Effective Training Techniques

Effective Training TechniquesOther training references: Blooms Taxonomy & ANSI Z 490.1
ASSE Professional Safety Articles on Effective Training Techniques
OSHA Construction Trainer resources and requirements
OSHA Resources
Standards
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Training: Pay now or pay later
According to Broad & Newstrom in 1992, an estimated $50 Billion was spent on formal training, with another $90 – 120 Billion on structured training.
ASTD estimated in 2010, that US organizations spent $125.88 Billion dollars on training.
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OSHA’s: VPP Program Elements
In VPP, management, labor, and OSHA work cooperatively and proactively to prevent fatalities, injuries, and illnesses through a system focused on: hazard prevention and control; worksite analysis; training; and management commitment and worker involvement.
Blooms Taxonomy
In 1780 Abigail Adams stated, "Learning is not attained by chance; it must be sought for with ardor and attended to with diligence"
Although it received little attention when first published in 1956, Bloom's Taxonomy has since been translated into 22 languages and is one of the most widely applied and most often cited references in education.
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Blooms Taxonomy are greatly used to create Learning Objectives. Will tie with ANSI Z 490.1
Blooms Taxonomy
Creating: can the student create new product or point of view?
Evaluating: can the student justify a stand or decision?
Analyzing: can the student distinguish between the different parts?
Applying: can the student use the information in a new way?
Understanding: can the student explain ideas or concepts?
Remembering: can the student recall or remember the information?
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Have participants draw a line between Applying / Analyzing: beside Applying write lower level of comprehension – beside Analyzing, write Higher level of comprehension.
Understand: “If you can’t explain it simply, you don’t understand it enough” – Albert Einstein
Gap of Knowing and Doing: “There is a great deal of difference Knowing and Understanding. You can know allot about something and not really understand
it.” – Charles F. Kettering
Applying: The most frustrating thing as an employee I had was being held accountable for something I did not understand. When you do something hat you are not totally confident of you second-guess yourself and that is where Selection by Consequence is birthed. Take the employee from the Gap of Intention to the realm of Understanding and Increased Awareness.
Choice is a function of Awareness.
ANSI Z490.1: Criteria for Accepted Practices in Safety, Health & Environmental Training
1.1 Scope - This Standard establishes criteria for safety, health, and environmental training programs, including
development,
delivery,
3.2 The training program shall, at a minimum, include the following elements:
- training development, including needs assessment,
- learning objectives,
- criteria for course completion (see Section 4 of this Standard)
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Professional Safety December 2011:
1. In 1992, Broad & Newstrom reported an estimated 50 Billion was spent each on formal training, with another 90-120 Billion on less structured training. ASTD estimates in 2010 US organizations spent 125.88 Billion dollars on training.
2. Questions to ask on Needs Assessment: Why, Who, How, What, When
3. Objectives: ANSI Z490.1 has guidance on writing clear and measurable objectives.
3. Training Program Administration and Management:
training delivery by Competent Trainers in a suitable training environment (see Section 5 of this Standard)
training evaluation and a continuous improvement system
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1. Competent: root word is complete – Is your Competent Person complete?
Competent trainers are integral to the learning process. Form the Memo on Effective Training, to Authorized Trainers being held to a higher standard for ensuring that training delivered is effective.
2. Key to create an environment conducive for growth. Word-picture of an acorn. People have mentioned that you can lead a horse to water, but that does not mean they will drink. Add salt to their tongue…build an environment that Desires and nurtures growth.
Ask daily: Who and How can I add value to daily?
Effective training: Case Study (Oil & Gas)
1. Compelling content:
Must be interesting, credible, and compelling. Lessons learned proved to be significant (relevant story).
Use Adult learning theories.
2. Identify the players:
The “Master” in the group to act as a narrator for video, describing task and potential hazards.
Source: ASSE Professional Safety: March 2011
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1. Elaborate on “Master” – Maestro – The Pareto Principle and how the 80/20 applies. The Master/Maestro, or Influencer as I call them has knowledge of the skillset, respect, trust, and what is very important Influence.
2. Personal story of Don Aliber, my “Maestro” when I worked for 7 years in the scaffold industry.
3. Challenge question: Who is your Mark? Whose name comes to your awareness right now? Write their name down and set time to pour into them for 6 months, then ask them to do the same – Multiply….
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Pareto Principle: Background
In 1906, Italian economist Vilfredo Pareto created a mathematical formula to describe the unequal distribution of wealth in his country, observing that twenty percent of the people owned eighty percent of the wealth. In the late 1940s, Dr. Joseph M. Juran inaccurately attributed the 80/20 Rule to Pareto, calling it Pareto’s Principle. While it may be misnamed, Pareto’s Principle or Pareto’s Law as it is sometimes called, can be a very effective tool to help you manage effectively.
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Determine which people are the top 20% producers
Spend 80% of your “people time” with the top 20%
Spend 80% of your personnel development dollars on the top 20%
Ask the top 20% to do on-the-job training for the next 20% (Multiply vs. Growth)
Source: John C. Maxwell
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1. Jim Collins: Good to Great: Get the right people on the bus (speaking of Master/Maestro).
2. 21 Irrefutable Laws of Leadership: To grow you teach your followers, To Multiply you Equip your Leaders.
3. Greatest Motivational Principle: People Do what People see. - John C. Maxwell
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Step 1: I do it.
Step 2: I do it and you’re with me.
Step 3: You do it and I’m with you.
Step 4: You do it.
Step 5: You do it and someone is with you.
Compounding (Multiplication) happens when you equip someone who equips someone else.
Source: John C. Maxwell
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1. Jim Collins: Good to Great: Get the right people on the bus (speaking of Master/Maestro). People Do what People See
2. 21 Irrefutable Laws of Leadership: To grow you teach your followers, To Multiply you Equip your Leaders.
3. Greatest Motivational Principle: People Do what People see. - John C. Maxwell
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Effective training: Case Study
3. Avoid Common Mistakes:
Do not use professional actors, the CEO for videos. The worker knows much more about the job than an outsider.
Best choice for the master trainer is the person who looks the part and speaks with occupational (not organizational) authority. (Master/Maestro)
Use language that is understood by the workers and is a cultural insider.
Source: ASSE Professional Safety: March 2011
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Engaging Learners: Techniques To Make training stick
The Training Process: According to Kline (1985):
[T]raining emphasizes the psychomotor domain of learning. Training that is done in the cognitive domain is generally at the knowledge level or lower part of the comprehension level. Education, on the other hand, teaches a minimum of psychomotor skills. It concentrates instead on the cognitive domain, especially the higher cognitive levels. (ie. High comprehension & above)
Source: ASSE Professional Safety: August 2011
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1. Educate: Educo – To draw from within. The Key is raising the Awareness and Consciousness of the person.
2. Repetition is the mother of skill, Tony Robbins.
3.
4 levels of Competence: 1. Unconscious Incompetent, 2. Unconscious Competent, 3. Conscious Incompetent, 4. Conscious Competent.
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Adult Learners retain:
40% of what they See
50% of what they Say
60% of what they Do
(People do what people See)
Building Rapport: (Connecting)
For Trainer:

1. Adult Learners retain: Compare to after 1 year of training the average adults only retains only 10% to 15% of what was learned. For Trainer
2. Connecting is the ability to communicate & add value with another person in order to increase your influence.
3. Key is to have Conscious participation and engage Thinking and challenge peoples current limited belief system.
4. Master/Maestro is an integral component of what adult learners Do.
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Talk:
All kinds: monologues, dialogues, discussions, debates, interviews – promotes creative and critical thinking.
Lecturing is the most common form of training – only 20% what is heard is retained.
2. Role Playing:
Based on believability of scenario and participants -will gain life & interpersonal skills.
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3. Group Projects with single response:
Break-out into 3 or 4 groups, give a scenario with same question, ea. group responds to 2 questions, and has a time-limit for answers. Each group will deliver their responses.
4. Group Project with Individual responses:
Similar to 3., with instructor choosing one person and each person writes their own answers.
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5. Group Examination:
Each group has a different scenarios and questions, each group give outcomes.
6. Accelerated Learning:
A combination of games or activities which involves imaginary and all of the senses in order to create a rich memorable moment (ex. Bingo).
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Engaging Learners: Techniques To Make training stick
7. Student Demonstrations: Show what they know:
Allow students who “know” or are proficient in a specific area (Maestro/Master) and allow that person the opportunity to show their proficiency by allowing five minutes to demonstrate skill.
8. Peer Coaching:
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Peer-to-Peer: Important that the person giving feedback uses open explorative question that challenge individual to Think. A really good way to cross-train and Raise the Lid of the person giving feedback.
Never Work Alone: I do it, I do it – and you watch, You do it – John C. Maxwell
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9. Guided Discussions:
This method is useful when a trainer is trying to help students develop their ability to asses a situation and “think on their feet”
“Thinking is the hardest a person can do that is why so few engage in it.” – Henry Ford
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1. Thinking is the highest form of awareness. – Maslow
2. “Until thought is linked with Purpose there is no intelligent accomplishment.” – Jim Allen, As A Man Thinketh
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10. Simulations:
A training environment set up to produce a comprehensive “workplace-like” experience.
11. Storytelling:
“The single most effective training is telling relevant stories and having students reflect on them” (Blair & Seo. 2007)
“Reflection + Experience = Insight” – John C. Maxwell
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11. Storytelling: Cullen (2007) Four types:
Hero Stories: larger than life characters who saves another worker or prevents a crisis.
Villain stories: one who is opposite of hero and causes the loss of life or crisis.
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11. Storytelling: Cullen (2007) Four types:
Adventure stories: tell of a specific event drama.
Fool stories: character who does things wrong and creates loss of life or crisis.
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Les Brown’s 3 step process of giving value in a story
a. Distract: From the present story they are currently listening to (emotionally, mentally, physically etc.)
b. Dispute: Strategy to have individual back-away from their present limited belief. –Having a good strategy makes you stand out.
c. Inspire: To Behave different differently. Inspire to do more, challenge, think outside their present thinking – add value. Don’t simply tell it, Experience it. Only then will you draw the audience in with you by using your emotions, tone, and body language. You want to take the audience there and experience the moment with you – that’s connecting.
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Reflection
Blooms Taxonomy & ANSI Z490.1 are resources for developing clear learning objectives and training that is understood.
Create an environment conducive for the employees growth.
Identify Influencers in the group and equip them to Multiply others.
Engage critical thinking and challenge limited belief systems with any of the groups discussions or questions. This will also increase communication, life, and inter-personal skills.
Use Storytelling as a way to Inform, Challenge, and Inspire employees.
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“Everyone Communicates, Few Connect.” – John C. Maxwell
“Tribal Leadership: Levering groups to Build a Thinking Organization” – Dr. Dave Logan
“StandOut” – Marcus Buckingham
Blooms Taxonomy: http://www.odu.edu/educ/roverbau/Bloom/blooms_taxonomy.htm
Les Brown video: http://tellyourstory.lesbrown.com/fe/11655-how-to-tell-your-story-series?r=y
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Reflect all notes and prioritize according to A, C, & T, then apply.
Be a lifelong learner. Success is determined in what you do daily.
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Quotes
“If you know the Why, you can live any How” – Friedrich Nietzsche
Leadership is nothing more & nothing less than Influence” – John C. Maxwell
Trust is the foundation of Influence” – Stephen Covey
“Change is inevitable, Growth is Optional” - JCM
“Only wet babies like change, the rest of us resist it” Scott Faye
“People do what People see” – JCM
“People don’t care what you know until you show them that you care.” - JCM
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OSHA Training resources
Employee training must be provided in a language that employees understand: https://www.osha.gov/dep/OSHA-training-standards-policy-statement.pdf
OSHA Construction training: http://www.osha.gov/dte/outreach/construction/index.html
[email protected], 832-597-5474
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Effective Training Techniques