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Practise. Carefully review the training materials in your design. Be prepared to respond to questions that the materials and activities are likely to generate. Practise the PowerPoint presentations in front of a friend or colleague in order to become comfortable with the technology and to solidify the points you want to make. ᭜ Recruit co-trainers. If it is true that two heads are better than one, you and your training group participants will benefit from the addition of a co-facilitator (although more than two facilitators can be confusing and excessive).
4. Review the agenda and learning objectives with the participants. 5. Go through the selected content module(s). ᭜ 43 44 ᭜ New Supervisor Training 6. Take a break approximately an hour into the session. 7. Ask for questions and frequently test for understanding. 8. Close the session with an opportunity for the participants to ask questions. If appropriate, offer your help and availability on an ongoing basis. m. Learning Partners module (15 minutes) 08:15 Teamwork module (21/4 hours) 10:30 Close ᭜᭜᭜ When you have the need and the time to cover more content, a longer training session may be appropriate.
Trainers actually can get in the way of the effectiveness of their sessions. Asking for feedback on what you might change is a direct way of managing your own growth as a trainer. Unfortunately, soliciting feedback is far down the list of things that supervisors do naturally. They want feedback, but they are reluctant to ask for it. You can become their role model by engaging them actively in your own quest for excellence. What to Do Next Here is a step-by-step method for maximizing the benefits of evaluating your training sessions.