Leading Edge Training Solutions

training trainers, supervisors and their teams


Computer based tools for Trainers

In our IMPACT! training for trainers course we discuss and demonstrate some of the multi-sensory tools that trainers have at their disposal. Given the time we have for this section, we hardy touch sides, there are so many possibilities out there. Despite the detractors who (rightly so) warn against ‘death by powerpoint’, Powerpoint (and in my case Keynote) remains the number 1 ‘go-to’ tool for the trainers in my courses.

So I was interested to find an article (on a google search of course) where Jane Hart compiled the Top 100 Tools for Learning in 2015 from the votes of over 2,000 learning professionals worldwide. I suggest you follow the link to her website where you can explore all 100. I discovered that I personally use 7 of the top 10, which I list here.

1. Twitter - nope, I must confess that I’m not into twitter. 2. YouTube - yes, it’s a rich source of short video clips that can add value to a data show. 3. Google search - what can I say, a rich source of information and more. 4. Google Docs - no, I use the Microsoft and Apple suite of tools to generate course material. 5. Powerpoint - well yes, but being an Apple fan I most usually use Keynote, unless I leave a client with a complete training module, in which case I customise it in Powerpoint. 6. Dropbox - yes very useful for transferring large files and sets of pictures to my learners. 7. Facebook - well yes we do have a Facebook page, please go in and
Like, if you like us that is Winking 8. WordPress - well no, we develop our website (this one) in Rapidweaver which we are really happy with and it’s great for Mac users. 9. Skype - yes, when I travel Skype is a great way to keep in touch with clients. I guess it could also be used to communicate with learners but so far I have found that we are able to communicate well via emails when I am away. 10. Evernote - Yes its now my go-to app for recording information that I may want to access on my computer and my phone.

I’m interested that Prezi came in at number 11. We talk about it and I demonstrate its use on our ‘train the trainer’ courses but I have yet to find someone who comes into the course having used it. I am aware of one of my learners (my son Happy ) who went away inspired and used it to good effect within an important presentation he had to make.

What are your top go-to training/learning tools? It would be great to get further input into tried and tested tools and their application.

tools for trainers

What is Teamwork?

I was at the beach the other day and watched with interest as a few blokes worked together to pull in and attach their fishing boat to the boat trailer, which had been backed into the water by one of them in his car.

The process was not straight forward, requiring some skill on the part of the driver and some strength and co-ordination on the part of the others. This was clearly a case of TEAMWORK in action. It got me thinking again about what was required for a bunch of people working or playing together, to be an effective team.

The first thing is a clearly communicated and mutually bought into objective or goal - a common purpose.
Secondly - Clearly known and understood individual roles, for which the team members have the ability and training.
Thirdly - Coordination, so that people are in the right place at the right time doing the right things. This could be achieved by the team themselves if they are fully experienced and in tune with each other and if 1 and 2 are in place. However in most instances this requires that one of them is in a leadership role.

In the case of the friends with the boat, the task would have been achieved more efficiently if all 3 requirements were in place. Having said that, they clearly had a common purpose, fighting the waves to get the boat onto the trailer. They looked tired. I hope they were able to celebrate success with some freshly grilled fish.

What are your views on the characteristics of effective teams?


Checking that behaviour has changed after attending training

If we attend a training course, or send someone on a course, it is reasonable to expect that performance on some aspect of the job will change, in line with the new skills or knowledge learned. Checking that this is the case is commonly referred to as level 3 evaluation. It’s easy enough to ask a person after the course “what did you learn?”, or even “what are you going to do differently?”, but it’s a bit harder to put something more robust in place to check the behaviour change. It requires a bit of planning and managing. But if you have the will to do it, and are skilled at getting peoples cooperation, it need not be that hard. There are a range of things you can do, some more thorough and time consuming than others, but if you have not done something before and you just need a simple starting point, I am cutting and pasting a response I gave to someone else’s blog, where the question was asked “Looking for easy and innovative ways to evaluate transfer of learning”

Sixteen people responded. This was my response, I hope that it is helpful for some of you - “How about designing a simple one page form that the persons manager gives to the participant before or after attending the course. At this time they arrange for a meeting at an agreed date, say two or three months later. The form will list each of the competencies/outcomes expected from the course with tick boxes to the side - achieved, applied but need coaching, no opportunity yet. Under each outcome would then be a space to give examples of achievement/make comments. There would be a space at the bottom for the manager to comment, including commitment to coach or provide further opportunities to show competency.”