Making the most of staff development in your organization Staff Development Day 2007.
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Transcript of Making the most of staff development in your organization Staff Development Day 2007.
![Page 1: Making the most of staff development in your organization Staff Development Day 2007.](https://reader035.fdocuments.net/reader035/viewer/2022062421/56649d9c5503460f94a84828/html5/thumbnails/1.jpg)
Making the most of staff development in your
organization
Staff Development Day 2007
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Today’s topics…Adult Learners
Wants, needs and expectationsInformation Intake
Learning Styles (Multiple Intelligences)Communication Styles
o Myers-Briggs Type Indicatoro DISC
Writing ObjectivesUsing SMART goals
Evaluating TrainingKirkpatrick’s model
Staff Development Day 2007Presented by Jaye Holly
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Today’s goals…By the end of today, you should be able to:Articulate the basic needs of adult learnersCritique training based on how well it meets
the needs of learners with various learning and communication styles
Evaluate learning goals using the SMART model
Discuss the levels of training evaluation, including the advantages of the methods you currently use in your library
Staff Development Day 2007Presented by Jaye Holly
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Pedagogy vs. AndrogogyChildren as Learners Adults as Learners
Staff Development Day 2007Presented by Jaye Holly
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Androgogy: Adult LearningModern Practice of Adult Education -
Malcolm Knowles (1970)Adults move from dependency to self-
directednessAdults draw upon their own experienceAdults are most ready to learn when
placed in new roles or situationsAdults want to apply new knowledge
Staff Development Day 2007Presented by Jaye Holly
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Designing Training for AdultsMake goals realistic and relevant; “real
world”Give control over learningProvide supportive learning environmentConnect learning to previous experienceCreate opportunities for transfer of learning
Staff Development Day 2007Presented by Jaye Holly
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Training on the jobMake goals realistic and relevant; “real world”
How does this affect my job? WIFM?Give control over learning
What are my options? Provide supportive learning environment
Are my peers with me? Is it safe to ask questions?
Connect learning to previous experienceHow does this relate to what I already know?
Create opportunities for transfer of learningHow will I use this info when I return to the job?
Staff Development Day 2007Presented by Jaye Holly
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Structuring TrainingLaugh and Learn – Doni Tamblyn
Focus on “brain compatible” learning
In a sensory rich environment, we compete for audience’s attention
We have to give our learners reasons to pay attention
Staff Development Day 2007Presented by Jaye Holly
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Beginnings and Endings
Fin
ish
Staff Development Day 2007Presented by Jaye Holly
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Beginnings and Endings
Fin
ish
Learning Activities
Staff Development Day 2007Presented by Jaye Holly
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•VAK / VARK•Multiple Intelligences•MBTI•DISC
Staff Development Day 2007
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Learning Styles
Staff Development Day 2007Presented by Jaye Holly
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Learning StylesFrames of Mind - Howard
GardnerDeveloped the theory of
multiple intelligencesInitially included 7 types, has
since been expanded
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Multiple IntelligencesLinguistic LearnersLinguistic LearnersProcess information
through wordsPreferred learning
activities include lecture, discussion, reading
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesLogical/Mathematical Logical/Mathematical LearnersLearnersProcess information through numbers, patternsPreferred learning activities include reviewing statistics, solving problems, uncovering patterns
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesVisual /Spatial LearnersVisual /Spatial LearnersProcess information
through relationships and relativity
Preferred learning activities include viewing or creating pictures, models, maps
Video – Visual LearnerStaff Development Day 2007
Presented by Jaye Holly
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Multiple IntelligencesMusical LearnersMusical LearnersProcess information
through music, rhythm
Preferred learning activities include singing, listening to music, poetry
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesKinesthetic LearnersKinesthetic LearnersProcess information through activityPreferred activities include hands on activities, games, movement
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesInterpersonal LearnersInterpersonal LearnersProcess information
through interaction with others
Preferred learning activities include discussion, games, role plays
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesIntrapersonal LearnersIntrapersonal LearnersProcess information
through introspection and self-reflection
Preferred learning activities include journaling, meditation
Staff Development Day 2007Presented by Jaye Holly
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Multiple IntelligencesNaturalistic LearnersNaturalistic LearnersProcess information
through connection with the natural world
Preferred learning activities include spending time outdoors, cultivating and nurturing
Staff Development Day 2007Presented by Jaye Holly
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A typical icebreaker…“Break into pairs.
Interview your partner and then be prepared to introduce your partner to the
rest of the group.”
“Break into pairs. Interview your partner and then be
prepared to introduce your partner to the rest of the group.”
Staff Development Day 2007Presented by Jaye Holly
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Communication StylesMyers – Briggs Type IndicatorMyers – Briggs Type Indicator16 personality types based on 4 continuums
of preferenceIntroversion vs. Extroversion Sensing vs. iNtuitingThinking vs. FeelingPerceiving vs. Judging
Staff Development Day 2007Presented by Jaye Holly
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Communication StylesDISCDISC16 styles based on 4 quadrants
Dominance Influence Steadiness Conscientiousness
Staff Development Day 2007Presented by Jaye Holly
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A typical icebreaker…“Break into pairs.
Interview your partner and then be prepared to introduce your partner to the
rest of the group.”
“Break into pairs. Interview your partner and then be
prepared to introduce your partner to the rest of the group.”
Staff Development Day 2007Presented by Jaye Holly
![Page 26: Making the most of staff development in your organization Staff Development Day 2007.](https://reader035.fdocuments.net/reader035/viewer/2022062421/56649d9c5503460f94a84828/html5/thumbnails/26.jpg)
Lunch Time!
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•Objectives vs. Goals•Using the SMART model
Staff Development Day 2007
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Objectives vs. GoalsObjectivesObjectives GoalsGoalsBig pictureImportant for
organizational progressEncompasses many
goalsDifficult to measure
Stepping stonesMileposts of successBuilding blocks of
objectivesMust be measurable
Staff Development Day 2007Presented by Jaye Holly
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Training Ain’t Performance…Popular ASTD series Training is one tool for
improving performanceSystemic approach is required
for true performance improvement
Staff Development Day 2007Presented by Jaye Holly
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Training GoalsAddress the desired outcomesBehaviorally basedAffirmatively phrasedFocused on individualRelate directly to the training
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SMART GoalsS Specific
M Measurable
A Achievable
R Realistic
T Time bound
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•Why evaluate training?•4 Levels of Evaluation•ROI
Staff Development Day 2007
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Why evaluate training?1. To decide whether to continue or
discontinue a training program2. To gain information on how to improve
future training programs3. To determine if the training has had impact
on knowledge, performance, outcomes, etc.4. To justify the existence of the training
department
Staff Development Day 2007Presented by Jaye Holly
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Why isn’t training evaluated?It isn’t deemed important or urgentWhat to do or how to do it is unknownNo pressure from management to do itOther priorities or interestsJob is secure
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10 Steps to Training Success
1.Determine
needs
2.Set objectives
and goals
3.Determine
content
4.Select
participants
5.Set
schedule
6.Select
facilities
7.Select
instructors
8.Develop
visual aids
9.Coordinate program10.Evaluate
the program
Staff Development Day 2007Presented by Jaye Holly
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Evaluating Training
Staff Development Day 2007Presented by Jaye Holly
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Evaluating Training
Staff Development Day 2007Presented by Jaye Holly
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Calculating ROI
Staff Development Day 2007Presented by Jaye Holly
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Who’s job is it anyway?Rae’s Quintet
Senior ManagementTrainerLine ManagementTraining ManagerTrainee
Bottom Line : Everyone has a stake in training evaluation
Staff Development Day 2007Presented by Jaye Holly
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Closing thoughts…Treat your audience like adultsMix and match techniques to reach a variety
of learning and communication stylesFocus your training on what can be
accomplished; set SMART goalsDetermine the effectiveness of training
through evaluation
Staff Development Day 2007Presented by Jaye Holly