Como você pode alinhar as sessões de treinamento com o conhecimento e a experiência anteriores de seus alunos?

A friendly talk between the trainer and the trainees prior to officially starting the training works wonders. This can be done even while all the trainees are giving a brief self introduction instead of doing it during the training. This time the environment is still "friendly", but after the training commences, the trainees tend to get more receptive and try to focus on the trainer. That won't be the best time for the trainer to assess their knowledge and competence. But during the introduction phase, this helps the trainer to gauge the current level of knowledge and skill of the subject matter, and the trainer can either tone down the level of details, the simplicity as well as adjusting the pace of the training.

To plan my training sessions , I prefer to receive the detailed data of the participants. It is important to understand the target audience and plan the session accordingly. The purpose is to deliver what is required. I believe in doing lot of management games, short case studies , tests and that helps in gaining win-win situations for both of us. Participative style of training makes them understand each and every thing and helps them to implement in future. I have always received a positive feedback from my trainees during and post training.

In addition to Training needs assessment ( from where the need has actually emerged ) it is always helpful to do a “sensing” or “discovery” exercise. This can be done with a sample size of learners who are identified for the training. This can be done either in form of a survey / assessment or even a focus group discussion. If the program design is done post this activity , it can address the pre existing knowledge of learners. Another way is during the start of the session , the facilitator can also do a check through ice breakers / activities to gauge the learner level & tweak program accordingly

To align training sessions with learners' prior knowledge and experience, start by assessing their existing understanding of the subject. Conduct pre-training assessments or surveys to identify their proficiency levels and areas of expertise. Tailor the training content to address any gaps in knowledge and build upon what they already know. Utilize different instructional strategies based on diverse learning styles, incorporating visual aids, hands-on activities, and real-world examples to engage learners with various backgrounds. Offer flexible learning paths or modules so participants can choose topics that match their skill levels and interests.

Para alinhar as sessões de treinamento com o conhecimento e a experiência anteriores dos alunos, é essencial avaliá-los antes do planejamento. Isso pode ser feito através de pesquisas, entrevistas, revisão de dados existentes, observação no ambiente de trabalho ou autoavaliação. Essas avaliações ajudarão a personalizar os objetivos, conteúdos e métodos de treinamento, garantindo uma experiência de aprendizado mais eficaz e relevante.

To deliver in context is to be client & learner-centric. To be learner/client centric means to start the process by listening! We need to ☑️honor their past ☑️understand their culture ☑️connect to their current reality ☑️understand the recurring scenarios they want to improve. For example, what is the desired outcome ? ❌Communicate better isn’t enough! It is not a clear outcome and there’s no context around it. What about this: ✅The company is reorganizing. The learners are leaders. They are needing more from their teams. They need to run more engaging meetings w/ a blend of candor, confidence & care to build confidence & trust when discussing change. As trainers, we can coach to this outcome and have it mean something!

To align training sessions with learners' prior knowledge and experience, initiate by assessing their backgrounds with surveys or interviews. This enables tailoring of content to bridge the gap between existing knowledge and new concepts, ensuring the training is relevant and engaging. Incorporate practical examples and case studies that resonate with their professional experiences. Encourage active participation and peer learning, leveraging collective expertise for a more inclusive and effective learning environment. This strategy not only makes learning impactful but also promotes a culture of continuous professional development, enhancing the overall training effectiveness.

Relating training content more directly to your learner's actual experiences has the benefit of being unique and significantly increasing the short and long-term retention of material. Think about those generic trainings all employees have to take, with the examples everyone jokes about because they are so unrealistic. Now, imagine if every example was taken from a common occurrence in that workspace. That training would gain relevance, increase participation from the learners, and be more applicable in meeting your training goals.

Context is everything when it comes to gaining comprehension. For example, given enough context you can start comprehending a completely foreign language. If you understand the professional context of your learners and use that to frame your session, you'll get more engagement from your learners and a much higher skill transfer rate.

This can sometimes be the hardest part of preparing a curriculum, especially with groups of learners. While it may be alluring to follow a strict rubric and have all learners follow it, it is important to spend the time to adjust to the learner. This helps the learner stay engaged with the curriculum and maximize the effectiveness of the learning method and materials.

I have found that customizing training to match learners' proficiency levels is extremely beneficial. By offering personalized support and guidance, learners can smoothly advance from what they already know to new ideas. This includes organizing content from easy to more challenging, dividing it into smaller parts, and establishing clear learning goals and instructions. Moreover, providing feedback, hints, or tips can help with understanding and remembering information. Adapting the speed, tone, and language to fit learners' preferences can improve their involvement and comprehension. Overall, tailoring training to suit individual needs can lead to great progress and success.

Para adaptar o treinamento ao nível dos alunos, utilize andaimes. Isso envolve fornecer suporte gradual, dividindo o conteúdo em partes menores, oferecendo instruções claras e feedback, e ajustando o ritmo e a linguagem conforme necessário. Essas estratégias ajudam os alunos a progredir de forma eficaz, independentemente do seu nível de conhecimento prévio.

Scaffolding training based on learners' prior knowledge is vital for effective learning. Sequencing content from simple to complex, offering clear instructions and feedback, and adjusting pace and tone supports their progression. This approach enhances understanding and retention of new concepts.

Ajuster le contenu, le rythme et les méthodes pédagogiques de la formation au niveau d'expertise, aux besoins des apprenants maximise leur engagement, leur apprentissage et leur réussite dans l'acquisition des compétences visées. Il est notamment possible d'offrir un soutien aux apprenants qui en ont besoin, que ce soit sous forme de tutorat ou de ressources supplémentaires. Eviter de perdre du temps sur des concepts déjà maîtrisés ou, à l'inverse, sur des sujets trop avancés, optimise clairement l'efficacité du temps d'apprentissage. Finalement, adapter la formation au niveau des apprenants est un élément clé pour garantir un apprentissage efficace et gratifiant pour chacun.

In my experience, scaffolding training to match learners' proficiency levels is invaluable. By providing tailored support and guidance, learners can seamlessly progress from their existing knowledge to new concepts. This involves sequencing content from simple to complex, breaking it into manageable chunks, and ensuring clear learning objectives and instructions. Additionally, offering feedback, hints, or tips aids comprehension and retention. Adjusting the pace, tone, and language to suit learners' preferences enhances engagement and understanding.

Certainly! Reflecting on your past experiences can be a powerful way to identify coping skills that have worked for you in the past. Think about times when you've successfully managed stress or difficult emotions. What strategies did you use? Did talking to a friend help? Engaging in a hobby or activity? Perhaps practicing mindfulness or exercise? Drawing from these experiences can provide valuable insights into which coping skills resonate most with you and can be effective in future situations.

Respect the participant: in the context of training in the employment practices/leadership context, I find that the audience often has the right instincts but does not always have a “method to their madness.” My job as trainer, then, is to create engagement opportunities through interactive discussion and exercises to elicit their knowledge of the topic, their perspectives and opinions, in a controlled manner with the goal of building on what they have brought to the training. That in turn inspires confidence for them to stretch and personal investment in what I will be offering them going forward.

Para aproveitar o conhecimento prévio dos alunos, inicie o treinamento com atividades de brainstorming e reflexão. Use questionários e jogos para revisar e reforçar o conhecimento existente. Desafie os alunos com problemas práticos que exijam aplicação de suas experiências anteriores. Incentive a comparação de perspectivas e abordagens durante o treinamento. Isso promove um aprendizado mais eficaz e aplicável às suas vidas profissionais e pessoais.

Reasoning with the past experience and able to analyze to solve problems with brainstorming and adding quizzes. Adding value to their skills and combining knowledge and experience to work on strategies and problem solving. Encouraging to accept different perspectives and ideas will motivate them evaluate and compare.

Une formation programmée sur base : 1. Avec les expérience des apprenants ou des illustrations des réalités auxquelles ils font face tous les jours aide les apprenants à comprendre de façon très claire l'idéal et ceci facilitera la pratique. 2. Toujours adapter la formation au niveau des apprenants... Afin que la formation devienne utile et compréhensive.

Os programas de treinamento devem ir ao encontro das necessidades das pessoas que participarão do programa. Um erro na formatação e no conteúdo pode colocar em risco objetivo do programa. Por isso entender o nível de conhecimentos e objetivos dos participantes é fundamental para o sucesso do treinamento. Quanto maior for o engajamento dos participantes, maior será o compartilhamento de ideias, visões que proporcionarão satisfação e um aprendizado que atinja os objetivos propostos do treinamento.

Our training isn't simply focusing on textbook type input. Due to the specific job nature, we are exposed to a very wide range of matters which requires real practical experience to tackle. Hence, we have workshop and role play type of training, allowing participants to practice relevant skills in close-to-real scenarios. These workshops are moderated by very senior practitioners in our field with recognized working history.

I firmly believe in training in the workplace. Training on the equipment that the learner will be operating. I also firmly believe in the concept of learning by doing.

A. I ask for participant's(Say P) profiles BEFORE the prog. B. Memorise faces, education, work exp and interests....EVERYTIME for EVERY program... It is exhausting. C. Enables hyper-personalization. D. Components I build into EVERY gig: a. Something unique in every P's background: for one P it was 'Track&Trace' software expertise logistics. Made P walk thru an exquisitely digital blood bank exercise(incredibly complicated due to mixing/fractionalization/delayed test results and HIV/Hep B counsel.) && an intensely physical exercise of individual tree mapping in the Tokugawa Shogunate of 16th Century Japan! b. An 'amplification' challenge: P, an oil exec asked to research and present 'Petroleum Jewelry' The impact lasts a lifetime.

In my experience, I've got assignments of many student pilots. Most of them were brilliant, some sloppy, others apparently not interested to the course they were passing through. This seems strange, as taking a flight course has'nt been a medical prescription ever, and one should be highly motivated to such an achievement. Actually, I found that those apparently unmotivated students were simply afraid to fail. Obviously, this fear of failing was the primary cause of actual failure: thus, instructor's efforts would be much better aimed to "defrost" student's mind by exciting him with a reachable goal, able to break into the negativity barrier. A sort of "cheating for good", inadvertently helping the pupil, to persuade him that he can get it!