Two flipchart are better than one

One flipchart is not enough for me! When I facilitate training I always set up two (or more!) flip charts, in addition to the PowerPoint. Some of the benefits to doing this are:

1. It allows to compare two different sets of information. Example: “On flipchart A we listed some challenges you face every day as a manager. On flipchart B we listed the traits of the best boss you’ve ever had. How do these two relate to each other?” We can bring the two flip charts together and show how they are similar or different.
2. It allows you to move around the room in a meaningful way. “Way over there we see how we currently do things, and way over there we see how we need to do things in the future. How far apart are we from where we need to be? How does that make you feel?”
3. It allows everyone in the room to feel close to the action if you are in a big room.
4. It allows audience participation as scribes and to post the sheets on the wall.
5. It keeps people from staring at PowerPoint all day long. I like to mix high tech with low tech and you can’t get lower tech than flipcharts.
6. It allows you to quickly move from one page to the other if ideas flow over more than one sheet (if you flip it over, then the ideas are covered, and ripping them off and posting them breaks the “flow”)
7. The markers smell soooo nice.

 

Do you have any other reasons you like to have multiple flip charts? Let me know!

 

Dave

Ways to Ensure Participation in Training

Relax and establish an informal atmosphere.

Encourage participants to take control of their own learning.

Accept participants where they are.

Communicate openly and honestly.

Tap participants for their ideas.

 

Source: Training for Dummies, Elaine Biech

Organizing Breaks in Training

Don’t put your break times on the agenda.  That never works!  And if you (the trainer) are 5 minutes late with your break (according to the agenda), that clearly gives your learners permission also to be late coming back from break (if you can’t keep your time commitments, why should they?)

Just take a break when people need it.

and another thing… say “We are taking a 11 minute break” – make the number memorable.   A “10 minute break” means different things to different people!   

one more thing… come to an agreement with the class the ground rules around breaks.   How many breaks do they need?  Whould they rather work through breaks and get out early?  Should I just get started after the break, even if everyone is not back yet?  etc.

Start with the End in Mind

When delivering a training program, START WITH THE END IN MIND.

Say… “when we wrap up today…”
BUT Don’t tell everything that you have in your brain.
AND Keep it limited… keep them waiting until the end!  

 

I developed a training program that was delivered by a SME to hundreds of people, and I built into the design a teaser in the form of a three-minute simulation, which showed clearly how the company could save a million dollars or more. 

 
“When you complete this training you will clearly see how this was done, and you be able to that too!”

Tell them what they will be able to do at the end, but keep the HOW for later in the presentation.   The training can reveal the skills and knowledge needed to get the WIIFM. 

Giving the answers early is a big mistake, but asking the questions early is a big benefit!

Training: Why does it matter?

The first point of Malcolm Knowles Adult Learning Theory is “Adults have a need to know why they should learn before investing time in a training event.”    How can you build that into your training programs?  This is what I like to do…

In the first few minutes of a training class, always ask people what issues matter to them, as related to the training.   Write these down on a flip chart.

For example, I did a quick course on writing development plans this week.   I asked the class “Why does training and development matter to a company like yours?”  I then wrote down their responses on a white board.

Then get the learners to elaborate:

–“How many of you think that…?”

–”Of those that did not raise your hands, do you think….?”

Another training tip:  You don’t need to say “raise your hand if you think that”… if you just raise your hand as a trainer, the learners will get the idea!

Always Present an Agenda

When starting your training, always present an agenda.

On an airplane you always here something like:

“Welcome aboard flight 595 to Atlanta.  This is your captain, David Richards.  Today’s flight will be 1 hour and 45 minutes.  Our arrival time will be 4:10.” 

Similarly, in training you should give them an agenda:

“Welcome to Leadership 101.  I am your instructor, David Richards.  Today’s training will be 1 hour and 45 minutes, and we will be wrapping up at about 4 PM.”

Michael Allen’s Magic Keys to Enhancing Learning Motivation

Michael Allen’s Magic Keys to Enhancing Learning Motivation

 

Source: Allen, Michael Allen’s Guide to E-Learning 2003