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Hello everyone…. I am looking forward to the teaching tech class. Getting to network with other instructors from different locations. Sharing ideas, and helping one another. My email address is tszymkowiak@iupatdc57.org.
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My name is Brandon Zieger, i am the commercial painting and wallcovering coordinator for DC57 in Pittsburgh. I would love to connect with other instructors in my trade or if any instructor has any advice im all ears. Feel free to contact me at Bzieger@iupatdc57.org Thanks in Advance
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Hello Class and welcome to Introduction to Teaching Techniques. My name is Tom Pfundstein and I am the Director of Curriculum and Instruction here at the iFTI. At some point during the week, I will join the Zoom classroom and provide you all with some updates and take any questions you may have for us here at the iFTI. I want to also encourage you to use the instructor lounge throughout this week in calss and promote it with your colleagues when you return to your training centers. Again, welcome to the course! — Tom
Tom Pfundstein
tpfundstein@ifti.edu -
Hey everyone…My name is Ryan Kent and I am a Organizer/trainer for DC57 in Pittsburg, PA. My background is in Bridge painting and rigging. Email-rkent@iupatdc57.org
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Happy to be here.
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Very Excited to be on this class
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Hello, everyone. Took me a minute to figure it out. 20 years in the field and my computer skills are lacking.
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Three things I took away from Chapters 2 & 4
– Most adults are more interested in things that will “help” them now than a child who seems to typically want to just know everything.
– Diversity can greatly impact how an instructors presentation will be perceived by students from different backgrounds/ situations.
– Instructors need to try and identify disabilities to adjust materials and presentations accordingly.
All these seem like “no brainers” but sometimes the things that should go with out saying are forgotten.
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Introduction to Teaching Techniques January 2021
Chapter 2 things caught my attention
– Assumptions.
Experience is a good factor that provides a base for new learning, as well to share with others, but experience may be good or bad sometime.
Adults are motivated to learn because of internal factors, self stem, better quality of life, better opportunity.
– Learning styles.
Feelers
Observes
Thinkers
Doers
– Perceptual Modality
Visual Print Aural
Interactive Tactile Kinesthetic
Chapter 4
– Changing Training Environment
Training environment have change in the past 20 years and continue to change in order to meet the needs and demand in any workplace.
– Diversity Issues.
Age Differences
Cultural Differences
Participates with disabilities,
– The Trainer is responsible for creating a risk-free and bias-free learning environment.
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3 things l learned from chapter 3.
I learned that there are several different ways that adults learn new things.
I learned that the way in which an educator would teach or even set up a teaching plan has changed from the way it was done 50 years ago.
Perhaps not learned but reiterated was the fact that adults learn effectively in a group setting when there is an exchange of ideas or stories related to the topic. I took many night school courses years ago and remember enjoying these classes the most.
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3 things l learned from chapter 4.
It is important to remain neutral regarding personal opinions while teaching.
Recognize that people have different backgrounds and personalities which may influence their perception while teaching them.
Understand that some people may be uncomfortable in certain settings while others may not.
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Hello Everyone.
The things I took away from chapter 2 are:
Adults learn very differently
Learning styles and How’s and Why”s on how people learn
To prepare in a way that I do not deliver cognitive overload
The things I took away from chapter 4 are:
I recognized that there might be age diversity in the classroom, and the students learn differently.
That my own behavior as a trainer has an impact on how the students react.
That as a trainer, I have to assess my group and adjust. I would not teach a journeyman upgrade class the same as I would teach a group of first year apprentices. I feel as a trainer, you have to know your audience, adjust your style to that group, and teach them the necessary knowledge to succeed.
See you guys this afternoon,
Thad
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Hello everyone, even though we are getting shunned by not being able to all meet in person, I am still taking what I can from this class. The most useful things I’ve learned from the class thus far are…….(in no specific order)
1. How to navigate and work zoom (We use “teams” more often here at DC57)
2. Every group will be different, you must prepare for it
3. The way you conduct yourself as a trainer, is how the group will conduct themselves
4. When students can use real world application, the tend to be more engaged and willing to learn.
Also, as an added bonus, some tips and tricks on the LMS !
Have a good day, See “YINZ” at 1:00
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Things I learned in chapter 2.
The definitions of the words.. Andragogical and Pedagogical { never heard of these words before }
The different learning styles of adults. Feelers, Observers, Thinkers, doers
I am a Doer.
Chapter 4
I was born in 1981. So technically I am a Millenial, but I don’t admit to that. They need to adjust the years. Funny though, my 16 year old son always reminds me.
The different tools and techniques to create a risk free and bias free environment.
Different ways to adjust your teaching styles because of the students diversity and genders.
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3 things I learned from chapter 2 are:
1) Adults want to use what they learn on the job.
2) Adults might take longer to learn new things.
3) Adults learn better through past experiences.
3 things I learned from chapter 4 are:
1) There is a very diverse workforce now between generations.
2) We need to change the way we say things like chairman to chairperson to cater to our gender diverse class.
3) Make sure that all training material is diverse for different genders as well as cultures.
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Things i learned in Chapter 2:
Andragogy Model
Pedagogical Model
The different learning styles adults have
Chapter 4:
Be neutral in everyone opinion.
The age difference in the actual work place differ from 20 years ago.
Accommodating Disabilities- trying to find out a disability, a person may have before the class and adjust my class to that person.
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Takeaways from Chapters 2 and 4:
CH. 2
1. <span style=”background-color: #fafafa; color: #3c3c3c; font-family: Roboto; font-size: 14px;”>Adults expect training to be directly relevant to them </span>
2. Many factors affect how people learn. Such as: psychological, sociological, environmental, age, and physical condition
3. Training adults is different
Ch. 4
1. Diversity! Gender, culture, disability
2. The ultimate responsibility lies in the trainer for providing the environment and safeguards
3. How the trainer speaks and acts has an effect on the classroom.
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The How Adults Learn online video training was very quick and concise for a crash understanding of the basics of developing a course. The testing was relatively easy to understand as I passed with 80%. only one question i took a guess at as it seemed to have 2 “right ” answers. Thank you for the opportunity to test this. I used a similar course style when using I took the Changing the Culture in Construction course. It was clear and concise.
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After looking at the “How Adults Learn” piece, I think it gave some good, clear goals for making a lesson plan. One of the stats that I found interesting was about how much an average person retains during the day.
-11% of what they heard
-30% of what they saw
-50% of what they heard and saw
-90% of what they did
After seeing those statistics I think hands on activities have a much greater value than I realized. I will definitely be keeping that in mind as I develop my own presentations and curriculums.
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Hello Michelle,
I just finished the homework. I enjoyed the module on “How adults learn”. Hopefully I can use this information when I start preparing for journeyman upgrade classes here at DC 57 In Pittsburgh. Thanks for helping me understand different teaching techniques. Hope to see you soon and get to experience your class live. Have a nice evening.
Thad
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Evening all.
I completed the last assignment and certainly see the value of preparation.
It highlighted all of the areas necessary to put together a diverse, learnable training program.
I am not in a position that requires me to create a new program but should l find myself in such a situation, l will definitely be using these tools as a resource.
Thanks again Michelle for your time and effort, l look forward to visiting the training center in the not too distant future, fingers crossed!
Cheers all.
Harlen
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I just completed the last assignment How adults Learn, I really like the ADDIE model, which would give me a better tool to develop my training class and be able to reach the students and focus to develop better skill and knowledge and get better implementation to the class with new material’s and get the students involved on the class and complete the class with hands- on to get better results. Thanks Michelle for you time and effort for this classes.
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Im not sure if this is where we were supposed to put our Icebreakers info but I will put it here anyway.
- Ask participants to say what goal they have achieved in the last year (it does not matter how small)
- Discuss. You could facilitate the discussion by asking a question such as how they felt when they achieved the goal or what skills do they think were important in achieving the goal.
- You could post a list of achievements on a chat or virtual board.
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Icebreakers that we could use at the Training Center
1 Go around table and introduce your self and trade, and why they like that trade and a hobby they like.
2 The Hot Seat Select a person to sit. Everyone gets to ask a question ( they can be about anything. personal or about the trade or jobs where they are working currently)
3 Take a picture. Instruct attenders to pull their cellular phones, take a picture with another person who they don’t know. Them ask them to share it in social media
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First, I had no idea how many ice breakers are out there. I spent a little time reading about new ones, and the one I seemed to like the most is …
WHO-DUN-IT
You split your class into groups, and have each person write down something interesting they’ve done on a note card. Put the note cards into a hat, and have each person draw a note card and read it out loud. The reader must guess ” WHO-DUN-IT” and why they came to the conclusion.
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Good Morning Teaching Tech 2 class. I’ve decided to try this icebreaker for my next class. No way I get crickets on this one. HaHaHa.
Trading card Icebreaker: Have everyone make trading cards of their personalities.
– hand out index cards and markers or pens, pencils.
– tell everyone to make a self portrait, write their names or nickname or imaginary name. Also, have them include a fun fact about themselves.
– everyone jumps up and trades cards with another person. after cards are exchanged, each person reads the cards.
– after a few minutes go by, have everyone announce the name on the card, the others can ask questions about the cards, and the conversations can flow from there.
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The icebreaker I chose is a common one but I think it is fun and can help everyone learn a little about each other.
It is the “Stranded on a deserted island” scenario. I would ask the participants to introduce themselves and tell the class the one item they would take with them and why. I think the answers would be interesting and give a little insight into what interests the class has.
See everyone this afternoon
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Icebreakers the we can use at the Training Center.
1 Go around the table and introduce your self and trade, why they like about their trade and a hobby they like
2 The hot seat, select a person, everybody gets to ask a question ( they can ask about anything, personal or about their trade or job they are working currently)
3 Take a picture. Instruct attenders to pull their cellular phone, take a picture with another apprentice who they don’t know, then ask them to share in a social media.
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