It is important to take 'Tender Loving Care (TLC)' when creating your training sessions, and always follow the 'Training Life Cycle (TLC)'.
There are many models out there which show the Training Life Cycle but I like to use my own blended version. It has proven me well over the last 20 years, so let me share it with you.
It is sometimes easy to forget the basics, or we go straight into action-orientation mode, but allow yourself to go 'back to school' when designing your next session, and I am sure you will not only enjoy it, but you will have a much greater output / return.
With my leading Yellow Energy (Insights), I really need to flex into Blue Energy before starting any design work. Naturally I am not a session outline type of person, so I find mind-mapping works very well for me. Whatever your preference, I follow the steps outlined below.
TNA / ROI* - Design - Delivery - Evaluation / ROI** - Tracking
* Yes, I do my ROI with my TNA. I will explain in more detail below.
** We have probably all learned that ROI is Stage 4 of the Kirkpatrick Model for Evaluation. I link it to Evaluation by assessing it at that stage but spend most of the time during TNA.
TNA / ROI - You can follow any method you wish to do your Training Needs Analysis (Observation, Interview, Questionnaire, Survey, Test, Stakeholder Analysis) but the important things to get from your TNA are...
'Why am I doing this training?'
'What do I want to achieve through this session?
'What does a successful outcome look like?'
'How did this training need come about?'
'What skills might be gained from this session?'
'What new behaviors might be learned from this session?'
'How might I equip the attendees with these new skills / behaviors?'
'How will I know I got my message across?' (Link to Evaluation Stage)
I did say earlier that I linked my ROI to my TNA. Well, here is how. Even though I have not even started designing the content, I already start looking much deeper into the 'What does a successful outcome look like?' section.
By looking at what success might look like from the get-go, and by possibly pre-determining success factors before the design phase, and keeping them in your mind when creating content, there is a greater chance of achievement.
These success factors do not need to be 'set in stone', but that vision pre-design and an alignment of 'Why am I doing this?' and "What do I want to achieve?' will reap greater returns later on.
Design - Let's not jump into content and slide decks straight away.
(Read my post about Training ROPES)
Look at what you have on hand - material, content, articles, media, content providers, knowledge sources...
Things to remember -
Define clear and precise Learning Outcomes
Create sense checks for each Learning Outcome
Don't be so rigid - time, content, location, style, environment etc.
Audience - learning styles, previous experience, attitude to topic, WIFFM...
Full suite of tools - PPT, Role Play, Exercises, Mixed Media, Articles, Pre Reading, Take Aways, Guest Speaker, SME...
Content v Context - What do you want to tell them? v How are you going to get it across?
Session Flow - It needs to make sense
Create a session outline, mind map or spider-a-gram. This will keep you on track, ensure smoother delivery and that you cover all your bases.
WHEN Timings, Duration
WHAT Topic, Content
HOW Method, Learning Source
WITH Add Ons, Supplementary Materials
WHY What am I trying to achieve again?
Delivery - You have your own style here and you will know what will work in your situation. A few tips though...
TELL v SELL - Is it a Telling Style or Selling Style Presentation?
Tell - Direct, Static Pose, Think, Head, Closed Questions to ensure understanding etc.
Sell - Indirect, Movement, Positive Tone, Engagement, Feel, Heart, Ask opinions etc.
CONTENT v CONTEXT - You know what you want them to know but how are you going to get your message across?
VAK - Remeber your different learning styles
ENVIRONMENT - Layout ( U Shape = Listen , Cabaret = Engage / Discuss) , Temperate (Ideal = 18'C / 64'F, though you can never please everyone. TIP = Give them the control, allow them to change, mention in your Housekeeping at the start), Distractions (Windows + Visual Learners = No No etc), Resources (Flip Charts, DVD, WIFI, Breakout Zone etc.)
Mixed Media, Pre Reading, Accelerated Learning Techniques, Movement, Teach Backs, Reflection
Evaluation / ROI - Use your favorite method / model here. I usually stick to Kirkpatrick - Reaction, Skills, Behavior, Return.
Think hard at this stage. Look at your answers from TNA stage. Less is more. As it is usually at the end of a session, people usually want to leave, DOn't ask hundreds of questions, but rather 5-7 killer questions. If you are using grads / scales I usually avoid scales of 5 , 10 etc as most people who have no opinion go middle ground. The whole point of evaluation is to get feedback and opinions and to ensure you got your desired outcomes across, no?
Killer Questions (Examples)
What would be the one piece of negative feedback you would give the trainer if you were his / her Manager?
If you were the trainer today, what would you have done differently and why?
If you were to not fill out this form and just write one piece of feedback anonymously, and give it to the trainer, what would your feedback be?
Link to ROI - Gather feedback different ways. Look at your desired outcomes from TNA.
Qualitatively - Feedback, Notes, Suggestions...
Quantatively - Evaluation Scores, Ratings...
Data - Do a Pre / Post Evaluation Form and show / map the changes. Usually works better with longer programs, or programs that cover more behavioural topics. These can be a good tool to use to show behavioral change or put numbers / data behind the fluffy stuff. These numbers lend greatly to you ROI.
Tracking - Whether it is on your in house LMS, Microsoft Access or even Excel...track, track, track.
Who went? When did they go? What did they achieve? Copy of Attendance, Copy of Certification, Copy of Evaluation Sheet etc.
Hope you found this interesting? Maybe a little reminder or refresher, or you might have learned something new.
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