The Essentials Mix are those TT podcasts that have had the biggest impact on me over the years, the ones I've learnt the most from and become a better L&D professional. In this one (with a bit of director's commentary breaking in), Paul Levy talks about the facilitator's role in challenging mediocrity (i.e. anything less than potential), even at the expense of becoming unpopular!
A while ago Krystyna Gadd presented her Five Secrets of Accelerated Learning and after that we decided to break it down to discuss each of the five "secrets" in a lot more detail. In this podcast we look at the third golden nugget of essential advice "design with variety in mind".
We discuss various models you can use to ensure workshops are designed with variety, including David Meier's accelerated learning cycle as an overall structure, and many others.
In this episode of the Trainer Tools podcast, Garry Platt gives the ubiquitous learning styles theory (or theories) a jolly good kicking and talks through research that calls into question their validity and usefulness (to put it politely).
I stopped using learning styles to structure learning workshops some years ago, mainly because I continually tweaked things and replaced things that worked less well with things that worked better, and this meant, quite unintentionally, learning styles fell by the wayside. This was a pragmatic approach that accidentally stumbled into the same place as Garry discusses in this podcast.
This is a Trainer Tools Essential Podcast
Quite a while ago, I received a mail from a listener asking the following questions:
I guess many of your audience are freelance so it would be an interesting topic to discuss how they learn from or get community feeling when working alone.
How do you trust your own internal feedback when all your clients think you're great (but you only have a happy sheet).
In an organisation how do you champion best practice when the culture is content with chalk and talk?
We recorded something that touches on the first part of this with Claire Simmons (called "Training can be a tough and lonely business, so look after yourself") but I thought we could dig deeper and so I asked Paul Tizzard, someone who has worked as both an internal and external consultant, to have a crack at providing some sage advice.
A few months ago we chatted with Krystyna Gadd about her Five Secrets of Accelerated Learning, and then we talked about the first of those secrets in What's your objective. In this latest podcast we drill down into the second secret: be a facilitator and not a trainer.
This is about moving away from being the font of all knowledge, the sage on the stage, to being a guide on the side who is in charge of creating an environment and ensuring an engaging process so that learning happens.
As I get older, wiser, more knowledgeable, more skilled ... and more impatient, ... OK, and more stroppy, I am increasingly dissatisfied with the idea of rocking up and banging out a few training courses and calling it a learning and development strategy.
It doesn't matter how good the workshop is, how dedicated and talented the facilitator is, if the learner goes back to an environment that doesn't support learning.
This means that I am increasingly interested in, increasingly fascinated by ... and OK, increasingly going on and on about, the important of creating an environment that is conducive to learning. This doesn't just mean pre-work and follow-up activities surrounding a learning event, it means support from leaders, managers, colleagues and the organisational culture that will allow for learning, sharing, growth, opportunities and all that good stuff.
In this podcast, I talk to Robin Petterd who calls it a "learning ecosystem" ... I hope you find it useful!
Despite our best efforts, our thorough preparation, and our fantastic facilitation, sometimes training programmes don't go as well as we hope. Sometimes people turn up with quite different expectations of what the event is all about, or they feel like political prisoners who have been coerced into attending by managerial pressure, or perhaps they are seeking to spend a day playing with their phone instead of working!
In this podcast Sunita Sehmi talks about her approach of engaging before, during and after the programme to ensure that the event is as successful as possible for the organisation and for the individuals who attend.
Hi I'm John, and I'm biased.
I am not the only one. You are too.
In fact all human beings are born with a set of biases and mental shortcuts that help us survive and deal with the world around us.
In the past such biases were vital to survival. We didn't need to worry about being fair and inclusive when we were living in caves; we were more concerned with finding the next woolly mammoth and avoiding being eaten by lions. Issues such as creating a diverse community were way down our priority list.
Times have changed. Now we live and work in a multicultural global environment and need to broaden our vision beyond our own narrow bias-filled perspectives. This isn't easy, and in fact a lot of biases will persist even if you are aware of them and intellectually believe they are wrong ... but we can only manage what we're aware of, and in this podcast we discuss what unconscious bias is and how as learning and development professionals we can improve our understanding of our own biases in order to improve our performance.
I have found SDI (Strengths Deployment Inventory) to be a really valuable tool in leadership development, despite my being a skeptical curmudgeon about most of these workplace psychometric tools.
What convinced me was partly personal - I felt it offered valuable insight into my own self (not a pretty sight) - but also because of the impact I've seen it have within the training room. I've used it mainly for leadership development, so that's my main experience, and I've seen many people (not everyone) find it really useful in not only raising self-awareness, but more importantly giving them a roadmap for strengths development that remains true to their authentic self.
In the podcast Simon Gallon talks through the basic theory and its wider application within L&D, in particular in teambuilding and leadership development activities.
It's another long one, but it's good stuff.