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How to Avoid Bad Reflective Questions

How to Avoid Bad Reflective Questions
Training Articles, Train the Trainer, Motivation, Goal Setting, Appraisal, Questioning Skills

Article Rating:::: 41 Ratings :::: Monday, April 1, 2013

Some questions are meant to increase our awareness about where we are and encourage us to learn from our experience. However, the way a question is formulated can make a huge difference in what you get out of it. This is applicable both to asking the question as a trainer or asking the question from yourself when self-reflecting.

In fact, there is a class of such questions called reflections on past performance. Here, you will be introduced to these questions and will see how to formulate them correctly for the best results.

To start, consider the following questions...

 

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6 Critical Areas to Consider before Running any Training Exercise

6 Critical Areas to Consider before Running any Training Exercise
Training Articles, Train the Trainer, Planning

Article Rating:::: 26 Ratings :::: Tuesday, March 19, 2013

To run a successful face-to-face training course, you will need to go through several training exercises. These exercises can be critical in making the training more effective.

Unfortunately, many trainers underestimate the power of training exercises and most of their focus is on the content of the course or knowledge transfer. Usually, this means that they are unprepared for training exercises or simply do not think about them at the right level.

There are 6 critical areas that you need to explore to make sure that your exercises are useful and enhance learning. Missing even one of these areas can significantly affect your performance in that specific part or even the rest of the training course. Hence, it pays to know these 6 areas by heart and always consider them for every single training exercise you run.

These 6 areas are as follows...

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What You Must Absolutely Know About Reinforcement Learning

What You Must Absolutely Know About Reinforcement Learning
Training Articles, Train the Trainer, Learning

Article Rating:::: 11 Ratings :::: Tuesday, March 12, 2013

We all know from experience that there seems to be a connection between reward and learning. We see it clearly in children; “Honey, you can watch one more hour of TV tonight if you clean your room.” The child now has an incentive to clean his room.

In fact, you can find this reward system used everywhere even in adults’ world. Many companies have a bonus system to motivate employees to work harder. Prizes and awards are given out on just about any skill that can be measured. In short, rewards seem to have a great part in motivating and teaching people.

Why rewards work? Why a person’s behaviour changes when his actions are rewarded? How does this work inside the brain? And above all, how can you use rewards when training people to reinforce learning?

Let’s start with reward seeking behaviour of humans. In 1959 it was discovered that a neurotransmitter called dopamine (DA) is strongly involved in control of movements. Since then studies have been conducted that have identified the critical role of dopamine in the brain reward system (Arias-Carrion and Poppel 2007).

Interestingly, research also shows that dopamine deficiencies can lead to a number of serious diseases such as Parkinson, schizophrenia and attention deficit hyperactivity disorder (ADHD).

On the other side of the scale, dopamine is also central to drug abuse and addiction.

Some have also associated dopamine with our cognitive development and how we managed to become intelligent as we evolved (Previc 1999).

With so much significance, let’s see how dopamine can relate to learning and how we can take advantage of what it offers.

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Top 5 Training Myths

Top 5 Training Myths
Training Articles, Train the Trainer, Attention and Focus, Learning

Article Rating:::: 700 Ratings :::: Wednesday, March 6, 2013

It is easy to come across statements that sound scientific or logical. It is one thing to hear them; another to pass them on as a trainer. Unfortunately, over the years a few statements seem to have been repeated so many times in the training industry that people no longer question where they actually came from. These statements are no longer valid; they are simply accepted because they are heard from so many different sources. In short, people seem to be relying on social proof much more than rational proof.

Here, you will be introduced to a few common statements that are repeatedly shared in the training industry but with further scrutiny don’t live up to their promise.

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Why Knowledge of Andragogy Can Improve Training

Why Knowledge of Andragogy Can Improve Training
Training Articles, Train the Trainer, Learning

Article Rating:::: 51 Ratings :::: Monday, February 18, 2013

Andragogy is essentially the science of understanding lifelong adult learning. The theory was developed by Malcolm Knowles in 1960s and the term has since come to name the field of adult learning.

Like all theories on learning, your understanding of where they come from and what they cover can help you improve your training and benefit from each theory’s insight into the area of training.

Fundamentally, adult learning is different from child learning, or pedagogy. This article explores the differences between adult education and child education helping you improve your training.

 

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How to Become a Master Trainer by Learning from Master Gamers

How to Become a Master Trainer by Learning from Master Gamers
Public Speaking, Training Articles, Train the Trainer, Motivation, Persuasion Skills

Article Rating:::: 64 Ratings :::: Wednesday, February 6, 2013

Imagine delivering a training course to delegates who are half sleep. Is there any point in carrying on? Sure enough, you still get paid for the current session; but surely that’s not your only aim when providing training.

Providing a training course is very much like playing a game. You want to win not just once, but repeatedly. When it comes to winning a particular game (say a board game such as Risk), your aim is not to win only once. Anyone can do that. You could get lucky, you could cheat or you could get away with other people’s mistakes, ignorance or simply lack of interest in the game.

The problem with this mentality is that soon, you will not have any more games to play. People will remember you as the dodgy, cheating player so they will stay away from you or will all gang up against you to make sure that you lose.

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Top 5 Time Management Guidelines on Avoiding Procrastination and Increasing Productivity

Top 5 Time Management Guidelines on Avoiding Procrastination and Increasing Productivity
Training Articles, Productivity, Motivation, Goal Setting, Planning

Article Rating:::: 209 Ratings :::: Monday, September 17, 2012

We all tend to procrastinate when it comes to certain tasks. Procrastination is about leaving a task for a later time and instead focusing on something less important. Sometimes, you may not feel like doing something because you think it takes a long time to do it properly. You therefore put the task aside for a more suitable time later on. In chronic procrastination, that suitable time may never come!

As part of an effective time management system, you need to consider strategies in overcoming procrastination. To tackle this, you can apply tertiary prevention on procrastination. Using a variety of techniques to streamline your workflow and using carefully planned shortcuts can help you avoid behaviours that are known to add to the likelihood of procrastination. Here, you will learn about a number of strategies on task management and prioritisation.

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If Your Training is Not Working, You are Not Doing This One Thing

If Your Training is Not Working, You are Not Doing This One Thing
Training Articles, Train the Trainer, Presentation Skills

Article Rating:::: 103 Ratings :::: Monday, September 3, 2012
In a Customer Service Skills course:

The trainer starts by explaining the principles of customer service. He gets excited and is carried away by explaining more. Delegates meanwhile are quietly listening, feeling like they are being lectured. Fifteen minutes later, the trainer seems to be still enjoying sharing his wisdom with the class. He is unstoppable. He is now excitedly explaining various techniques. Delegates have no choice but to simply listen, there is no interaction between the delegates and the trainer. Most delegates look bored and are not really absorbing the information. Many of them are looking around now, paying attention to what’s in the room, the decoration, other people’s cloth, etc. Gradually they all drift. Meanwhile the trainer is happy that this part is delivered so he can move on to the next bit…

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Training Video: Inspirational Quotes

Training Video: Inspirational Quotes
Training Articles, Coaching, Motivation, Personal Impact, Self-esteem

Article Rating:::: 126 Ratings :::: Monday, April 2, 2012

We have created the following motivational video containing many inspiring and famous quotes that we like very much and like to share with you.

You can also use the video as a training resource during your courses when you need to make people pause and think about the meaning of life, their goals and what they want to achieve.

Give us feedback and let us know what you think.

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Praise Everyone Everywhere All the Time

Praise Everyone Everywhere All the Time
Training Articles, Coaching, Productivity, Motivation, Giving Feedback

Article Rating:::: 31 Ratings :::: Monday, March 19, 2012

When was the last time you praised someone? If you have to think to answer this question, then you are not doing enough. People are extremely praise-deprived. They long for praise from anyone all the time. We never seem to get enough praise.

This article explores what stops us from praising others and provides a number of techniques that act as a reminder to praise others and therefore systematically improve their performances. These techniques are ideal for those in management roles who can significantly benefit from the positive effects of praise both for themselves and for their organisations.

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