Tap into the Power of Training and Set your Volunteers up to Succeed!
•
2 gostaram•580 visualizações
Are you preparing your volunteers for success, or leaving them to figure things out on their own? This session will explore best practices for adult education, and the need to develop a curriculum that meets the learning needs for new volunteers as well as supports ongoing learning for existing volunteers. In this engaging session we’ll practice effective and creative training delivery methods. Attendees will leave with a sample curriculum and a plan to evaluate their current volunteer training.
Recomendados
Recomendados
Mais conteúdo relacionado
Mais procurados
Mais procurados (20)
Semelhante a Tap into the Power of Training and Set your Volunteers up to Succeed!
Semelhante a Tap into the Power of Training and Set your Volunteers up to Succeed! (20)
Mais de VolunteerMatch
Mais de VolunteerMatch (20)
Último
Último (20)
Tap into the Power of Training and Set your Volunteers up to Succeed!
- 1. Tap into the Power of Training and Set your Volunteers up to Succeed!
- 2. Welcome!
- 3. How well are you preparing your volunteers for the work they’re doing? 2
- 4. Train Us! Share a skill or process that you’re currently training volunteers to do. 3
- 6. Where are you relying on your brain short cuts? Are they serving you well? 5
- 7. Your Brain After 25 • It’s not that we lose plasticity it’s that our brains get lazy. • Adults need challenging tasks to create new pathways. • Creating new pathways requires repetition and practice. • Adults need a comfortable, safe place to learn. Tara Swart, Neuroscience for Leadership, 2016 6
- 8. Old School Adult Learning Learners 4 Orientation 3 Readiness 2 Experience 1 Self- Concept 5 Motivation Malcom Knowles 5 Assumptions of Adult Learners (andragogy), 1980, updated 1984
- 9. 8 Self- Concept • Promote autonomy and self- direction • Build on just-in-time trainings • Foster collaboration and encourage social interactions
- 10. 9 Adult Learner Experience • Need varied delivery methods • Fixed pathways mean each adult may learn in a slightly different way • Diverse experiences create diverse learners – mixed audience • Evaluate before and after
- 11. 10 Readiness to Learn • Fear, anxiety will trigger existing pathways • Build in social capital development • Encourage connections and exploration around interests • Prepare your adult learners for learning with an adult brain
- 12. 11 Orienta- tion to Learning • Provide a context for why something is being learned • Demonstrate direct, immediate application • Tiered learning allows for context and processing
- 13. 12 Motivation to Learn • Share how these skills will make their job more efficient or effective • Set the stage – why do they need to learn • Include context for team building or communications training too
- 14. The Rules of 3 • Provide 3 ways to access information • Visit your learning outcomes 3 times • Explain what they’ll learn • Teach them • Remind them what you’ve taught them • No more than 3 learning outcomes per hour/training session 13
- 15. Let’s design some learning outcomes! 14
- 16. Learning Outcome Action Verbs Knowledge • List • Define • Recognize • Describe Comprehension • Explain • Discuss • Summarize • Review Application • Apply • Demonstrate • Discuss • Conduct Analysis • Analyze • Calculate • Diagnose • Measure Synthesis • Develop • Formulate • Create • Construct Evaluation • Review • Defend • Compare • Assess 15
- 17. 16
- 18. 17
- 19. Share your learning outcomes and training design! 18
- 20. How will your training design or delivery change? 19
- 21. Implementation • What do your volunteers need to know? • Create learning outcomes • At the end of this training a volunteer will be able to… • Remember how much can be learned at one time • Create a tiered curriculum • Use a variety of training methods • Contextual learning, mentoring relationships • Ongoing learning, professional development 20
- 22. Evaluation • What did your volunteers learn? Ask them • Formal v. informal • Practical testing – “show me how you would…” • Situational testing – Mock tour, phone call • Ask paid staff, managers/supervisors and clients • Evaluate retention of information • Tiered learning • Build on contextual learning • Staggered practical or situational testing at 3 months, 6 months 21
- 23. Resources Creating a Comprehensive and Engaging Volunteer Training Program, August 9th 2pm EDT/11am PDT http://learn.volunteermatch.org/webinars/creating- comprehensive-and-engaging-volunteer-training- program Association for Talent Development https://www.td.org/ eLearning Industry https://elearningindustry.com/ 22
- 24. 23
- 25. Curriculum Development Worksheet 1 VolunteerMatch 5/17/2016 Curriculum Development Worksheet Training Name: Training Level: Pre-requisites: Learning Outcomes: 1. 2. 3. Training Delivery Methods: 1. 2. 3. Training Team Members/SMEs: Internal/External Resources: Formal/Informal Testing: Timeline & Process for Evaluating Retention:
- 26. Curriculum Development Worksheet 1 VolunteerMatch 5/17/2016 Curriculum Development Worksheet Training Name: So, You Want to Answer the Hotline? Training Level: Introductory Pre-requisites: Orientation, Signed Agreement Letter, Background Check Learning Outcomes: 1. Identify the 4 primary types of calls received, and describe the appropriate way to respond 2. Assess the caller’s needs and complete the Hotline Call Action Sheet 3. Role-play common call scenarios and integrate learnings into live calls Training Delivery Methods: 1. Classroom/On-demand presentation of 4 primary call types modeling good/better/best responses. Discussion of how Better/best responses differ. 2. Role-play common and uncommon Hotline questions with Hotline Training Team. Group discussion of challenges and Successes. (peer learning) 3. On the job training – volunteer shadows experienced Hotline Volunteer (Senior or Shift Leader) and is shadowed by Hotline Training Team. Training Team Members/SMEs: Hotline Training Team, Internal/External Resources: Everything You Need to Know Senior Hotline Volunteer, Hotline Shift Leader Hotline Binder, Managing Compassion Fatigue article (CompassionFatigue.org), Hotline Training Team Formal/Informal Testing: Post training quiz on 4 primary call types testing knowledge of types and appropriate response. At least 2 shadowed shifts. Independent status to be determined by Hotline Training Team. 2-4 “secret shopper” calls to be conducted during the volunteer’s first month – evaluation to be done by Hotline Training Team. Timeline & Process for Evaluating Retention: One-month check-in/review done by Hotline Training Team and Hotline Shift Leader. 3 Month Skills Test – successful completion qualifies for regular Hotline Volunteer status.