embrace your style, be natural. The payoff from rehearsing is that you will be more relaxed when you do your live presentation. Recording your practice session is beneficial in numerous ways. A recording offers a change in perspective: now you are an attendee and you watch and listen in that role. The recording also helps you fine-tune what you want to say, how you want to say it and tighten up your time line.

People that like to make a difference find that helpful presentations can do just that.  Make a difference.

 

Still learning

 

Honey

Clear a Path for Training to Stick

In all service industries, like a bank or a credit union, well done training can help build more business. Untrained or unskilled staff can run business off. Bank and credit union trainers have their hands full trying to build and provide training. Especially meaningful, effective training that fits a tight time frame and doesn't impede the work flow when people are pulled off the job to attend learning opportunities.

These same trainers need training. Invest in your trainers by providing them with what they need to contribute to the quality of learning at your company! Train the Trainer Boot Camp will give your trainers what they need in order to map out the training route and get the company to the destination that is spelled out in your vision and strategic plan!

When it comes to quality training, training that sticks, set your sights on your destination, map out the route and pay the toll. Clear a path for training to become a rock solid contributor to your culture, efficiencies and bottom line.

Everyone invested in your company hopes that the staff – from top to bottom - is well-trained. Are you using hope and luck as your strategies for making training a priority or do you enjoy the comfort that comes with developing well-heeled, training professionals, strategic goals and a strongly communicated plan? I am sure you would agree you need to rely on more than hope when it comes to people knowing how to do their job so that the company can build a well-earned reputation for excellence among customers, regulators, peers, investors and the community.

Let me ask you this, at times do you find yourself thinking we sure are lucky that we have people who know what to do and how to do it? Certainly, being grateful for the talent and skills of the staff is admirable and a best practice when expressed. However, should the hope and luck strategies crash, you will be even more grateful you aren't working in a hospital!

Why wouldn't the company want to take the same stance as a highly respected hospital or a well-run restaurant when it comes to training? Training is about preventing problems, solving problems, enhancing confidence and building collective and individual intelligence. Give your trainers the support they need so they can help clear the path for training to stick.

Still learning,

Honey

Training Advantages

E.W. Railly has a list of 10 advantages of training.  I trimmed it to 5 and added my own two cents.  And, check out the link below for how to provide training advantages for the Trainer!

Train the Trainer Boot Camp

1. Increased executive management skills.

Skills trickle down.  If the manager gains new skills and uses them, they will pass along those skills by example.

2. Development in each executive of a broad background and appreciation of the company's overall operations and objectives.  
We all like to be a part of something greater than ourselves.  Training can help professionals grasp the bigger picture.

3. Greater delegation of authority because executives down the line are better qualified and better able to increase responsibilities to others.

Training helps cure “micro-management”.

4. Creation of a reserve of qualified personnel for vacancies and staff new positions.

Better to have someone who can step up than scrambling for a new recruit when someone leaves.

5. Improved executive morale.

When you know more, you are more confident and thus have a greater morale.

In training all varieties of people I never tire of seeing confidence build in a person as they conquer new skills.  One of the best things you can give an employee is training.  One of the best things you can do for your organization is training. 

Still learning,

Honey

www.interaction-training.com

A Great Place to Work

Want to find a great place to work?  Turn where you work into a great place.  I have been a trainer for many decades.  In that time I’ve seen some work environments become incredibly more enjoyable because of training.  A properly trained supervisor will know how to build teams that work together harmoniously instead of fighting against each other.  A trained worker will have more confidence in their job and be more satisfied with their work.  Sometimes there will be employees that just don’t “fit”, even after training.  In those cases the best thing for the team and even for the individual may be to let them go.  A misfit can bring the whole atmosphere down.  I’ve seen many times when an employee was let go and upset.   But then they found a job that was a better match for their talents.  In the end, everyone came out better.

No matter your position in your organization you matter.  You play a part in the overall atmosphere of the place.  If you go in to work grumpy the first person you talk with will catch a bit of your grumpy.  If you go in to work with a good attitude, that good attitude will be contagious as well. 

Purpose to be a game changer by being the best you can be everyday. 

Still learning,

Honey Shelton

http://www.interaction-training.com

P.S.  Over the years of training I have answered a lot of  tough workplace questions.  Have a tough question?  Send it my way in a blog response and I’ll answer your question.

CHECK out our website, sign-up for our free newsletter and follow our blog and shop in the store, FREE training tools!

Be A Great Boss

How important is it to evaluate your effectiveness?  I would say it is up there with taking responsibility for your health.  High on the list!  You can’t get where you want to go if you don’t have a clear picture of the destination, a road map and plenty of fuel.  Frequently consider where you are and where you want to be.  Lay out the road map to close the gap between the two.

Supervisor Boot Camp, Click here for all the info

Here’s a profile of the ideal leader developed by a group of supervisors participating in a training workshop on discipline.  When asked to identify the ten major functions of an effective supervisor ranked in order of importance, they came up with the following list:

1. Delegates authority in areas affecting their work

2. Consults with subordinates before making decisions pertaining to their job responsibilities

3. Gives employees the reasons for implementing decisions.

4. Doesn’t play favorites.

5. Praises excellent work.

6. Reprimands subordinates who fail to observe the proper chain-of-command relationships

7. Never reprimands or disciplines in front of coworkers.

8. Encourages employees to offer their opinions and criticisms of supervisory policies.

9. Listens to employees’ explanations before placing blame in disciplinary situations; accepts reasonable explanations, not excuses.

10. Obeys all the rules that subordinates are expected to obey.
 

 

This is a great checklist for you to use when scrutinizing your effectiveness.  You can take this a step further and email me for a complimentary Leadership Quiz you can take that will provide you the opportunity to self-evaluate your ability to be a true role model.

Still learning,

Honey

www.interaction-training.com

P.S.  To get my free leadership quiz just shoot me an email at  honey@interaction-training.com

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The Mystery of Learning

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When we understand how we learn, we become a more effective teacher, trainer, parent and coach. 

Why & how do we learn?

Learning is often of interest to us so we can develop competence or gain confidence in an activity.   The activity could be work related, such as learning to use a new software application.  Learning can be recreational, such as learning to dance.  Learning in these situations involves actually doing the activities.   Improvement in performance requires practice over time and seeking guidance from those more skilled in what you are trying to learn.  For example, mastering the Tango or a video editor software to edit a video you shot on your smart phone requires you to first try to do the activity.  After we try on our own we often realize our need to seek out someone more experienced than us.

In real learning situations, there are three processes

1.     Acquiring relevant knowledge

2.     Thinking for understanding

3.     Doing 

These three don’t occur as separate processes, but are dynamic and mutually support the overall learning process. 

For example, as we acquire more knowledge, think better about what we are doing and practice more, we tend to become more competent at that activity – whether it is work related or otherwise. 

Pay Attention

If a learner is NOT paying attention, learning is likely to be sparse and ineffective.  A trainer’s ability to capture attention is greater if they are motivated,  well prepared and passionate about the topic.  When the instructor is doing all the talking, the learner’s attention tends to trail off quickly.  This and others like it are popular topics in Train the Trainer BootCamp.

The implications of this for training are very important.  It shows that long periods of talk by the trainer, without opportunities for student participation, are likely to be ineffective as a method of teaching.  This is a typical mistake made by trainers who think that more input by them equals more learning.  This is clearly shown to be incorrect.  Your own experiences as a participant and student will fully bear this out.

Three best practices that help with maintaining learners attention span are:

1.     Presenting training in modules that are limited to 8-12 minutes of instruction.

2.     Always including application and practice into each module

3.     Bringing the participants together after instruction and application or practice to recap what they learned.

Trainers must understand how their audience best learns to maximize their impact.  Read back through the hows and whys of learning frequently to continue to improve your training abilities.

Still learning,

Honey

Interaction Training

281-812-0211

www.interaction-training.com

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