Well it doesn’t seem to scare Purdy, the office cat, she’s all over the keyboard and off course the mouse; she has even been trained to watch the printing.
Personally, I love technology and can find my away around most situations when it doesn’t behave. But even in this day and age when computers are part of everyones lives, not everyone chooses to become fully literate with their hardware and software. One cant blame them, there is more to life than that and the field changes so quickly.
Crammed on the trainer’s table at our recent training for trainers course was a projector, amplified speakers, two macbooks, a camera, cellphone, remote controls and off course all the connecting wires. Over the years I’ve had to deal with laptops not talking to projectors, flash drives not showing up on the computer, video clips not opening on the available software, VGA connectors needing an adapter and recently a ‘keynote’ presentation created in the latest version of the software not opening on a computer with the previous version.
What’s the solution? Well, for me it’s 1.Take my own laptop and projector, even if there is a built-in system at the venue, 2. Checklist to make sure I have all the hardware I need (including that little adapter that I have left behind before, and the power lead) Have multiple video clip playback programs (quicktime, VLC, MPEG streamclip etc) 3. Save my presentations on multiple media (hard drive, flashdrive, CD/DVD) If you have created your presentation with the latest version of software and you are presenting on someone else’s computer you could use the ‘save as’ function to save a second copy in a previous version.
Overkill? feel free to join in the discussion to share your presentation horror stories or to give your ideas to cover all the bases.
How do you evaluate the effectiveness of your training? One of the best known frameworks for distinguishing between different types of evaluation comes from Donald Kirkpatrick. He constructed a four level hierarchy of evaluation, each of which is relevant and provides useful information to measure the success of a training intervention.
At level 1 learner reaction to the training is measured, at level 2 learning during the course is assessed. Level 3 measures behaviour change back on the job and level 4 evaluation deals with the impact the training has on the organisation. This is the difficult one to measure, but it’s not impossible.
Those who attend an Impact training for trainers course regularly give us great feedback on what they think of the course (level 1) and demonstrate their new skills by presenting during and at the end of the course. (level 2) They and their managers report improved approaches to course development and presentation. (level 3) As for level 4, we as training consultants are not called upon to undertake before and after impact studies, and most people don’t, so we cant say.
Trainers, like teachers are in a unique position to impact the people in their care, and well trained staff are undoubtably having an impact on their organisations.
I would love to hear, and report in this blog, how some trainers have gone about measuring and documenting the success of their training interventions.