“Learning is more effective when it is an active rather than a passive process.” Kurt Lewin
I have become a devotee of Cynthia Clay, President and CEO of NetSpeed Learning Solutions. She is a charming and masterful presenter. I find her programs on virtual design incredibly useful and instructive. Her website offers many wonderful resources and I strongly encourage you to take advantage of them.
Cynthia recently gave a highly interactive webinar titled Rocking the Digital Workplace: Communicating and Leading Virtually. In addition to learning her content, I decided to note how she formatted the program.
Before the webinar began, early arrivers were given an opening question: “What do you want to gain from participating in this program?” They … Read the rest
“I can’t change the direction of the wind, but I can adjust my sails to always reach my destination.” Jimmy Dean
A major concern about virtual training is how to keep participants engaged when they have so many distractions available. Virtual trainers are advised to have the participants do an activity every 2 or 5 or 10 minutes, depending on the reference source.
If your classroom training is already participant-based and highly interactive, I’m finding it is not that difficult to convert it to virtual training. A day-long training can be broken into short segments with 10-minute breaks every hour and an hour for lunch, just as it is handled in the classroom. Many of the learning activities can be … Read the rest
“Great fear is concealed under daring.” Lucan
Previously, I was asked if I could facilitate my train the trainer program virtually and I said a categoric “no.” I wrote about this in an earlier Tip, #817.
However, I have decided to change my tune in the most extreme way possible. I am planning to convert a program on designing accelerated learning training to a virtual medium. And I’m very nervous about it, I must admit.
Talk about a steep learning curve! And I thought learning how to use PowerPoint 16 years ago was a big stretch!!
I know I’m going to miss the energy of the room, all the bells and whistles, tabletop toys (no Koosh balls, no pipe … Read the rest
“All progress takes place outside the comfort zone.” Michael John Bobak
I shared in last week’s Tip that my partner and I were very nervous about conducting a workshop for 122 participants when it had been designed for 30 participants. Our primary worry was whether or not we would have enough time for the participants to work in small groups and then debrief their work. All we had were two hours.
Well, the workshop on Motivational Interviewing for SHRM went as scheduled. There were approximately 100 participants, either seated at tables of seven or seated in additional rows of chairs on the side of the room.
My first concern, about a long introduction, was forestalled by speaking with the person … Read the rest
“Don’t watch the clock; do what it does. Keep going.” Sam Levenson
So, you create a highly participatory two-hour learning experience for an estimated 30 participants. The activities include pop ups, small group activities and role playing. Then you find out that 122 people have signed up!!! You’re going to have to watch the clock very carefully now!
The participant workbook, with all of those activities, has already been posted on the organization’s website, so you can’t change anything. What do you do???
First, you throw out the planned 10-minute break, because there is no way that 122 people are going to leave, use the limited facilities, and come back in that time period. You also know that you’ll need … Read the rest
“Give the pupils something to do, not something to learn; and the doing is of such a nature as to demand thinking; learning naturally results.
We do not learn from experience…we learn from reflecting on experience.” John Dewey
There are 7 design principles for experiential learning, according to Megan Underwood, who is the VP Canada and Manager of Learning Design at Practera. She begins by defining experiential learning as learning by doing or learning by having an experience. She then delineates her 7 principles:
Principle #1: Design Backwards. Determine what we want the participants to be able to demonstrate or accomplish by the end of the training. Then decide how to get them to demonstrate that they can do that. … Read the rest