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Before reading chapters 11&12, the main topic that most applied to me was the Need-To-Know part. I think this was important for me because when teaching I tend to break up the nervousness with stories. I still do teach my apprentices, but maybe after reading this I will keep in mind this is what I NEED to teach them, vs giving them field stories.
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Hi Mishelle… On chapter 11,what I liked the most was the section on Adapting Games to the program , and in chapter 12 I really liked the 4 levels of evaluation because it really shows you the real Benefit of the training as well as Cost/Benefits of Training as well as Return on Investment.
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Since I didn’t read chapter 1 and 6 the other day I am going to start there. Chapter 1 Assessing needs is great because this is going to let you know if you need training, how much training, and what training. Chapter 6 is nice because it gives some different training organizing. In chapter 11 they talk about using games and props which I have always liked not only as an instructor but also attending classes. Chapter 12 is a must to make sure that your training is effective and will let you know what you need to work on to make it more effective.
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Hi Michelle, regarding our HWK, I could really relate to chapter 11 Using Creativity. We already use a couple game scenarios already which really
gets the apprentices engaged in the class. Sometimes we will ramp it up a notch and give the guys a prize for the winner. We facilitate while on the floor and set
the guide lines and parameters so things do not get out of control. Chapter 12 was a real eye opener. I never thought of training in cost benefit analysis
before or ROI. If your accountability fails you really have to re evaluate your training fast!!
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After reading chapter 11, I though Bob Pike’s clapping method was a clever way to help regain control of the class during small group activities. Having the class respond to you using claps will immediately put their attention back on to you and should break up any conversations.
The main thing that stuck out to me from chapter 12 is that training is a never-ending process. We must continue to change and create new lessons and how we teach them. Evaluations of participants performance will dictate what we need to adjust or remove.
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Need Assessment to me is the first thing you need to check and evaluate any organization or company to determinate the cause of ills, if conducted properly, will determinate whether training is necesary. Follow up a need assessment an a five step process:
1 Identify problem or need
2 Determinate need-assessment design
3 Collect Data
4 Analyze data
5 Provide feedback
In chapter 6 if we design a good Instructional plan would reflect on any training facility a better way to teach and bring better results.
In chapter 11 Using Creativity is a good approach to create different techniques to bring students to engage in class in different ways using themes, using imaginations or even using games, make it fun too.
In Chapter 12 Evaluating Training to use the evaluation process to improve training effectiveness, should reflect performance on the students and the teacher too.
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Good morning Teaching Tech 2 class. Here is what caught my eye from chapters 11 and 12.
Chapter 11 key points for me.
Try and create exciting, fun ways to learn, but at the same time it has to be effective. Keep the audience interested in the content with fun games but having an instructional purpose. I thought the different candy suggestion was kind of different… a honest fair way to break up sub groups.
Chapter 12 key points for me.
I really appreciated how the four levels of training evaluation was broken down and explained. Level 3 behavior was stood out. For me, I set my apprentice classes up with real job situations. My thought process is good habits in training and class, reflects good habits in the field. Lets make all of our mistakes together in the training center where only we see, that way when that apprentice sees that same situation in the field, he/she will know exactly what to do and hit a homerun when it counts…
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On chapter 11 i like the adding games to teaching. The online game that we played as a class worked for me because it helped me remember what i learn in the previous classes. Now just imagine in the class all competing to get the correct answer and that sticks to your mind more easy.
On Chapter 12 i liked how they broke down the 4 levels of training evaluation. As an instructor we can guide ourselves with this chart even though it says not to use every level but we can have a guide and use a least one or two levels.
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While reading through Chapter 11 It was interesting to learn new ways to group individuals. It can break up the monotony depending on how creative you get. Its also good to have the new ideas of appointing roles with in the group. It can keep it fun and prevent a stagnant environment. By using games, sounds, and visual stimulants I feel a successful instructor can keep a course fresh and new.
I thought it was funny but interesting on how to grab the attention of the groups when attention is being lost. Hand clapping, whistles, and other auditory props may be a little bit unorthodox for construction workers but could have great results.
Overall in Chapter 11 it was beneficial to learn new methods on how to keep the class engaged and upbeat. I look forward to trying some of these techniques.
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