Value Your One To Ones

With many staff now working form home its brings to the fore how to support those who constantly are wanting to learn new things and how as businesses we want to raise our capability. I really like item 2 in this article descibing those one to one conversations we have with managers and reviewing our learning. Make this a habit and its an easy way to engage in that learning cycle. #trainingzone

Engaging Your Learners

Its one thing standing up and delivering that amazing training course we've just written or that distance learning course that you are sure will work for everyone. But what thoughts have you given to engaging the learners. a few questions here and there aren't enough, learners switch off, they turn on their phones 😀

So you want some tips on engaging your learners, read this piece from the www.trainingzone.com 'Top Tips To Fully Engage Your Learners'

How Long Does It Take To Create An Hour Of Training

I've been looking at this over the past few weeks as the move to working from home due to #covid19 as rasied the question of more remote training. I've delivered best practice remotely, been part of many 1 hour sessions delivered by others and also plenty of online meetings. I'm also woking through my Level 5 CIPD L&D Consultant / Business Partner Apprenticeship which is a distance learning course with much of the content delivered in a MOOC style format.

My intial thoughts when creating a piece of face to face learning is to apply the rule of 1 hour of delivery takes 10 hours to create. This assumes the trainer knows the content reasonably well and has the tools to do the job. Thus the design, creation, activities, evaluation, trainers notes, materials are all in that 10 hours. I have expereince of creating software simulations and again know that a 3 min simulation can easily take 3 hours to fully create so its clear, branded and looks professional.

My suspions that its going to take longer to create remote training look founded in the article 'Estimating time to develop training' from www.thetrainingaide.com. Many in-house trainers of organisations are of face to face skillsets so moving this across to a remote way of working is going to be a challenge. I wonder if stakeholders think its just running another meeting and thus surely saves time. But add in the delivery time whereby trainers not only have to present the information but may need to be on standby afterwards for support etc, is just the same possibly as face to face. then add in the IT infrastructure and I belive much of the content should be available offline in case of network issues.

#covid19 has certainly bought a challenge to us all, and in the L&D sector for some of us a very different one.

The article here about 'Estimating time to develop training'makes for good reading and provides some very useful statistics on the delivery of face to face and e-learning.

Critical thinking: the art of asking questions

Before asking those more insightful questions Its good to think about your own assumptions and challenging the. Read this short article for a few explanations.

Read the article here from www.trainingzone.co.uk

The ‘secret sauce’ recipe for better learning transfer

Wow many many great tips to improve the learning transfer for our customers.

The story can be found at Trainingzone cna accessed here

Driving Performance with L&D by CIPD

4 great tips to think about when looking at performance - 1.Goal Setting - what are staff going to do differently 2. Getting There Smarter - use data analytics for decision making 3. Building Ownership - give people what they want to learn 4. Empowering people - give people time to learn

Listen here though Soundcloud.com

Why training is often not the right solution

I really like Rosensteil’s 4 stage model to behavior for change as this clearly supports if training is needed.

 

Click here for the blog at Trainingzone