In addition, in these directives, you have moved away from dumping into theory and focused solely on practical guidance that will have a significant impact on your training performance.
Here are twelve guidelines that I hope will make your career more effective, fun and easy:
First: You have to set up, set up, set up:
That point is the main rule of any good training fatigue, You therefore need not underestimate the planning and preparation of everything about the training programme in advance, as he likes. From introductory observations to the duration of the adjustment, a successful trainer should expect how all parts of the curriculum can be compatible with the other parts, Training must be conducted on training materials and their contents, And the schedule of actions, the exercises, Observations and other vehicles are examined and re-examined before the beginning of the cycle. The trainer also must have an emergency plan.For example, my experience has shown that the time quotas that the trainer values for many and many of the course units are inaccurate, And from must be The coach is able to do Due to developments in course materials, contents and exercises Escort. In fact, that Domain , your willingness proves your respect for the participants and their giving. Greatest and greatest degree of consideration and value their precious time. In addition, it gives good preparedness and readiness. The mascots are good impressions. All participants in the training process Presidents, supervisors and officials And others, Just as it enhances confidence. Sports Director at Himself and make him in control. campaign, and rid him of feelings of frustration and a sense of inferiority or helplessness in Investigating the objectives of training.
Second: Setting the objectives of the course:
A successful coach needs to know what to expect from the course, just as they need to be clear about the final goal of the program.For example, if the course is for administrative supervision,
At any rate, data submission will be written off:
Preliminary level , Or the middle or the advanced?
With regard to the types Act or Skilled experiences, what is Act or Modern and distinctive professionalism that can be expected as a result For practice? It takes all the time to be Course purposes Intuitive, and all trainees must share their understanding. And when there’s Unclear what participants can Also Help in determining What is desired and defined .
This can be done in order to correct needs, Or through the habit of collaborative performance and discussions at the beginning of the session. The specific purpose of saving an increase in fertile education. If the goal is unclear or strongly expanded, participants will consume lost mental energy in an effort to guess what is essential.
Thus, instead, that energy needs to be directed towards the awareness of the contents of the programme. The knowledge of the main points to be covered by the session is an influential tool in interpreting the objectives of the session. It is possible to publicly notify these points and publish them in the training bag on the appearance of a content schedule, in an isolated paper or in the face of each unit, Or in accompanying exercises.
Those points must make it clear what modern knowledge or professionalism must be gained as a result of training.
Thirdly: Fully engage trainees in the learning process:
There’s no doubt you know. The difference between school, education and learning. Schooling and education is The work he spends. Teacher in Clarification and clarification And enable the material to realize , But learning is a process. Totally different. You play the role of a student in Cognition, cognition and digestion of the contents of the material.
In support of this, the teacher may practice the finest forms of schooling and education, but not complete learning, This may result in little effortless learning from the teacher. Etc. In the concept of dialogue for training, the trainee is fully responsible for learning it, and most exercise specialists agree that learners or members of the trainee group must play an active role in their learning process.In general, Trainees , usually elderly , do not retain information unless they have the opportunity to learn experience, influencer discussion and serious participation, Or they’ll definitely extract the lesson themselves.
You can also demonstrate the merit of training, by finding a tool that enables them to use modern data throughout the course, and this can be by answering questions and solving group exercises, Dive deep into the contents that the course aspires to achieve.
In addition, the involvement of trainees in the course strengthens rememberability, as encouraging environmental conditions of learning allow participants to take responsibility for the tasks they are assigned to.
In fact, when a successful coach is fully responsible for an article he has learned and activated his contribution, we highlight the most important element of the training process: i.e. on the subscriber. At what time do you need to use initiatives or exercises that seek to stimulate learning, Make sure that your questions and directions are clear and clear.
Here are a few ways to make your course an interactive course that urges and supports learning:
* To escape the abundant amount of choices , ask the trainees to contribute to the work of a limited number of provisions allocated to the course. Involve them, for example, in the course parts, In choosing how to sit down and in selecting group leaders, those alternatives can be individual and voting can be used when needed.* Ask for volunteers instead of processing and doing all the details of the course yourself, Ask shareholders to help you with this. Ask one of the characters , for example, to write on a map or schedule.
Ask a second to take responsibility for the course time (i.e. remind others of the time periods), the third to write the names and the fourth to submit his watch for the training solution… Etc.
* Design training efforts to be interactive and group, spread shareholders into groups and make them compete with each other or with other groups.
* The trainees followed up with questions and there are groups of interactive exercises in which trainees participate and have an association with the kind of questions you ask, including those games, role play, And to provide personal endeavors , and aids, Laboratory tests, discussions, seminars and field trips.
You can do it orally or in a schedule or plan for written questions, You should ask questions that encourage thinking, remembering and expressing a proposal (such as questions of why).
Fourthly: See the action schedule and do it:
There must be a schedule.
Business schedules for the course clearly show things and their timing, It makes it easier for the interns. Learn about working, resting and food periods. It is inevitable to maintain Schedule of procedures rate possible with Some of the developments that It may be necessary. And you have to not overreact. For example An accurate business schedule that may not be necessary (For example, a break at 23:00:10 a.m.), It is ideal to stay for a moment of 10 minutes within the framework of the planned facts.In fact, adherence to the schedule, in general, shows you how to control yourself, And on the set and special time of the course. A limited number of trainers include the schedule of procedures in the course bulletins, Or by placing it in a particle poster style within or at the entrance to the training hall.
Fifthly: Encourage questions:
Questions from shareholders are an integral part of any successful training effort. The coach must show successively at the beginning of the course and during which he welcomes any category of questions.Just as a successful coach should also stop from time to time and urge shareholders to ask questions, Of course, the number of times they stop to receive questions will vary according to the stage and capacity of the session, but that subject should always be maintained.
In fact, questions are a positive indicator for you, It is the way in which it succeeds in creating open and encouraging weather conditions .
When participants ask their questions, They show their expression that they are in a comfortable position and in non-negative environmental conditions. It is important for them to be in such a situation, because this is the field in which the greatest and greatest rate of learning and experience is achieved. On the contrary, once the disturbance or anxiety is filled, the trainees are less involved and their questions disappear. There is another benefit for you and your participants, The questions help remind you of information that you may have overlooked.
Sometimes when you’re done preparing intensively , You may forget or overlook a few details. The fact of the matter is that the coach usually knows so many about a particular article that he cannot include all his information in a person’s program. In such a case, any question could serve as an incentive for some discussion.
The most obvious feature of an open weather is that you can easily know when the listener absorbs the data he receives. If the questions are consistently related to the content that you thought had been clearly presented, You may need to overstate this unit.
How do you take questions from students ?
What arises if you announce and repeat aloud that you welcome questions and comments, but shareholders respond to your ad with hollow, vacant looks of any sense? There are a set of answers to those formed.
Ask a number of shareholders to work together to develop three or more questions, especially after providing a specific or overlapping part of school education. You can also hire one of the corners in the room, as participants write questions on note stickers (you secure them) and then install them on the wall.
This is to help those who feel very embarrassed in the speech during the session, just as you can retrieve notes throughout the break. Perhaps the most effective way is to reward the first individual to ask a question.
This is in the position of a conference that asks him with a broad smile, a word of roasting or a category of praise for his courage and leadership.
The way you answer questions — especially the bigger question — is very important. Participants will hint at how responsive you are and not just sure how you answer, but your position is also on the question and answer. Are you generally happy doing the clarification, or do you think that’s some kind of objection and boycott?
If your response is slightly nasal, elevated or disturbed, tension will increase and the amount of contribution and understanding of the contents of the cycle will decrease. You can use names when thanking participants. Just as you can walk steps in the direction of any inquiry, And make your eyes meet his gaze and then smile and re-ask the question to the audience so that anyone can continue your answer, and at the same time be able to make sure you understand the question.
Sixthly: You should use creative methods in the opening and closing:
It is worth mentioning that the impression we leave to others for the first time is hugely necessary and dangerous, In the training process, the first words you say reflect a crucial part of the greater impression you leave on participants. What you’ve been saying from the beginning will prepare the theater for the rest of your information. And you can have a belief or a prediction, for you and the participants, To react negative product abundantly, if you’ve relied on The benefit of love Exploration and exchange the reverence that is created as a natural result in the first few moments, You can move your listeners and lead them. With all the skill throughout the learning process without having to fight side battles. in order to enforce the authority or Indicate consideration or participation. It takes work on Excite the participants immediately.It does not suggest that the opening of the course needs to be dramatic — especially if it is not in line with your personal teaching style — but that there must be a sense of participation. With your editorial, it is necessary to convince participants that the course will mix education, education and pleasure.
Here are a few points below that can move the atmosphere and leave exciting and good impressions in the first moments of the session:
– A rare tale .
– An interesting question.
– Joke or twink.
– Statistics.
Well, the The end of the course on Towards a window that counts vitally for the overall impact on Shareholders. And you have to use So the end is final information to summarize. The main purpose of the program, And you can go away from drowning Participants in Details in The consequence of the cycle, Instead, We’re looking to highlight the president’s desire. The large number of purposes, But the president’s purpose – in a way that is appropriate and striking.
And you can use a funny story , Or a video, an exercise or any new creative method to guide the agitating of participants towards what they had to learn.
Seventh: Direct the course towards the needs of participants:
Participants would like to know how relevant the course is to their needs.You must make a correction to determine their wishes and expectations.
And you can do that even if the course is mandatory, Participants were forced to come without their full will. Answering the following questions helps you link the course to the needs of participants and harness it to meet and accomplish their purposes:
– Why did they choose that course?
What are their motives for contributing?
– Are they really willing to text the course or should you protect their interests?
What rate of knowledge and information do they have on the matter before the session?
How much knowledge and information is expected to be gained after the course ?
Are there items or contents in the course that are particularly sensitive to participants.
– What language style do they use in the atmosphere of science?
( Are there any phrases or terms that will support you in throwing the course in their direction ?)
With all your attention, you should use part of your time to get to know your listeners, and you can do this with a needs adjustment before you start the course. If this is not possible, you must draw that type of data at the forefront of the course in a regular reciprocal manner before you begin to provide the content. Participants will all confirm your desire to explore the benefit of their time productively and link the course to their ad hoc needs.
Viii: You should increase the exchange of information between participants :
Participants need to be given access and encouraged For the seminar with each other, Just as teaching methods need to be planned so that Everyone could. Investigating the largest amount of acquaintance And the connection and the exchange Data, It allows discussions and conversations to work in groups and choose roads located to meet and accomplish that end.The arrival of the course often leads to continued positive links, data exchange and cooperation between a few participants following the conclusion of the session, especially if they come on the one hand or one company.
Ninth: The use of various audio-visual methods:
The ability to perceive and remember is dramatically multiplied when visual aids such as lips, films and slides are used in training programmes.In terms of adding diversity and enhancing the learning process, Well-equipped visual means can enhance your professional image with contributors and enrich the effectiveness of learning.
Other choices for lectures, such as group dialogue, working in small groups, role-playing and games, are also needed for adult learning.
Adults need to dialogue problems, discover answers, and practice heterogeneous skill experiences in order to maximize their ability to know and remember.
X: Clear the facilities in advance:
It is necessary to be sure before the session that everything is ready for the start of a successful cycle. You have to list the components and elements that need to be available and that they work in a good condition.As an example of this should be the analysis of lights, pens, Computers (software and equipment), cameras, audio equipment, chairs, tables, tables or maps, documents and teaching methods, and therefore before the beginning of the course. You can analyze most of these elements on the day before the session, but you should also be sure to check them the day after the course begins. Any malfunction, especially if it is prohibitive, can change to a calamity with regard to your program and reputation.
Eleventh: Take care of your exterior:
In addition to the religious responsibility to take care of the form on a personal level, remember that you are a role model for others and that any neglect of your appearance may incite inquiries to others.Imagine that you are taking a course and there are not good smells emanating from the coach or presenter of the course, Or his dress is vulgar or looks dirty. What is your position?
Twelfth : Turn knowledge into skill :
How will you ensure that participants practically apply what they have learned?Training doesn’t stop when your session is over. As a specialized trainer, you should focus on educating participants to continue the learning process outside the classroom and apply what they have learned in practice.
