Posted in at training, tagged learning, participant, trainer, training on June 19, 2008 | Leave a Comment »
Your role during a group discussion is to facilitate the flow of comments from participants. Although it is not necessary to interject your comments after each participant speaks, periodically assisting the group with their contributions can be helpful. Here is a ten-point facilitation menu to use as you lead group discussions.
1. Paraphrase what a [...]
Posted in at training, tagged learning, participant, trainer, training on June 17, 2008 | Leave a Comment »
One of the most effective and efficient ways to promote active training is to divide a class into pairs and compose learning partnerships. It is hard to get left out in a pair. It is also hard to hide in one. Learning partnerships can be short term or long-term. Learning partners can undertake a wide [...]
Posted in at training, tagged ASTD, learning, TNA on April 19, 2008 | Leave a Comment »
MEASURING PERFORMANCE
We find, however, that most people rely on less-than-perfect measures to make decisions and that they do indeed place economic values on learning and performance when making such decisions as selecting products to use, choosing strategies for accomplishing tasks, assigning people to participate in projects, and selecting needs to address. One key [...]
Posted in at training, tagged learning, TNA, training on April 18, 2008 | Leave a Comment »
WHY CONDUCT NEEDS ASSESMENT ?
The purpose of a needs assessment is to answer some familiar questions: why, who, how, what, and when. Following the definitions of each type of needs assessment is the common needs analysis term.
1. Why conduct the training: to tie the performance deficiency to a business need and be sure [...]
Posted in at training, tagged learning, TNA, training on April 17, 2008 | Leave a Comment »
PRIORITIZING NEEDS
Most individuals, teams, organizations, communities, and countries have more wants and needs than available resources to address them. Use the information in this section to quickly separate needs from wants, distinguish among various kinds of need, and consider the analysis the project requires.
A want is something the client would like to [...]
Posted in at work, tagged coach, coaching, development, learning, manager, skill on March 19, 2008 | 1 Comment »
Coaching is a one-on-one development process formally contracted between a coach and a management-level lient to help achieve goals related to professional development and/or business performance. Coaching typically focuses on helping the client to become more self-aware through the use of action learning methods.
Some fine points about that definition should be given attention.
• “One-on-one” doesn’t [...]
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People Developer
