Learning objectives will include:
- Recognize the importance of considering the participants and their training needs, including the different learning styles and adult learning principles.
- Know how to write objectives and evaluate whether these objectives have been met at the end of a training session.
- Develop an effective training style, using appropriate training aids and techniques.
- Conduct a short group training session that incorporates these training concepts.
Defining a Successful Training Program
To start the day, participants will be asked to think about what successful training looks like. This will segue into a discussion of different audiences and their expectations. Participants will also look at some situations that could identify a need for training, and some of the benefits that training can bring.
What Makes a Successful Trainer?
Next, participants will discuss the characteristics of a successful trainer, including how to stimulate a readiness to learn. Participants will also look at common mistakes made by trainers, and they will brainstorm some ways to avoid or resolve those issues.
A Word about Adult Learning
During this session, participants will explore the differences between adult and child learners in small groups.
The Learning Process
The adult learning process has four distinct steps. Participants will look at each step and discuss how they can use this model to help trainees learn.
Principles of Adult Learning
This session will explore the key principles of adult learning through an exercise and small group work.
The Learning Process
In this session, participants will explore the four basic steps in learning. Participants will also explore some ways to cover all points of the cycle in a training program.
What’s Your Type? How About Mine?
During this session, we will look at four main types of trainers. Participants will explore their type and discuss how this knowledge can help them become better trainers. The session will wrap up with a discussion of the experiential learning process.
Applying the Learning Cycle
For every learning point we make, trainers must consider the learning cycle to ensure that the learners get it. This session will explore the cycle through two different exercises.
Introverts and Extroverts
Another powerful aspect to understanding yourself and others is to recognize whether you are an introvert or an extrovert. This session will ask participants to consider which side they fall on, and how to use that knowledge in training.
The Training Process
This session will introduce the six basic steps in the training process and discuss the first step: performing a needs analysis.
The next two steps in the training process are to develop the training and prepare employees. We will examine these steps through a lecture and group work.
Choosing Training Methods
The fourth step of the training process is to conduct the training. During this session, we will begin looking at some key parts of this step, including training methods and environmental concerns.
Designing a Learning Sequence
This session will introduce participants to the four parts of an effective learning sequence. Then, participants will practice creating a few sequences of their own.
Continuing with the fourth step, participants will learn how to choose games to add to their training.
Setting the Climate
This session will discuss some of the key factors that set the training climate.
During this session, participants will explore some different ways to communicate with the audience, including telling, showing, non-verbal communication, and using notes. Participants will also examine some different types of visual aids that they can use and how best to use them.
Dealing with Difficult Trainees
Participants will complete a brainstorming exercise to identify types of difficult trainees and ways to deal with them.
Job instruction training (or on-the-job training) is becoming more and more prevalent. This session will discuss a four-step plan to make job training a success.
We have set aside this time for participants to present their short training program.
It’s now time to go back to the fifth step of the training process: evaluations. We will examine several methods that participants can use to evaluate the success of their program.
In Person Training
The traditional classroom style of training remains our Most Popular and Most Requested format. On-site training provides participants with an in-person facilitator who will work directly with the team, whether for a single training session or a training series. The Mainstream team will craft and tailor your experience to ensure that your training session is specific, relevant and unique to your audience while meeting your learning objectives. Why settle for ‘pre-formatted, pre-scripted, one-size fits all’ training programs, when our team is able to customize a program that is just right for you? We know that every team has unique learning needs, situations and that they come from a variety of industries, each having unique customer needs and demands. Our programs can be scaled to accommodate time restraints, unique learning needs and even industry or company nuances and barriers.
Don’t settle for a program that gives you almost what you need; our team wants to give you Exactly what you need.
Delivering traditional onsite training results …virtually!
We’ve officially changed the rules and redefined what is possible in the world of soft skills learning. Our unique technology, accompanied by honed delivery methodology, have successfully replicated the traditional classroom-style training environment, allowing it to exist online.
Most online training solutions limit participants’ responses to keystrokes or to single person conversations because -with inferior technology- group discussions become distorted and confusing to follow. Our Virtual Room has eliminated those barriers and encourages learning through meaningful instructor feedback, skills modelling and engaging group discussion, without visual or audio distortion
The Virtual Room is for any organization seeking a flexible substitute to traditional onsite training; whether to lower costs, eliminate unnecessary travel or to simply ease the burden of demanding work schedules.
Lunch & Learn
A Lunch and Learn session is an onsite or virtual learning program with a facilitator-led session sharing valuable information and skills on an area of identified learning interest. It’s a great break away from a traditional training program, allowing your team the opportunity to learn while enjoying their lunch. Due to the limited time, the program focuses on specific learning concepts and skills. It is an interactive session that quickly targets and reveals learning objectives that are predetermined by the training organizer. Lunch & Learn sessions are also great as a training series, providing progressive learning programs for developing skills in a ‘bite-sized’ format.