Learning methods

Using short video clips
Telling stories
Using props for example pictures and Physical objectives
Collect pictures you snap and use them
Let your activities reflect you

Train the trainer on 21-22/10/13

Did a train the trainer course with Caroline today and I was shocked at how good people said I was. More importantly I like Caroline's challenging situations matching exercise. I must steal it for ladtools.com.
I must start concentrating on the two things I am passionate about which are learning and development and entrepreneurship.
Laura did a short training session using a funny video illustrate a point. Also see if you can use physical exercises that link to the training such as close your eyes or move your hands that may help.

Designing a Self Service System For Training

In my current job we have been using the HRIS system called HR Pro for quite a long time. We recently upgraded to the most current version and also decided to take on the self service option. Today our team had a meeting on how to put training requests onto self service. It was an interesting brainstorming session but one that probably raised more questions than answers. What was clear to me is that while a system may give you efficiency, it will not necessarily make you effective. As far as L&D is concerned, at least from my perspective, it is the job of the practitioners to work in a way that generates effectiveness, the systems only provide you with a resource to be more effective, they won't make you more effective. Just my thoughts.

Some Tips About Instructional Design

Step 1 - Identifying learning out comes.

• Learning outcomes help better understand what the learner should know by the end of the course.
• We have to support these outcomes with appropriate  assessments and information.
• Clear learning outcomes help to trim your course, making it more concise.
• We all tend to mind dump everything. Stick to the learning outcomes.
• All screens should support the learning outcomes.
• Maximum of 5 learning outcomes.

Step 2 - Choose your assessments

• Ensure that all tests support a learning outcome, either for the module or course.
• Only assess learners on information you have covered - or intend to cover in remedial content (hidden resources) if they get it wrong.
• You have two options for assessment, scored and self-assessment.
• Consider the no-less than 100% that elearning offers.

Step 3 - What will help them pass the test

• What content /media do you already have that will help them pass the test?
• How might that content be leveraged?
• If you think that content/media should be included but it does not support a learning outcome you've identified, should you add another learning outcome?
• More is not always better. Consider using hidden resources if there's a lot of extra mateiral

IT TRAIN THE TRAINER

Today I did an IT train the trainer with two people. I feel I did it well being the first time. I used the IT TRAINING pocket book for a large part of the training. I do have a lot of useful knowledge but what do I do with it. I also did am MCA course yesterday. It was unconventional but bloody good.

Learning for 14th October 2013

I had a meeting with Mina to discuss Peer mentor training. We went through various sessions on peer mentoring and I actually came away with a few ideas. previously I have proposed to her that we have a merntal Health Training Membership site. Here are my refreshed idea around that proposal:

• Have a library of mental Health related training modules
• Develop a train the trainer pack for in-house mental health training specialists
• Develop a series of workbooks relating to mental health
• Develop training packages for different groups such as corporate organisations, charities, polics force, religious organisations, personal development

The action for me is to arrange the MHFA training. So I need to contact Ambesit for tyhe details.