Effective Trainings
In my role at the manufacturing facility that I work in, I am required to facilitate problem solving teams. Before I could do this, I was required to get certified through our company training program and be evaluated on my ability to facilitate according to our standards. This training had multiple parts. The first part was a classroom setting learning/teaching approach and was facilitated by trainers. This classroom portion used things from our learn this week such as opportunity to practice, timely feedback loops, shared training experience with the other trainees in the classroom. This training was very effective because of these key principles of making a training effective.
Ineffective Trainings
In a leadership training that I participated in a few years ago, we had to attend for 4 hours per week for 16 weeks. This training was not very effective because the instructor for the training missed the very first principle listed in our learning material which is to communicate the relevance of the training. From the first meeting we had, it was clear that it wasn’t very organized nor did the instructor ensure we all knew the learning objectives of the training. All we really knew was that we were learning about leadership. This training also fell short because it didn’t have opportunity to practice anything so therefor it also didn’t have anything to give feedback on. The only thing about this learning that followed the principles in our learning was that they “chunked” the material up and made it digestible.
