Adult Learning How to Maximize
“Train the Trainer” Approach for
Long Term Sustainable Results
Agenda • Maximizing Training Impact
– Behavior Change vs. Skill Enhancement • Benefits/Challenges of Various Training Resources
– External Facilitators – Internal Trainers (Train the trainer) – Subject Matter Experts (SMEs)
• Adult Learning Principles • Keys to Long Term Sustainment of Results
Research Ebbinghaus & Goddard Findings:
The Forgetting Curve People forget 75% of the information they
receive in a training event within 48 hours if they do not immediately apply what they learned and receive coaching or feedback.
What Typically Happens…
P E F O R M A N C E
I M P R O V E M E N T
SEMINAR WEEK 2 WEEK 4 WEEK 6 WEEK 8 WEEK 9 - MONTH 9 MONTH 10 - 12
Methodology: Behavior Change
How We Get Results…
Behavior Change
? What is the difference between
– inspiring someone – and encouraging, empowering, or
assisting them?
. X
. . .
. . .
.
Expanding Belief Boundaries
. X
. . .
. . .
. Actions Feelings
Behaviors Abilities
. .
. . . .
. Expanding Belief Boundaries
. . . .
. . .
. Actions Feelings
Behaviors Abilities
. .
. . .
.
. . .
Expanding Belief Boundaries
12
15% 85%
Attitudes, Values and Beliefs
Product Knowledge & Technical Skills
Addresses Attitudes & Skills
Facilitator Certification
Launch Seminar
Follow-up Sessions
Scheduled Refreshers
Ongoing Coaching
Preparation
&
Build Buy in
1. Set goals beyond their current belief barriers – their paradigm’s edge.
2. Intentionally step into the area of discomfort.
3. Use the outcome to build belief. - Nothing builds belief like success - Treat failure as learning
People Grow Through
Follow-Up Learning
1. Structured Follow-Up for Accountability
2. Leaders/Managers Actively Engaged
3. Affects Attitudes in Addition to Skills
Why the Process Works
External Facilitators • Benefits
– Highly qualified – Knowledge of content – Limited internal resource prep required
• Challenges – Ongoing cost can be challenge to
sustainment – Potential buy-in challenge, lack of ownership
Train the Trainer • Benefits
– Knowledge of internal culture – Opportunity to ‘make it your own’ – Better sustainment
• Train new hires • Provide refreshers
• Challenges – Time resource commitment – Potential trainer turnover – Choosing quality certification
Subject Matter Experts (SMEs)
• Who are good candidates? • What qualifications do they need? • How to build buy-in for support • Quality certification is key
– Facilitation focus vs. training expert
Cone of Learning Learners retain: • 10% of what they read • 20% of what they hear • 30% of what they see • 50% of what they see and
hear together • 70% of what they say or
repeat • 90% of what they say, while
doing what they are talking about. (Hear, See, Say, Do, Teach others)
Learning Retention
• Hear it • See it • Say it • Do it • Teach others
Tips Related to Adult Learning • Establish a climate conducive to learning. • Design training to be approximately 1/3
presentation and 2/3 application and feedback.
Adult Learners • Commit to learning when
the goals and objectives are considered realistic and important.
• Want to be the origin of their own learning.
• Need concrete experiences to apply learning in real work.
• Need feedback.
Key Principles of Adult Learning • Learners need to
know: – Why, what, how? – Self-concept of the
learner: • Self directed and
autonomous.
– Prior experience of the learner:
• Resources, mental models.
Key Principles (cont.) • Readiness to learn:
– Life related, developmental tasks.
• Orientation to learning: – Problem centered,
contextual. • Motivation to learn:
– Internal, personal payoff, intrinsic value.
Group Activity
Considerations For Adult Learners Small group activities
provide learners an opportunity to share, reflect and generalize their learning experiences.
Preparing for Instruction
Primary Steps: Preparation Presentation Application Evaluation
Preparation - Instructor • Know the topic and
your capabilities. • Determine the best
way to present the information. – Demonstration,
Illustration, Lecture • Divide the lesson into
manageable parts. • Be on time.
Preparation - Students • Put the students at ease • Help them be part of the class • Explain unclear or complex information in detail • Motivate • Outline the Day
Motivation • Demonstrate enthusiasm • Require good
performance • Promote achievement
and success • Provide relevancy • Use positive
reinforcement • Correct with sensitivity
and empathy • Encourage, Encourage,
Encourage
Preparing For Presentations
• Plan a 2:1 ratio of preparation to presentation for new classes.
• Research and plan presentations. • Rehearse presentations. • Don’t confuse students by presenting too
many facts. • Check learning frequently.
Instructor Competencies • A desire to teach • Mastery of teaching
technique • Competence in the
subject • Ingenuity and
creativity • Ability to self
evaluate
Good Instructor Qualities • Set the “tone” of the
class • Demonstrate
professionalism • Create a learning
environment • Assess class timing • Avoid obstacles to
effective learning
Mistakes An Instructor Must Avoid
• Do not pretend to know all the answers. • Information must be based on fact. • Do not promise to find an answer then fail
to do so. • If there is no exact answer, inform the
students.
Effective Trainer Behaviors
• Effective Trainers are: – Prepared – Energetic – Sensitive – A role model
• Use humor • Share leadership
Key Points For Adult Training
• Must be relevant.
• Should be of immediate use.
• Most important resource in the training is the student.
• Must focus at all times on the learner.
Module 2 – Slide 34
Application Focus on real world
problems. Relate learning to
participants goal. Allow debate and
challenge of ideas. Encourage participants to
be resources to you and to each other.
Long Term Sustainment of Results
Sustainment Best Practices • Walk the talk (management participation) • Executive advocate • Ongoing training plan and support
– New Hires – Refreshers – Avoid flavor of the month – Clarify transference of learning across
products/services
Sustainment Best Practices • Build Accountability
– Performance Appraisals – Mystery Shops – LMS Systems
• Do your due diligence thoroughly up-front – Aim for a true philosophy fit
• Achieving Breakthrough Business Results: – Measurably Impact Sales and Service Results – Improve Member Retention and Loyalty – Increase Employee Productivity and Retention
• Four Decades of Experience • Founded by Ron Willingham
– Author of “Integrity Selling” & 10 other books • Allied Solutions Affiliate since 2007 • By the Numbers:
– Over 2,000 Client Organizations Worldwide • 300+ Financial Services Organizations
– 166 Credit Unions
FOR MORE INFORMATION CONTACT [email protected] (813) 546-0892
Clients Integrity Solutions Serves Partial Client List
Introductions Integrity Solutions Clients
CU Clients Integrity Serves Partial Listing
Introductions Integrity CU Clients
Top Related