The most beneficial training I have ever taken was a leadership development program that I attended as part of my internship this summer at JE Dunn. The program was designed to help me develop the skills and knowledge I needed to be a more effective leader.
The program was led by a team of experienced and knowledgeable trainers. They used a variety of teaching methods, including lectures, discussions, role-playing exercises, and case studies. They also provided us with feedback on our progress and helped us to develop personalized development plans.
One of the things that I liked most about the program was that it was very practical. I learned a lot about different leadership styles, how to motivate and engage employees, and how to resolve conflict. I also had the opportunity to practice my leadership skills in a safe and supportive environment.
There were a few factors that made this training so effective. First, the trainers were excellent. They were knowledgeable, engaging, and patient. They created a positive and supportive learning environment where participants felt comfortable taking risks and practicing their skills.
Second, the training was well-designed. It covered all of the essential topics of leadership development, and it provided participants with plenty of opportunities to practice. The trainers also used a variety of teaching methods, which helped to keep participants engaged and motivated.
Third, the training was relevant to my needs. I knew that I needed to develop my leadership skills if I wanted to be successful in my career, and this training provided me with the knowledge and skills I needed.
The least beneficial training I have ever taken was a mandatory online training course on customer service for my job as a lot attendant in high school. The course was poorly designed and boring. The material was presented in a dry and uninteresting manner, and there was no opportunity for interaction or discussion.
The course also covered a lot of information that was common sense. For example, I learned that I should be polite and respectful to customers, and that I should try to resolve their problems quickly and efficiently.
There were a few factors that made this training so ineffective. First, the instructor was not engaging. The course was presented in a monotone voice, and there were no visuals or other multimedia elements to keep participants interested.
Second, the training was poorly designed. The material was presented in a random and disorganized manner. The instructor also jumped around a lot, making it difficult to follow along.
Third, the training was not relevant to my needs. I already knew most of the information that was covered in the course.
This week’s material on developing training programs, evaluating training effectiveness, onboarding and socialization, and developing employees helped me to understand why the first training was so effective and why the second training was so ineffective.
The first training was effective because it was designed according to the principles of effective learning. The trainers were engaging, the material was well-organized, and the training was relevant to the needs of the participants.
The second training was ineffective because it violated several of the principles of effective learning. The instructor was not engaging, the material was poorly organized, and the training was not relevant to the needs of the participants.
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