Making the most of staff development in your organization Staff Development Day 2007

Making the most of staff development in your

organization

Staff Development Day 2007

Today’s topics…Adult Learners

Wants, needs and expectationsInformation Intake

Learning Styles (Multiple Intelligences)Communication Styles

o Myers-Briggs Type Indicatoro DISC

Writing ObjectivesUsing SMART goals

Evaluating TrainingKirkpatrick’s model

Staff Development Day 2007Presented by Jaye Holly

Today’s goals…By the end of today, you should be able to:Articulate the basic needs of adult learnersCritique training based on how well it meets

the needs of learners with various learning and communication styles

Evaluate learning goals using the SMART model

Discuss the levels of training evaluation, including the advantages of the methods you currently use in your library


Pedagogy vs. AndrogogyChildren as Learners Adults as Learners


Androgogy: Adult LearningModern Practice of Adult Education -

Malcolm Knowles (1970)Adults move from dependency to self-

directednessAdults draw upon their own experienceAdults are most ready to learn when

placed in new roles or situationsAdults want to apply new knowledge


Designing Training for AdultsMake goals realistic and relevant; “real

world”Give control over learningProvide supportive learning environmentConnect learning to previous experienceCreate opportunities for transfer of learning


Training on the jobMake goals realistic and relevant; “real world”

How does this affect my job? WIFM?Give control over learning

What are my options? Provide supportive learning environment

Are my peers with me? Is it safe to ask questions?

Connect learning to previous experienceHow does this relate to what I already know?

Create opportunities for transfer of learningHow will I use this info when I return to the job?


Structuring TrainingLaugh and Learn – Doni Tamblyn

Focus on “brain compatible” learning

In a sensory rich environment, we compete for audience’s attention

We have to give our learners reasons to pay attention


Beginnings and Endings

Fin

ish


Beginnings and Endings

Fin

ish

Learning Activities


•VAK / VARK•Multiple Intelligences•MBTI•DISC


Learning Styles


Learning StylesFrames of Mind - Howard

GardnerDeveloped the theory of

multiple intelligencesInitially included 7 types, has

since been expanded


Multiple IntelligencesLinguistic LearnersLinguistic LearnersProcess information

through wordsPreferred learning

activities include lecture, discussion, reading


Multiple IntelligencesLogical/Mathematical Logical/Mathematical LearnersLearnersProcess information through numbers, patternsPreferred learning activities include reviewing statistics, solving problems, uncovering patterns


Multiple IntelligencesVisual /Spatial LearnersVisual /Spatial LearnersProcess information

through relationships and relativity

Preferred learning activities include viewing or creating pictures, models, maps

Video – Visual LearnerStaff Development Day 2007

Presented by Jaye Holly

Multiple IntelligencesMusical LearnersMusical LearnersProcess information

through music, rhythm

Preferred learning activities include singing, listening to music, poetry


Multiple IntelligencesKinesthetic LearnersKinesthetic LearnersProcess information through activityPreferred activities include hands on activities, games, movement


Multiple IntelligencesInterpersonal LearnersInterpersonal LearnersProcess information

through interaction with others

Preferred learning activities include discussion, games, role plays


Multiple IntelligencesIntrapersonal LearnersIntrapersonal LearnersProcess information

through introspection and self-reflection

Preferred learning activities include journaling, meditation


Multiple IntelligencesNaturalistic LearnersNaturalistic LearnersProcess information

through connection with the natural world

Preferred learning activities include spending time outdoors, cultivating and nurturing


A typical icebreaker…“Break into pairs.

Interview your partner and then be prepared to introduce your partner to the

rest of the group.”

“Break into pairs. Interview your partner and then be

prepared to introduce your partner to the rest of the group.”


Communication StylesMyers – Briggs Type IndicatorMyers – Briggs Type Indicator16 personality types based on 4 continuums

of preferenceIntroversion vs. Extroversion Sensing vs. iNtuitingThinking vs. FeelingPerceiving vs. Judging


Communication StylesDISCDISC16 styles based on 4 quadrants

Dominance Influence Steadiness Conscientiousness


A typical icebreaker…“Break into pairs.

Interview your partner and then be prepared to introduce your partner to the

rest of the group.”

“Break into pairs. Interview your partner and then be

prepared to introduce your partner to the rest of the group.”


Lunch Time!

•Objectives vs. Goals•Using the SMART model


Objectives vs. GoalsObjectivesObjectives GoalsGoalsBig pictureImportant for

organizational progressEncompasses many

goalsDifficult to measure

Stepping stonesMileposts of successBuilding blocks of

objectivesMust be measurable


Training Ain’t Performance…Popular ASTD series Training is one tool for

improving performanceSystemic approach is required

for true performance improvement


Training GoalsAddress the desired outcomesBehaviorally basedAffirmatively phrasedFocused on individualRelate directly to the training

SMART GoalsS Specific

M Measurable

A Achievable

R Realistic

T Time bound


•Why evaluate training?•4 Levels of Evaluation•ROI


Why evaluate training?1. To decide whether to continue or

discontinue a training program2. To gain information on how to improve

future training programs3. To determine if the training has had impact

on knowledge, performance, outcomes, etc.4. To justify the existence of the training

department


Why isn’t training evaluated?It isn’t deemed important or urgentWhat to do or how to do it is unknownNo pressure from management to do itOther priorities or interestsJob is secure

10 Steps to Training Success

1.Determine

needs

2.Set objectives

and goals

3.Determine

content

4.Select

participants

5.Set

schedule

6.Select

facilities

7.Select

instructors

8.Develop

visual aids

9.Coordinate program10.Evaluate

the program


Evaluating Training


Evaluating Training


Calculating ROI


Who’s job is it anyway?Rae’s Quintet

Senior ManagementTrainerLine ManagementTraining ManagerTrainee

Bottom Line : Everyone has a stake in training evaluation


Closing thoughts…Treat your audience like adultsMix and match techniques to reach a variety

of learning and communication stylesFocus your training on what can be

accomplished; set SMART goalsDetermine the effectiveness of training

through evaluation


Contact Info…

Jaye HollyStaff Development CoordinatorHoward County [email protected]

Documents

Making the most of staff development in your organization Staff Development Day 2007