11. • Understands basic teaching
methods and applies this knowledge
• Communicating
• Facilitating
• Presenting (separate sessions)
11
12. “Communication is an exchange, not just a give,
as all parties must participate to complete the
information exchange.”
12
13. Pass through Pass through
A’s
filters and are observable filters and are
transformed actions transformed
Into… Into…
A’s private
intentions B’s private
interpretation
s
*Based on the work of
John Wallen, PhD.
13
14. Work Education Religion
Background
Gender Values
Income
Age Birth Order
Sexual Marital Status
Orientation
Ethnicity
Organizational
Role
Family Norms
Physical
Abilities
14
16. Lack of interest
Criticising speaker’s delivery
Boring subject, prejudices
Too long
100 things to do
Hunger, or some other
discomfort
Distractions/noisy
environment
16
17. To use your communication style better, or to
adapt it to different audiences,
Understand your style and its impact
18. A person who helps a group to
work together in a collaborative
way, by focusing on the process
of how the group members
work together
Helps the group to get to an
agreed endpoint and helps
learning take place (both for
the group and for individuals
within it)
18
24. OPEN BLIND
HIDDEN UNKNOWN
Figure 1: Small Green Window Pane
24
25. To expand Leadership (Green area) you
have the Red and Yellow Pills to offer
The Red Pill is disclosure and the Yellow
pill is willingness to take in feedback.
Leaders who do not disclose and do not
take feedback, do not make very effective
leaders.
25
26. OPEN
---> Ask for Feedback
|
BLIND
|
/
Disclose and Tell about Self in Public
HIDDEN UNKNOWN
Figure 2: Large Green Window Pane
26
28. Takes up all the time with
their own issues, making it
difficult for others to
participate
Interrupts, fails to listen
and generally dominates
discussions
28
29. Continually finds fault
with everything
Is not a problem
solver, but a problem
seeker
29
41. Levels Description Result
I Reaction: What is the participant’s response to Output
the training?
II Learning: What did the participant learn? Output
III Behavior Change: Did the participant’s learning Outcomes
affect their behavior?
IV Organizational Performance: Did participant’s Outcomes
behavior changes affect the organization?
V Return on Investment Impact
41
42. Levels Description Measure
I Reaction Satisfaction or
happiness
II Learning Knowledge or skills
acquired
III Behaviour Change Transfer of learning
to workplace
IV Organizational Performance Transfer or impact
on society
42
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006 Authoritative Ensuring that the group addresses a topic, re-routing the discussion; pointing out what needs to be done Providing knowledge or information; pointing to the connections between the issues; summarizing Challenging by direct questioning; disagreeing with or correcting or critically evaluating group’s statements Facilitative Arousing laughter; giving group member’s permission to release such emotions as anger, embarrassment, irritation or confusion Drawing out opinions, knowledge or abilities; aiding participant interaction; enabling learning by self-insight Approving, reinforcing and affirming
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006 Ask the question to the group, agree on a definition that everyone understands and accepts What (Letting people know how they are performing / Confirming / Recognizing /Behaviour modification /Give and Receive) Why (Recognize success and affirm good performance / Reward and encourage good performance / Improve & correct performance / Facilitate learning and change)
Training Techniques: Skills and Feedback UNSIAP AIDOS 2006