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Designing a training session – help please?

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Hello,

I've recently started in an L&D role and have managed training requests and even delivered some training sessions which had already been created.

I'm attending a train the trainer course tomorrow for a couple of days and just been informed this morning that we have to prepare a 20 to 25 minute training session on something general or business focused for 6 people.   I've decided to do it on 'Effective Listening Skills' and have already got some ideas on sessions to involve the delegates including asking for times when they've not felt listened to or occasions when they did, then perhaps reading out Goldilocks but it has some changes to it (but people will make assumptions) and I've lots of other ideas for a interaction such as I had years ago with people sitting back to back and being asked to draw something but I wondered if anyone had any do's or don'ts as I'm just concerned I've got so many ideas it'll lose its focus.

Need to create handouts (if I'm doing any - not sure yet), lesson plan etc., at least one visual, and evaluation forms.

As I said, just advice on any do's or dont's would be great. 

Thanks

3 Responses

  1. Goldilocks

    Actually having read up on the goldilocks exercise – it's 15 to 30 minutes so won't use this now. 

  2. Begin with the end in mind!

    Think about the overall aim and objectives for the session. What do you need your audience to know, be able to do, or how you want them to behave differently at the end of the session.

    Keep your content REALLY simple and short. Ensure you outline what is going to happen, how and why. Find out your audience experiences and explore how the training will benefit them.

    Work through your content methodically and in a logical order, giving the audience lots of chances to demonstrate their understanding or competence. Ask questions throughout and avoid lecture style. Test your audience individually. Tell them what will happen next and where they can get more information. That's a good start, but if you really want to learn the full Queen's Award skills-based training methodology, keep in touch.

  3. make it testable…..but

    think about the likelihood of at least one colleague doing 'effective listening skills'!

    As Stokes 873  says, think about the objective……a good learning objective has a behaviour (what you are going to be able to do differently) a standard (how well you are going to be able to do it) and a condition (the circumstance in which you will be able to do the behaviour to the standard)…..

    My favourite exercise for this sort of situation (because no one else ever seems to do it) is to train them how to tie a bowline (a real lifesaver)[the behaviour], correctly [the standard]  with their eyes closed [the condition].

    It can easily be done in the time

    it needs a couple of slides (your visuals)

    and seven lengths of rope/cordage.

    It is fun and practically useful to everyone and now that few people have been scouts, guides or sea cadets is a new skill for most people.

    Get in touch if you want more details

     

    Rus

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