What is Role Play?
Role play = involving participants acting out various scenario.
Benefits of Role Play
1) Learners get to participate.
2) Make the training more interesting.
3) Informal and indirect method of learning.
Script vs Acting-out-the-Scenario
Role Play with Scripts
- Script is written. Learners would act and read out the script accordingly.
- After that, the Learners will discuss and answer the questions in the role play.
Role Play by Acting out the Scenario
- There is a written scenario. Learners will do the acting according to the scenario.
- The rest of the Learners will become the Audience.- After that, the Learners will discuss and answer the questions in the role play.
In the next blog, I will be sharing about the use of Games in Training.
***Michael***
Tuesday, March 10, 2009
Monday, March 2, 2009
Training 09: Brainstorming session to gather ideas from Learners
What is Brainstorming?
1) Method used to gather and review ideas contributed by a group of people.
2) There are few styles of Brainstorming.
Benefits of Brainstorming
1) Ideas are contributed by a group of Learners.
2) Learning via brainstorming is a method of constructive learning. Learners learn by constructing their own ideas with or without facilitator.
3) Knowledge is generated using knowledge, experience and ideas from a group of Learners.
4) Learners become active participants during brainstorming session of the Training.
Disadvantages of Brainstorming
1) Brainstorming is not suitable if the group of Learners are overly passive, lack knowledge, lacking in experience or do not wish to express ideas.
2) Brainstorming could sometime go OFF-The-Topic.
3) Facilitator may need to help out group which goes OFF-The-Topic during brainstorming.
Brainstorming Topics
1) One line topic
E.g. Membership Growth Ideas
2) One question
E.g. Why do Lions resign?
3) Structured
E.g. Heading: Leadership Training Ideas;
Subheadings: Presidents; Secretaries; Treasurers; Directors; Members;
Subheadings: Funding: Projects; Admin;
Subheadings: Lions Leadership; Project Management; Time Management.
4) 4M Analysis
E.g. Heading: Problems of Project Planning and Implementation;
Subheadings: Man; Material; Machine; Method.
Brainstorming Style
1) Fast ideas
Anyone in the group can give ideas. Facilitator encourages the Learners to think quickly and shout out their ideas.
2) Round robin
Every Learner takes turn to give out an idea. Facilitator would ask the Learner one after another.
3) Silent contribution
Each Learner is given a small piece of paper. He shall write his idea(s) on the paper and submit it back to the Facilitator.
In the next blog, I will be sharing about the use of Role Plays in Training.
http://LionsTraining.blogspot.com
***Michael***
1) Method used to gather and review ideas contributed by a group of people.
2) There are few styles of Brainstorming.
Benefits of Brainstorming
1) Ideas are contributed by a group of Learners.
2) Learning via brainstorming is a method of constructive learning. Learners learn by constructing their own ideas with or without facilitator.
3) Knowledge is generated using knowledge, experience and ideas from a group of Learners.
4) Learners become active participants during brainstorming session of the Training.
Disadvantages of Brainstorming
1) Brainstorming is not suitable if the group of Learners are overly passive, lack knowledge, lacking in experience or do not wish to express ideas.
2) Brainstorming could sometime go OFF-The-Topic.
3) Facilitator may need to help out group which goes OFF-The-Topic during brainstorming.
Brainstorming Topics
1) One line topic
E.g. Membership Growth Ideas
2) One question
E.g. Why do Lions resign?
3) Structured
E.g. Heading: Leadership Training Ideas;
Subheadings: Presidents; Secretaries; Treasurers; Directors; Members;
Subheadings: Funding: Projects; Admin;
Subheadings: Lions Leadership; Project Management; Time Management.
4) 4M Analysis
E.g. Heading: Problems of Project Planning and Implementation;
Subheadings: Man; Material; Machine; Method.
Brainstorming Style
1) Fast ideas
Anyone in the group can give ideas. Facilitator encourages the Learners to think quickly and shout out their ideas.
2) Round robin
Every Learner takes turn to give out an idea. Facilitator would ask the Learner one after another.
3) Silent contribution
Each Learner is given a small piece of paper. He shall write his idea(s) on the paper and submit it back to the Facilitator.
In the next blog, I will be sharing about the use of Role Plays in Training.
http://LionsTraining.blogspot.com
***Michael***
Sunday, March 1, 2009
Training 08: Panel Discussion – learning from Subject Matter Experts
What is Panel Discussion?
1) Panel of subject matter experts sharing their knowledge or opinion on specific topics or answering specific questions.
2) Moderator will be coordinating the flow of topics/questions, answers from panel members, and questions from the audience.
3) Learners learn by listening to the what is said by the panel of subject matter experts.
Example of Panel Discussion
Topic: Membership Growth Strategies.
Panel: GMT (Global Membership Team) Coordinator, Membership Chairperson, Extension Chairperson, Retention Chairperson, Leadership Development Chairperson.
Moderator: the Trainer.Audience: Learners (Club Presidents, Secretaries, Treasurers, Membership Directors).
Benefits of Panel Discussion
The Learners or Audience could learn from the knowledge, info, ideas and opinions given by each of the Panel members (who are normally Subject Matter Experts).
At second half of the Panel Discussion, it would be open to questions from Learners/Audience. Learners have the chance to put forth questions which would be answered by the Panel members.
Moderator (Trainer) could control the timing and duration of the panel discussion.Moderator (Trainer) could redirect specific questions to specific Panel members.
Moderator (Trainer) could rephrase and summaries the knowledge/info from the Panel.
It is a moderated dialog between Subject Matter Experts and the Learners. There is TWO-WAY communication involved.
Disadvantages of Panel Discussion
Certain Panel member may be dominating and talk much more than other Panel members, thus depriving other Panel members from speaking.
Time is often a constraint as there are several Subject Matter Experts who want to speak and there may be too many questions from enthusiastic Learners.
Some Learners may become frustrated that their questions are not answered due to time constraint.
Some Panel members may feel that he has been given sufficient time to speak his mind or answer questions.
In the next blog, I will be sharing about Brainstorming session during Training.
***Michael***
1) Panel of subject matter experts sharing their knowledge or opinion on specific topics or answering specific questions.
2) Moderator will be coordinating the flow of topics/questions, answers from panel members, and questions from the audience.
3) Learners learn by listening to the what is said by the panel of subject matter experts.
Example of Panel Discussion
Topic: Membership Growth Strategies.
Panel: GMT (Global Membership Team) Coordinator, Membership Chairperson, Extension Chairperson, Retention Chairperson, Leadership Development Chairperson.
Moderator: the Trainer.Audience: Learners (Club Presidents, Secretaries, Treasurers, Membership Directors).
Benefits of Panel Discussion
The Learners or Audience could learn from the knowledge, info, ideas and opinions given by each of the Panel members (who are normally Subject Matter Experts).
At second half of the Panel Discussion, it would be open to questions from Learners/Audience. Learners have the chance to put forth questions which would be answered by the Panel members.
Moderator (Trainer) could control the timing and duration of the panel discussion.Moderator (Trainer) could redirect specific questions to specific Panel members.
Moderator (Trainer) could rephrase and summaries the knowledge/info from the Panel.
It is a moderated dialog between Subject Matter Experts and the Learners. There is TWO-WAY communication involved.
Disadvantages of Panel Discussion
Certain Panel member may be dominating and talk much more than other Panel members, thus depriving other Panel members from speaking.
Time is often a constraint as there are several Subject Matter Experts who want to speak and there may be too many questions from enthusiastic Learners.
Some Learners may become frustrated that their questions are not answered due to time constraint.
Some Panel members may feel that he has been given sufficient time to speak his mind or answer questions.
In the next blog, I will be sharing about Brainstorming session during Training.
***Michael***
Friday, February 27, 2009
Training 07: Case Studies is suitable for experienced & knowledgeable Learners
Benefits of Case Studies
1) To create Learners participation.
2) Learners could learn by reading and understanding the case study.
3) Learners get to discuss and answer the questions posed for the case study.
4) Learners are able to present their answers to the class.
5) This is a form of constructive learning which is suitable for adults with wealth of experience.
How to prepare Case Study
Write a story or a case. Length ideally should be 5 to 10 minutes reading time.
Write the questions (which would be discussed and answered by the Learners.)
Note: Case study could be done: (a) groups of Learners, (b) pairs of Learners, (c) individual Learners.
Typical Duration for Case Study
5 – 10 minutes for reading and understanding the Case Study.1
0 – 15 minutes for discussion and answering the Case Study.
2 – 5 minutes per group for presenting the answers.
5 minutes for the Trainer to summarize and conclude the Case Study.
Self-Satisfaction of Learners
Adult Learners and Lions who are well-experienced, intelligent and knowledgeable love to learn via case studies. They feel satisfied and proud that they are able to think and give the answers. The Learner who presents in the class would also feel happy to be able to present the answers in front of everybody.
If you Trainer want your Learners to feel satisfied, CASE STUDY is definitely one of the ways to enhance the Learning process, enhance interaction and participation and boost the satisfaction of the Learners.
In the next blog, I will be sharing about Panel Discussion as a method for Learners to listen from a panel of Subject Matter Experts.
***Michael***
WE SERVE
1) To create Learners participation.
2) Learners could learn by reading and understanding the case study.
3) Learners get to discuss and answer the questions posed for the case study.
4) Learners are able to present their answers to the class.
5) This is a form of constructive learning which is suitable for adults with wealth of experience.
How to prepare Case Study
Write a story or a case. Length ideally should be 5 to 10 minutes reading time.
Write the questions (which would be discussed and answered by the Learners.)
Note: Case study could be done: (a) groups of Learners, (b) pairs of Learners, (c) individual Learners.
Typical Duration for Case Study
5 – 10 minutes for reading and understanding the Case Study.1
0 – 15 minutes for discussion and answering the Case Study.
2 – 5 minutes per group for presenting the answers.
5 minutes for the Trainer to summarize and conclude the Case Study.
Self-Satisfaction of Learners
Adult Learners and Lions who are well-experienced, intelligent and knowledgeable love to learn via case studies. They feel satisfied and proud that they are able to think and give the answers. The Learner who presents in the class would also feel happy to be able to present the answers in front of everybody.
If you Trainer want your Learners to feel satisfied, CASE STUDY is definitely one of the ways to enhance the Learning process, enhance interaction and participation and boost the satisfaction of the Learners.
In the next blog, I will be sharing about Panel Discussion as a method for Learners to listen from a panel of Subject Matter Experts.
***Michael***
WE SERVE
Sunday, February 22, 2009
Training 06: Questioning to create Learners participation
Why Questioning?
By asking Questions, the Learners answer. Hence, the Learners get to participate.
In traditional Lecture, the Lecturers talks all the time. So it is a ONE-WAY communication.
For interactive and interesting TRAINING session, we want to have TWO-WAY communication. A good way to get the Learners to talk is by asking QUESTIONS.
Overhead Questions vs Direct Questions
Overhead questions = questions asked for any Learner in the class to answer.
Direct questions = question which is directed to a specific Learner to answer.
Open-ended Questions vs Closed-ended Questions
Open-ended questions:
1) Generate a wide range of answers.
2) Allow for a variety of viewpoints and answers.
3) Encourages open participation.
4) Encourages the Learner to express his opinion.
Closed-ended questions:
1) Seek a single response.
2) Seek a very specific answer.
3) Seek confirmation or denial (yes or no).
Examples of Open-ended Questions
“Why are Lions membership declining?”
“In your opinion, why do some Lions dislike attending meetings?”
“How can we attract potential New Members?”
“What can we do to improve the knowledge of Lions?”
Examples of Closed-ended Questions
“What is the best leadership style?”
“Who was the founder of the Lions movement?”
“Do you agree that Training is important for membership growth?”
Conclusion
Questioning methodology is a very important feature of interesting and interactive Training. If you want to be an effective Trainer, you must talk and listen. By asking questions to your Learners, you get to listen. This is how we can enhance TWO-WAY communication during the Training session.
In the next blog, I will be sharing about Case Studies application in Training.
***Michael***
WE SERVE
By asking Questions, the Learners answer. Hence, the Learners get to participate.
In traditional Lecture, the Lecturers talks all the time. So it is a ONE-WAY communication.
For interactive and interesting TRAINING session, we want to have TWO-WAY communication. A good way to get the Learners to talk is by asking QUESTIONS.
Overhead Questions vs Direct Questions
Overhead questions = questions asked for any Learner in the class to answer.
Direct questions = question which is directed to a specific Learner to answer.
Open-ended Questions vs Closed-ended Questions
Open-ended questions:
1) Generate a wide range of answers.
2) Allow for a variety of viewpoints and answers.
3) Encourages open participation.
4) Encourages the Learner to express his opinion.
Closed-ended questions:
1) Seek a single response.
2) Seek a very specific answer.
3) Seek confirmation or denial (yes or no).
Examples of Open-ended Questions
“Why are Lions membership declining?”
“In your opinion, why do some Lions dislike attending meetings?”
“How can we attract potential New Members?”
“What can we do to improve the knowledge of Lions?”
Examples of Closed-ended Questions
“What is the best leadership style?”
“Who was the founder of the Lions movement?”
“Do you agree that Training is important for membership growth?”
Conclusion
Questioning methodology is a very important feature of interesting and interactive Training. If you want to be an effective Trainer, you must talk and listen. By asking questions to your Learners, you get to listen. This is how we can enhance TWO-WAY communication during the Training session.
In the next blog, I will be sharing about Case Studies application in Training.
***Michael***
WE SERVE
Sunday, February 15, 2009
Training 05: Motivate the Learners
Motivate The Learners
At the commencement of the Training, the Trainer ought to motivate the Learners. This is to encourage the Learners to take a serious learning attitude to gain knowledge on the subject matter.
How To Motivate the Learners
1) Link the Training to the needs of the Learners. For example, the training is about Effective Meeting. The Learners are Club Presidents from over all a specific District. Need of the Club Presidents is to chair effective meetings. Trainers could begin by telling that after the Effective Meeting training, all the Club Presidents in attendance would be able to improve their skills of chairing effective club meetings.
2) Explain the Benefits of the Training. Let us use the same example of Effective Meeting training. The Trainer could elaborate on the benefits of effective meeting include:
(i) All members would be more interested to come for meetings.
(ii) Members would not feel that their precious time is wasted.
(iii) Decisions are made. Action plans are determined during the meeting.
(iv) Project chairpersons could report the status and progress of specific projects.
(v) All members have the say and are free to express their opinion.
(vi) All members are happy attending the meetings.By knowing the benefits of effective meeting at the start of the Training session, the Learners would become more motivated to learn.
3) Learning Objectives. Trainer should inform the Learners about the learning objectives of each Training module. The Learners would then know clearly what they will learn from each specific Training module.
In the next blog, I will be sharing on using QUESTIONING method to enhance active participation of the Learners.
***Michael***
WE SERVE
At the commencement of the Training, the Trainer ought to motivate the Learners. This is to encourage the Learners to take a serious learning attitude to gain knowledge on the subject matter.
How To Motivate the Learners
1) Link the Training to the needs of the Learners. For example, the training is about Effective Meeting. The Learners are Club Presidents from over all a specific District. Need of the Club Presidents is to chair effective meetings. Trainers could begin by telling that after the Effective Meeting training, all the Club Presidents in attendance would be able to improve their skills of chairing effective club meetings.
2) Explain the Benefits of the Training. Let us use the same example of Effective Meeting training. The Trainer could elaborate on the benefits of effective meeting include:
(i) All members would be more interested to come for meetings.
(ii) Members would not feel that their precious time is wasted.
(iii) Decisions are made. Action plans are determined during the meeting.
(iv) Project chairpersons could report the status and progress of specific projects.
(v) All members have the say and are free to express their opinion.
(vi) All members are happy attending the meetings.By knowing the benefits of effective meeting at the start of the Training session, the Learners would become more motivated to learn.
3) Learning Objectives. Trainer should inform the Learners about the learning objectives of each Training module. The Learners would then know clearly what they will learn from each specific Training module.
In the next blog, I will be sharing on using QUESTIONING method to enhance active participation of the Learners.
***Michael***
WE SERVE
Friday, February 13, 2009
Training 04: Story Telling can be used at all stages of Training
The Power of Story Telling
People are naturally attracted to stories.
Learners love to listen to real-life experience of the Trainer.
Learners are interested to hear how other people or other companies implement a certain new idea or a certain strategy.
Learners love to hear the story of a certain problem, what transpired and the subsequent solutions.
When to do Story Telling?
1) At the opening or beginning of Training. Tell a story to draw the attention of the Learners. Motivate the Learners by telling a story.
2) During the training. Use story telling to share about how other people implemented certain principles, concepts or system.
3) During the training. Tell story about how a certain problem was solved by certain people.
4) During the training. Tell story to relate on analysis of certain problems.
5) During the training. Use story telling to do comparative evaluation of 2 different methods.
6) At the ending/closing of Training. Use story telling to do a conclusion.
7) At the ending/closing of Training. Tell a story to summarize the main points of the Training.
What if the Trainer has no personal experience or story to tell?
OPE – Other People’s Experience. Share about other people’s experience that you have heard or read about.
OPS – Other People’s Story. “This is a story I heard when I was attending…..” Re-use other people’s story.
Tips on Story Telling
1) Vary the tone of voice for more effective story telling.
2) Do not be monotonous.
3) Keep seconds of silence sometimes to create suspense.
4) Question the Learners: “In your opinion, what happened next? What was the outcome?”
5) Act it out (if possible).
In the next blog, I will share about Motivating The Learners.
People are naturally attracted to stories.
Learners love to listen to real-life experience of the Trainer.
Learners are interested to hear how other people or other companies implement a certain new idea or a certain strategy.
Learners love to hear the story of a certain problem, what transpired and the subsequent solutions.
When to do Story Telling?
1) At the opening or beginning of Training. Tell a story to draw the attention of the Learners. Motivate the Learners by telling a story.
2) During the training. Use story telling to share about how other people implemented certain principles, concepts or system.
3) During the training. Tell story about how a certain problem was solved by certain people.
4) During the training. Tell story to relate on analysis of certain problems.
5) During the training. Use story telling to do comparative evaluation of 2 different methods.
6) At the ending/closing of Training. Use story telling to do a conclusion.
7) At the ending/closing of Training. Tell a story to summarize the main points of the Training.
What if the Trainer has no personal experience or story to tell?
OPE – Other People’s Experience. Share about other people’s experience that you have heard or read about.
OPS – Other People’s Story. “This is a story I heard when I was attending…..” Re-use other people’s story.
Tips on Story Telling
1) Vary the tone of voice for more effective story telling.
2) Do not be monotonous.
3) Keep seconds of silence sometimes to create suspense.
4) Question the Learners: “In your opinion, what happened next? What was the outcome?”
5) Act it out (if possible).
In the next blog, I will share about Motivating The Learners.
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