Contents
PART 1 TRAINING: ADAPT OR DIE ...
1 Your environment and your role
2 Is training the right answer?
A recommended training process
3 Three priorities when approaching needs analysis
What are your priorities in needs analysis?
Priority 1: focus on being a performance expert
Priority 2: be a slave to the business outcomes required
Priority 3: identify and address the barriers to change
4 What should be included in a needs analysis?
Business outcomes, success measures and learning outcomes
Training and the Pareto principle
5 Carrying out practical research
Quantitative and qualitative research
Ground rules for effective research
PART 3 DESIGN AND PRACTICAL APPLICATION
The impact of your preferences
7 Foundations for success in designing training
It’s all about linking to business performance improvements
A successful structure is clear and effective
Creating awareness, responsibility and motivation in participants
Recognise that people learn differently
Managing the emotional state of the audience
Adopt an attitude of continuous improvement
And finally, before we forget...
Honey and Mumford learning styles
Learning styles ‘infect’ us as trainers
How should you use learning preferences in your design?
9 How to structure your training
How to structure your training to maximise engagement
Maintaining engagement for the duration of the training
Structuring a session to retain audience attention
Making the right choice of methodology
11 What to do in the first hour
Acknowledging and managing the ‘state’ of the participants
‘Setting out your stall’: signposting, objectives and ground rules
12 Planning for audience engagement
Practical design steps to maintain audience interest
13 How to encourage participants to take action
Issues preventing the application of learning
What to do to gain commitment to action
PART 4 THE TRAINER AS PERFORMER
14 The foundations of influencing
What do we mean by the learning environment?
How to operate in a room that is not great
Engaging the audience through questions
How to answer questions from the group
The 4A model for handling questions
Options for handling different types of questions
18 Improvisation and utilisation
How to use what is happening in the room to everyone’s advantage
Four steps to improvising well
The importance of humour and fun in business training
19 Dealing effectively with training challenges
Ideas about how best to deal with specific challenges
PART 5 EMBEDDING, LEARNING TRANSFER AND EVALUATION
20 Influencing the conditions so that learning transfer happens
We are not doing a great job at the moment
The four key factors that enhance learning transfer
21 How to evaluate training effectively
The Kirkpatrick evaluation model
The Kirkpatrick model in more detail