We all tend to dread feedback from time to time. We all love to hear the good things in life and avoid the bad. The most painful thing is to hear a negative feedback after we gave our best effort. We forget that it's always the bad things that make us grow. It's always the pains of life that make us a better person. That pain serves as a reminder that we are human, after all, and despite our achievements so far, there is still a lot for us to learn.
I conducted and innovation training workshop in one of the naval bases a few months ago and throughout that session, i really gave my all. The feedback was generally good. Most of them were generous in their feedback and some gave me rather high ratings. However, there was a couple of feedback, that gave me something to think about. According to the feedback from the 2 naval servicemen, I was boring and was often repetitive. I was angry at first and in my mind, I was thinking, "Hey! That is so unfair! I need to justify myself!". I was quite taken aback by that. My mentor asked me 2 questions;
1. Did you prepare yourself for this workshop?
2. Did you give your all, for this workshop?
She didn't want any answer. If I am a serious trainer, I would take those questions seriously and take responsibility for my own performance.
She then said, "Life is never fair. If you get a 100% high rating, complacency might be the order of your next training workshop. For whatever reason those 2 chaps failed you, it must not let you down. You need to sit down and recall how was the workshop conducted and ask yourself, how would you do differently to get better results."
I took the rest of the day, thinking about that session and true enough, in one occasion, in an attempt to emphasize an important point, I repeated a statement..twice. I told mentor on my self review. She gave me some advise which I would like to share with fellow trainers, like you..
1. Review. Most trainers neglect this part and too focussed on getting new businesses. New business is good but isnt it better to have your customers called you back for good service rather than you having to make cold calls? Review helps you to identify your own blind spots, which you can follow up later on. If customers feel that you are dedicated and committed, you are their training partners for as long as you remain dedicated. In addition to that, they may 'sell' you on their behalf.
2. Feedback forms must be able to provide you with the data that you need. Some feedback forms are rather vague and do not allow criticisms. Make it clear but not too lengthy
3. Tabulate your scores on the same day and get the chart our for your review. Study them and find out your blind spots.
What are your feedback strategies?
Saturday, 31 December 2011
Sunday, 25 December 2011
Tip for Trainers and Facilitators - 2. Know your trainees' profile.
In tip no 1, I shared about the importance of knowing your outcome, about being conscious of what you hope to achieve from the audience. Today, we will talk about the importance of trainer profile and how it can make a difference in our delivery.
My mentor always tells me, "A good trainer is flexible enough to adapt to a different group of people with the same tools given to him/her." A friend told me a long time ago that "we can't use the same bait to catch a different fish". I think these 2 quotes are self-explanatory. Knowing the profile of the trainees in advanced allow us to customized the training workshop accordingly to achieve better results.
Firstly, let's understand the characteristics of adult learning.
1. Self-Directed. They do not generally need pushing like kids. More importantly, they do NOT LIKE to be pushed as if they are kids.
2. Application
Trainees are employees. The time they spent in the workshop can be spent in other tasks. Hence, they prefer topics/tools that they can apply in their work.
3. Experienced
They have a considerable amount of experience in the workforce. Trainers must acknowledge this and not to make them feel like 'recruits'.
In view of the above, it is important for trainers and facilitators, like you and I, to understand the Adult Learning Principle.
The adult learning principles is a guideline in professional development. For the benefit of trainees and trainers alike, it is best to keep these principles in mind when we design training programs. These principles are extracted for the sole purpose of giving the best learning experience to the trainees. This is 21st century learning.
1. Feedback
We need learn from feedback. So do the learners. It serves as an indication to how much they have learned. The best way to give feedback is using a Hamburger technique --> Compliment, Criticism. Compliment. Let's face it, many people do not welcome criticism. However we cannot avoid criticism if we are to get ahead. Hence, the hamburger technique softens the criticism and make the recipient more receptive.
2. Active Learning
Learning used to revolve around the teacher or trainer. In 21st century, if we try that same tradition, we are bound to fail. Today, learning has to be trainee-focused. Active learning happens when learners apply the knowledge and skills learnt from the workshop. There are various ways to implement active learning. Trainers can consider role playing, group discussion, demonstration etc. It really depends on the training topic conducted.
3. Reinforcement
Repetition is the mother of all skills until it becomes a habit. Reinforcement of topics can be done via activities or summarising before moving the next the topic/break.
4. Meaningful Materials
Most adults do not have the luxury of learning for the sake of learning. They are more driven to learn about things that matters to them or have a certain interest for them. Hence, they prefer materials that are related to their goals, needs, existing knowledge and/or experience. If trainers do not have a clue who is attending their workshop, then it is not possible to design a program that meets the learning needs.
5. Multi Sensory
Multi-sensory refers to the 3 senses such as Visual, Auditory and Kinesthetic. It is not easy to identify one from the other. Hence, trainers should have a balance in their workshops to cater for these 3 modes of learning.
Visual - Video, pictures, demo etc
Auditory - Music, explanation,
Kinesthetic - Role Play, Demo,
6. Open to negotiations
We need to provide some 'freeplay' for trainees in order to gain some participation. Do not force trainees into a group that they do not want. Alternative method that I always use will be "Do you think it's alright if you join this group?". Flexibility is key.
Other negotiable areas will be in terms of time for certain activity or break. Trainers need to be tactful in winning 'votes'. Ensure to cater a bit of timein the workshop planning in case they need more time. Do also ensure you have some activities 'in your pocket' in case they finish fast.
7. Problem-solving approach
The value of what they have learned can be determined by using the problem-solving approach. Problems should be realistic and related to what was covered in the workshop. This encourages them to be independent, creative thinkers. How they response is a trainer's gauge on how much they have learned. Further reinforcing can be done depending on this outcome.
The above principles are also known as FARMMOP. Without knowing the trainees' profile, the above will not be possible. However, if your client is unable to provide you with the profiles, it is not the end of the world. You can design a general program and adjust your delivery accordingly.
My mentor always tells me, "A good trainer is flexible enough to adapt to a different group of people with the same tools given to him/her." A friend told me a long time ago that "we can't use the same bait to catch a different fish". I think these 2 quotes are self-explanatory. Knowing the profile of the trainees in advanced allow us to customized the training workshop accordingly to achieve better results.
Firstly, let's understand the characteristics of adult learning.
1. Self-Directed. They do not generally need pushing like kids. More importantly, they do NOT LIKE to be pushed as if they are kids.
2. Application
Trainees are employees. The time they spent in the workshop can be spent in other tasks. Hence, they prefer topics/tools that they can apply in their work.
3. Experienced
They have a considerable amount of experience in the workforce. Trainers must acknowledge this and not to make them feel like 'recruits'.
In view of the above, it is important for trainers and facilitators, like you and I, to understand the Adult Learning Principle.
The adult learning principles is a guideline in professional development. For the benefit of trainees and trainers alike, it is best to keep these principles in mind when we design training programs. These principles are extracted for the sole purpose of giving the best learning experience to the trainees. This is 21st century learning.
1. Feedback
We need learn from feedback. So do the learners. It serves as an indication to how much they have learned. The best way to give feedback is using a Hamburger technique --> Compliment, Criticism. Compliment. Let's face it, many people do not welcome criticism. However we cannot avoid criticism if we are to get ahead. Hence, the hamburger technique softens the criticism and make the recipient more receptive.
2. Active Learning
Learning used to revolve around the teacher or trainer. In 21st century, if we try that same tradition, we are bound to fail. Today, learning has to be trainee-focused. Active learning happens when learners apply the knowledge and skills learnt from the workshop. There are various ways to implement active learning. Trainers can consider role playing, group discussion, demonstration etc. It really depends on the training topic conducted.
3. Reinforcement
Repetition is the mother of all skills until it becomes a habit. Reinforcement of topics can be done via activities or summarising before moving the next the topic/break.
4. Meaningful Materials
Most adults do not have the luxury of learning for the sake of learning. They are more driven to learn about things that matters to them or have a certain interest for them. Hence, they prefer materials that are related to their goals, needs, existing knowledge and/or experience. If trainers do not have a clue who is attending their workshop, then it is not possible to design a program that meets the learning needs.
5. Multi Sensory
Multi-sensory refers to the 3 senses such as Visual, Auditory and Kinesthetic. It is not easy to identify one from the other. Hence, trainers should have a balance in their workshops to cater for these 3 modes of learning.
Visual - Video, pictures, demo etc
Auditory - Music, explanation,
Kinesthetic - Role Play, Demo,
6. Open to negotiations
We need to provide some 'freeplay' for trainees in order to gain some participation. Do not force trainees into a group that they do not want. Alternative method that I always use will be "Do you think it's alright if you join this group?". Flexibility is key.
Other negotiable areas will be in terms of time for certain activity or break. Trainers need to be tactful in winning 'votes'. Ensure to cater a bit of timein the workshop planning in case they need more time. Do also ensure you have some activities 'in your pocket' in case they finish fast.
7. Problem-solving approach
The value of what they have learned can be determined by using the problem-solving approach. Problems should be realistic and related to what was covered in the workshop. This encourages them to be independent, creative thinkers. How they response is a trainer's gauge on how much they have learned. Further reinforcing can be done depending on this outcome.
The above principles are also known as FARMMOP. Without knowing the trainees' profile, the above will not be possible. However, if your client is unable to provide you with the profiles, it is not the end of the world. You can design a general program and adjust your delivery accordingly.
Wednesday, 21 December 2011
Idea Generation Workshop
I conducted an Idea Generation workshop last Monday. It was part of Training Update session by Moneytree Singapore Pte Ltd for its dynamic group of trainers. Just a brief introduction, Moneytree Singapore is a training organization specializing in Financial Literacy Programs and Entrepreneurship Workshop for kids and teenagers.
In this workshop, my job is to train the trainers in Idea Generation techniques.
I had loads of fun running that workshop. I took quite some time to prepare the program and slides. Received a text from one of the participants a day later, thanking me for the fun, engaging and informative session. After all the hard work, it just take one of such feedback to tell you that it's all worth it.
Participants went through problem-identification process and idea generation process. After which, they came up with a new product idea. They presented and defended their idea on its level on innovation and logical application.
In this workshop, my job is to train the trainers in Idea Generation techniques.
I had loads of fun running that workshop. I took quite some time to prepare the program and slides. Received a text from one of the participants a day later, thanking me for the fun, engaging and informative session. After all the hard work, it just take one of such feedback to tell you that it's all worth it.
Participants went through problem-identification process and idea generation process. After which, they came up with a new product idea. They presented and defended their idea on its level on innovation and logical application.
Wednesday, 14 December 2011
Training and Facilitating a Workshop - Tip no 1: Know your outcome
Most of you might say, "hey, everyone knows that!". Yes, everyone knows that it is important for us to know the outcome that we want in everything that we do. When we eat, our outcome is to last until the next meal. When we drive, our outcome is to reach a particular destination. If you already know your outcome before you conduct your workshop, that is great! Please carry on doing it and be conscious about it.
Before I conduct a workshop, I will set a few outcomes(goals) that I want to have;
Before I conduct a workshop, I will set a few outcomes(goals) that I want to have;
- Trainees to feel engaged and have fun
- Trainees to understand the workshop and learn from the lessons.
- Trainees to feel, "Hey, this workshop is awesome! I need a part 2" or "My colleagues/friends are gonna love this workshop!"
Do you think the above 3 goals are sufficient? Are they reasonable to achieve? I try not to have too many as to avoid unnecessary stress and distraction. To me, the above 3 goals can be quite a challenge.
After writing the goals down, I will sit somewhere quiet and picture myself conducting a workshop with all those 3 goals. I picture trainees laughing and enjoying, anticipating my next activity. I picture them finding something useful from my workshop that they can use in their tasks/lives.
Once that is done, I will go through my program slides and flow. Naturally, there will be a lot of amendments to the slides after that. Then I will rehearse and practice conducting my workshop. You might find me to be an amateur for practicing but I honestly feel that practicing helps me to provide quality training to my trainees and if there is a time to make changes, that is the time. The moment I feel that I do not need to practice and feel that I am good enough, I know that I have stepped into my comfort zone and comfort zones bring nothing but trouble. From that moment, I will push myself to practice more in order to avoid that trouble.
In short, my process are as follows
- Set my outcome/goal
- Know my outcome/goal
- Visualize myself achieving that goal. I MUST be conscious in this process and not to slumber.
- Go through my slides/program. Make alterations.
- Practice
- Practice
- Practice
- Deliver
What are your strategies? Care to share?
Sunday, 4 December 2011
Why be a Trainer?
People choose to be trainers for various reasons. One of the most required reasons have to be PASSION. Trainers require passion to do a good job and follow through. Trainers must LOVE to work with people and must love to entertain people. To me, a good trainer is a good speaker, educator and entertainer all rolled into one.
I have met trainers who are just there for the hours. They will do just what is required and thats it. It's kind of sad because trainees are expecting more from them. And since the hour is done, they leave everything hanging in the air.
I have met trainers who are committed and do whatever it takes to ensure learning and enjoyment. They are full of energy and zest. Does first impression matter? Yes, it does. Sad but true, that is the way of the world.
Why do I want to be a Trainer? I love to work with people, helping them be better in whatever they do. My mentor once told me that Trainers are good speakers. That is all a trainer is. And that is what I am working towards- to be an excellent speaker, to be able to engage crowds of different levels, help them realize, learn and improve.
I have met trainers who are just there for the hours. They will do just what is required and thats it. It's kind of sad because trainees are expecting more from them. And since the hour is done, they leave everything hanging in the air.
I have met trainers who are committed and do whatever it takes to ensure learning and enjoyment. They are full of energy and zest. Does first impression matter? Yes, it does. Sad but true, that is the way of the world.
Why do I want to be a Trainer? I love to work with people, helping them be better in whatever they do. My mentor once told me that Trainers are good speakers. That is all a trainer is. And that is what I am working towards- to be an excellent speaker, to be able to engage crowds of different levels, help them realize, learn and improve.
Saturday, 19 November 2011
Welcome to the world of Training
Hello there!! My name is Faizal and I am currently a trainer for corporate and schools. This blog is created as an archive for my training resources as well as a reference for some of the new trainers out there. I have never considered myself as an experienced or expert trainer. As trainers, I think it is only right for me to be quick learner, resourceful, adaptable and innovate as I go along. Yes, as in all businesses, trainers have to innovate as well. We have to respect and love change. We must also be on the lookout for tools that can make our job more effective and efficient.
Despite all that, we need to understand that there are some core trainer tools that is still in need today; the ability to engage with the audience.
How can we engage with the audience? Well, there are many ways, among which is the ability for us to think on our feet, ability to guide the audience with questions, stories and jokes. This blog will cover all that and more. Do stay tuned for more free resources.
Despite all that, we need to understand that there are some core trainer tools that is still in need today; the ability to engage with the audience.
How can we engage with the audience? Well, there are many ways, among which is the ability for us to think on our feet, ability to guide the audience with questions, stories and jokes. This blog will cover all that and more. Do stay tuned for more free resources.
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