Adult Learning - CUNA Councils · – Choosing quality certification . Subject Matter Experts...
Transcript of Adult Learning - CUNA Councils · – Choosing quality certification . Subject Matter Experts...
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Adult Learning How to Maximize
“Train the Trainer” Approach for
Long Term Sustainable Results
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Agenda • Maximizing Training Impact
– Behavior Change vs. Skill Enhancement • Benefits/Challenges of Various Training Resources
– External Facilitators – Internal Trainers (Train the trainer) – Subject Matter Experts (SMEs)
• Adult Learning Principles • Keys to Long Term Sustainment of Results
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Research Ebbinghaus & Goddard Findings:
The Forgetting Curve People forget 75% of the information they
receive in a training event within 48 hours if they do not immediately apply what they learned and receive coaching or feedback.
What Typically Happens…
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P E F O R M A N C E
I M P R O V E M E N T
SEMINAR WEEK 2 WEEK 4 WEEK 6 WEEK 8 WEEK 9 - MONTH 9 MONTH 10 - 12
Methodology: Behavior Change
How We Get Results…
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Behavior Change
? What is the difference between
– inspiring someone – and encouraging, empowering, or
assisting them?
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. X
. . .
. . .
.
Expanding Belief Boundaries
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. X
. . .
. . .
. Actions Feelings
Behaviors Abilities
. .
. . . .
. Expanding Belief Boundaries
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. . . .
. . .
. Actions Feelings
Behaviors Abilities
. .
. . .
.
. . .
Expanding Belief Boundaries
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12
15% 85%
Attitudes, Values and Beliefs
Product Knowledge & Technical Skills
Addresses Attitudes & Skills
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Facilitator Certification
Launch Seminar
Follow-up Sessions
Scheduled Refreshers
Ongoing Coaching
Preparation
&
Build Buy in
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1. Set goals beyond their current belief barriers – their paradigm’s edge.
2. Intentionally step into the area of discomfort.
3. Use the outcome to build belief. - Nothing builds belief like success - Treat failure as learning
People Grow Through
Follow-Up Learning
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1. Structured Follow-Up for Accountability
2. Leaders/Managers Actively Engaged
3. Affects Attitudes in Addition to Skills
Why the Process Works
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External Facilitators • Benefits
– Highly qualified – Knowledge of content – Limited internal resource prep required
• Challenges – Ongoing cost can be challenge to
sustainment – Potential buy-in challenge, lack of ownership
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Train the Trainer • Benefits
– Knowledge of internal culture – Opportunity to ‘make it your own’ – Better sustainment
• Train new hires • Provide refreshers
• Challenges – Time resource commitment – Potential trainer turnover – Choosing quality certification
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Subject Matter Experts (SMEs)
• Who are good candidates? • What qualifications do they need? • How to build buy-in for support • Quality certification is key
– Facilitation focus vs. training expert
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Cone of Learning Learners retain: • 10% of what they read • 20% of what they hear • 30% of what they see • 50% of what they see and
hear together • 70% of what they say or
repeat • 90% of what they say, while
doing what they are talking about. (Hear, See, Say, Do, Teach others)
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Learning Retention
• Hear it • See it • Say it • Do it • Teach others
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Tips Related to Adult Learning • Establish a climate conducive to learning. • Design training to be approximately 1/3
presentation and 2/3 application and feedback.
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Adult Learners • Commit to learning when
the goals and objectives are considered realistic and important.
• Want to be the origin of their own learning.
• Need concrete experiences to apply learning in real work.
• Need feedback.
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Key Principles of Adult Learning • Learners need to
know: – Why, what, how? – Self-concept of the
learner: • Self directed and
autonomous.
– Prior experience of the learner:
• Resources, mental models.
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Key Principles (cont.) • Readiness to learn:
– Life related, developmental tasks.
• Orientation to learning: – Problem centered,
contextual. • Motivation to learn:
– Internal, personal payoff, intrinsic value.
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Group Activity
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Considerations For Adult Learners Small group activities
provide learners an opportunity to share, reflect and generalize their learning experiences.
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Preparing for Instruction
Primary Steps: Preparation Presentation Application Evaluation
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Preparation - Instructor • Know the topic and
your capabilities. • Determine the best
way to present the information. – Demonstration,
Illustration, Lecture • Divide the lesson into
manageable parts. • Be on time.
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Preparation - Students • Put the students at ease • Help them be part of the class • Explain unclear or complex information in detail • Motivate • Outline the Day
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Motivation • Demonstrate enthusiasm • Require good
performance • Promote achievement
and success • Provide relevancy • Use positive
reinforcement • Correct with sensitivity
and empathy • Encourage, Encourage,
Encourage
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Preparing For Presentations
• Plan a 2:1 ratio of preparation to presentation for new classes.
• Research and plan presentations. • Rehearse presentations. • Don’t confuse students by presenting too
many facts. • Check learning frequently.
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Instructor Competencies • A desire to teach • Mastery of teaching
technique • Competence in the
subject • Ingenuity and
creativity • Ability to self
evaluate
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Good Instructor Qualities • Set the “tone” of the
class • Demonstrate
professionalism • Create a learning
environment • Assess class timing • Avoid obstacles to
effective learning
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Mistakes An Instructor Must Avoid
• Do not pretend to know all the answers. • Information must be based on fact. • Do not promise to find an answer then fail
to do so. • If there is no exact answer, inform the
students.
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Effective Trainer Behaviors
• Effective Trainers are: – Prepared – Energetic – Sensitive – A role model
• Use humor • Share leadership
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Key Points For Adult Training
• Must be relevant.
• Should be of immediate use.
• Most important resource in the training is the student.
• Must focus at all times on the learner.
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Module 2 – Slide 34
Application Focus on real world
problems. Relate learning to
participants goal. Allow debate and
challenge of ideas. Encourage participants to
be resources to you and to each other.
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Long Term Sustainment of Results
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Sustainment Best Practices • Walk the talk (management participation) • Executive advocate • Ongoing training plan and support
– New Hires – Refreshers – Avoid flavor of the month – Clarify transference of learning across
products/services
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Sustainment Best Practices • Build Accountability
– Performance Appraisals – Mystery Shops – LMS Systems
• Do your due diligence thoroughly up-front – Aim for a true philosophy fit
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• Achieving Breakthrough Business Results: – Measurably Impact Sales and Service Results – Improve Member Retention and Loyalty – Increase Employee Productivity and Retention
• Four Decades of Experience • Founded by Ron Willingham
– Author of “Integrity Selling” & 10 other books • Allied Solutions Affiliate since 2007 • By the Numbers:
– Over 2,000 Client Organizations Worldwide • 300+ Financial Services Organizations
– 166 Credit Unions
FOR MORE INFORMATION CONTACT [email protected] (813) 546-0892
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Clients Integrity Solutions Serves Partial Client List
Introductions Integrity Solutions Clients
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CU Clients Integrity Serves Partial Listing
Introductions Integrity CU Clients