8 Responses

1. it does depend on the type of topic

   HI MLT

   This won't help much, but it does depend on the type of topic, the learners' level of prior knowledge and style of training;

   EG

   ~If the topic is technical there will be more "chalk and talk" and the challenge is to keep the learner awake!

   ~if the topic is behavioural then the training needs to be experiential ratter than discoursive IF the benefits are to be measured behaviourally.

   ~if the learners are experienced people (as opposed to inexperienced) then the learning can be more asking/sharing/discussing and less telling.

   ~if the style is elearning then there are different guidelines to the learning style being face to face or online.

   What are you looking for?#

   Rus

    

    

2. Hi Rus

   Hi Rus

   Thanks for your response.  I design and deliver soft skills training and have been for a few years.  I'm looking to develop my skills in design, improve structure, and gain more ideas on really how to facilitate behavioural change.

   MLT

    

3. Ideas

   Hi MLT

   I think the way forward would be to become a course junkie…attend as many courses as you can and look for ideas that would work in your own courses. In addition join all the training forums on LinkedIn and Training Journal.

   If you are in the UK, companies such as Azesta and MTA International run quite inexpensive workshops where you can network and pick up ideas. The majority of participants seemed to be from a soft skills training environment so you should make some useful contacts and new methods of training.

   Good luck

    

   Steve

    

4. Perhaps consider courses on specific techniques?

   Hi MLT,

   Having read your response to Rus, I wondered if it might be worth considering attending a course which focuses on a particular techniques (for example NLP, Accelerated leanring or Brain friendly learning – although these all have some overlap). 

   You could then apply this knowledge you that which you already have to enhance your course design and facilitation skills?

   Fiona.

5. Starting point…

   When I run the train the trainer, I always spend a good chunk of the time focussing on how to structure training and the use of different training methods…However, this is something I do for in-house people so not at all relevant!

   That said, I have an e-book on that very topic on my website which may be worth a look. It's written by someone who has 20+ years experience of writing soft-skills training for other trainers to run. http://www.power-hour.co.uk/trainingmaterialsshop/prod_1172572-Designing-Effective-Training-ebook.html

6. Training courses on training design

   I am currently designing a course entitled designing blended learning for a client and following the design will probably edit it slightly and make it available on my site at http://www.spectrain.co.uk. Meanwhile the following report may be of interest its a guide to designing blended learning :http://www.kineo.com/resources/papers-and-guides/learning-strategy-and-design/designing-blended-learning

   Joy

7. Thanks

   Thanks for all the responses from everyone, currently looking into all the recommendations.

   MLT

8. Recommendation

   I was fortunate enough to put my staff through Certificate in Training Design & Development with the Training Foundation. It's part of the Training Accreditation Programme (TAP).

   They loved it and we've seen an increase in the quality of our programmes and an efficiency saving in time.