Classroom-Based and Virtual
Your customized learning programs (classroom-based and/or virtual) could include the following facilitator and participant resources and tools:
The custom-designed Facilitator Guide(s) describes the learning process the facilitator(s) will follow, i.e., the key concepts to cover, what visuals to show, and the instructions for facilitating and debriefing the various learning activities. All facilitator guides are designed using a modular format for easier delivery and updating. Modules are from 75 to 90 minutes long.
The use of a presentation format, using PowerPoint slides, is included in the design and delivery of customized learning programs. The intention is that PowerPoint presentations are used to explain and support other highly interactive learning strategies.
Training Transfer Preparation – Pre-Training Assignment
The pre-training assignment is designed to initiate the learning process, to encourage participants to reflect on their current knowledge and skills, and to come prepared and ready to gain new knowledge and skills during the training.
The participant manual/workbook is designed and documented in a modular format based on the learning process. It typically includes an agenda for each module, a more detailed explanation of the key learning content, graphic organizers, instructions for exercises and assignments, and copies of selected presentation materials (i.e., PowerPoint).
Glossary of Terms / Acronyms
Knowing the key terminology (and acronyms) is a very important component of all customized training programs. The glossary of terms/acronyms is used by the participants both during and after the program to develop professional subject matter expertise.
Handouts are designed to support the learning process, i.e., materials for specific exercises, resource materials, case studies, answers to assignments, etc.
Job Aids/Performance Support Tools/Toolkits
Job aids/performance support tools and/or a toolkit are designed for easy on-the-job reference and coaching. They are used by the learners during the training as well as on-the-job to reinforce effective job performance and learning transfer.
Self-assessments are designed so learners can evaluate how well they already know the key concepts and the required knowledge and skills and to track their progress before, during and after training.
Models (Visual Representations)
A picture is worth a thousand words. To help the participants understand the linkages between the various key skills and how they relate to each other, we create customized models or visual representations of what ‘best’ performance looks like.
Real Life Scenarios / Case Studies
Real life scenarios and case studies are designed to represent effective as well as ineffective behaviours to reinforce the key learning model and concepts.
Quizzes – Games
Self-administered or group/team administered quizzes or games are designed so the learners and their facilitators and other stakeholders can assess how well the participants are taking in and retaining the new knowledge and skills.
Tests or exams are used before, during, at the end, and after the learning iniatiative so the learners, their facilitators, and other key stakeholders can evaluate the effectiveness of the learning program and make the necessary changes/revisions to continuously improve the program.
Training Transfer – Post Training Assignments
Taking what was learned during the learning initiative and applying it back in the workplace is a critical component of all our customized learning programs. It is very important that the participants do something practical with what they’ve learned. Practice assignments are custom designed to be completed by the participants to ensure learning transfer.