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Train the Trainer: Role Play

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by

Cherisa Smith

on 6 August 2014

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Transcript of Train the Trainer: Role Play

Train the Trainer: How to effectively train employees
OBJECTIVES (2 min)
1. At the end of this training, participants will be able to identify when to use role play within a training session and appropriately incorporate this method into their own training programs
Introduction (3 min)
First of all I'd like to say thank you for taking the time out of your day to be here. After recruiting the right talent, the training and development of the employees is the next most important aspect of hiring new emloyees. Training and development of the new hires is fundamental to the success and growth of our organization. Today througout this train-the -trainer session, we will be covering how to effectively go about training emloyees in the 21st century. I would like to go over how employees should be trained in order to motivate them to be the most effective. Often small organizations do not put enough emphasis on training their employees and investing in training programs. By doing so they do not realize that they could be losing money in the long run. The agenda is as follows:
Ice Breaker (4 min)
As we go through the group, everyone please mention your NAME and pick state your favorite colour.



Name & Favorite Colour
Agenda (1 min)
Evaluation/Feedback
2. At the end of this training, participants will be able to identify the hesitation with participating in a role play and will be able to encourage and foster full participation from the trainees.
Choose from the following:
Red

Indigo

Brown

Gold

Orange

Purple/Violet

Black

Yellow

Pink
White
Green

Turquoise

Gray

Blue

Magenta

Silver

Ice Breaker
If your favorite color is
RED
, you are action oriented with a deep need for physical fulfillment and to experience life through the five senses.

If
ORANGE
is your favorite color, you have a great need to be with people, to socialize with them, and be accepted and respected as part of a group. You also have a need for challenges in your life, whether it is a physical or social challenge.

Choosing
YELLOW
as your favorite means you have a deep need for logical order in your everyday life and to be able to express your individuality by using your logical mind to inspire and create new ideas.

If
GREEN
is your favorite, you have a deep need to belong, to love and be loved, and to feel safe and secure. You need acceptance and acknowledgment for the everyday things you do for others - just a 'thank you' is sufficient.

Lovers of
BLUE
have a deep need to find inner peace and truth, to live their life according to their ideals and beliefs without having to change their inflexible viewpoint of life to satisfy others.

INDIGO
lovers have a need to feel in harmony and at one with the Universe and to be accepted by others as the aware and intuitive spiritual beings that they are.

If
PURPLE OR VIOLET
is your favorite color, you have a deep need for emotional security and to create order and perfection in all areas of your life, including your spiritual life. You also have a deep need to initiate and participate in humanitarian projects, helping others in need.

If your personality color is
PINK
you have a deep need to be accepted and loved unconditionally.

Your Personality!

Materials
Participant
Notepad & Pens
Highlighters
Laptop


Instructor
Sign in Sheet
Name Tags
Training Package (ice breaker, methodology to be learned, role play instructions, handouts)
Flip Charts, markers
Audio visual Equipment
Refreshments
Feedback sheets
3. By the end of this training program, particpants will be able to prepare and facilitate a training program that includes various methods and materials
4. Participants will be able to identify the need for trainig and write effective learning objectives
5. Participants will be able to understand and identify challenges to training and create an encouraging environment that facilitaites a comfortable and open learning environment.
1. Introduction
2. Ice Breaker
3. Lecture
4. Purpose of Training
5. When is training necessary
6. How to effectively train
7. Role Play
8. Behaviour Modeling
9. Role Play Activity
10. Conclusions
11. Evaluation Form
12. Handout
Lecture (5 min)
• Lecture is the oral presentation of information where an instructor has control of what’s being taught and how the information is presented to a large number of auditory learners. The lecture is usually accompanied by visual aid, such as a sideshow, a word document, an image, or a video clip.
• During a lecture, the instructor will more likely encourage students to participate actively in the learning experience in order to facilitate the transfer to information and retention of the same.

Advantages
• The instructor has full control over the material taught to students, the visual aid that are chosen to explain concepts, the content, the organization and the pace of the presentation, and the methods used during the presentation.
• It allows for transferring of information to large groups of individuals simultaneously
• It facilitates the active participation of students, exchange of ideas, and development of interpersonal, problem-solving and decision making skills.
• Lecture allows for note-taking, which can be useful for practicing post-training.
• It facilitates the presentation of new information and learning
• The lecture is considered a straight forward method used in training sessions as requires little input from the learners.



;
Disadvantages
• Participation is usually led by active learners, therefore debilitating learning of passive learners
• At times, lectures can be a one-way communication. Unless the training design offers feedback, participation and practice of skills, the lecture may actually hinder learning as it may not necessarily be compatible with people’s learning styles
• Lectures may be too boring, unless visual aid is used to engage students
• If the instructor does not incorporate breaks into his/her training design, trainees may disengage, lose track of the information presented and/or face learning obstacles.
• Depending of the instructor’s public speaking skills, the skills and knowledge intended to be transferred may or may not be successfully achieved.

Lecture Continued....


The lecture is recommended to be used at the beginning of a training session as this will allow the trainees to think about the key concepts being learned during the training session. His method will provide the trainees with all the knowledge the need in order to develop the skills required to perform. As this method on its own is not recommended for teaching and it is considered passive, when combined later with other methods such role play and behavior modeling can ease the transferring of information and learning.
Bligh (2000) suggested that the trainees’ attention is limited to only 25-30 minutes, based on a 50-minute training program. Passed 30 minutes, trainees start losing interest and the lecture effectiveness rate goes down.








To maximize the use of the lecture, preparing the training program ahead of time to include question –answer time, exercises, other learning methods, and rehearsal of information.

When to Use the Lecture
The purpose of training to is the meet the organizations mission and needs. In order for training to be effective it must provide consistency for the products and service the organization provides. It also needs to provide new employees with the skills to succeed. New employees must be trained on the skill set particularly needed for the job and must be trained effectively. It is important to note that effectively training employees on the right skill set is essential to growth and development of the organization. By providing employees with thorough training, it provides employees with more confidence to complete the tasks of their jobs. Not only does it promote self confidence to employees, training also promotes safety on the job. Effective training allows employees to contribute and feel a part of the team by enhancing engagement among employees.

Note: When to Develop Training After looking at the purpose of training employees, it is essential to look at how to go about developing the training session. When developing the training, the first step is to analyze each job and determine the best way to train based on the needed skills. Cost is also another important factor so the best way is to go about with a lecture and an interactive training module.
Purpose of Training ( 4 min)
For training to be effective, it must be continuously monitored and accessed. Remember that training is not only the initial step of the recruiting process for all new employees. Employees need to continuously be monitored for training in order to progress and develop their skills. An extremely important time when employees need to be trained is when you notice that a current employee is struggling with work or needs more training to be able to do their job better. In order for this to be possible, as mentioned before employees needed to be monitored and accessed after their initial training. Aside from you see an employee who needs to be re-trained, employees also need to be trained when they have mastered a certain job or skill set in order to grow or be promoted within the company. This is also important because now you are able to tell which employees are mastering the current skills required for a job and who is ready to be promoted. Not only can you tell who is ready to be promoted but it allows you to see which employees are ready to be thrown into a new project or when there is a new product launched. By distinguishing these characteristics among your employees, you can see which ones are more easily adaptable to new projects and environments.
When is Training Necessary ( 3 Mins)
What techniques do you think of off the top of your head when it comes to training? (Allow for discussion about how people train different ways)Based on these techniques you have thought of, it is important to remember that people learn in different ways and so we must be patient when an employee is struggling with a way of learning. You must see why they are having trouble and look for alternative ways to train the individual. When employees are trained effectively, it provides organizations with productive and confident employees. Hence reducing turnover, reducing injuries, reducing errors and improving profits. As we saw in the ice breaker people have different personalities, and those personalities mean that everyone is different, and each person has their own learning style. Therefore we must use multiple training techniques to enhance and improve the learning of employees to their fullest potential.


For employee training and development to be successful, you must:
• Provide a well-crafted job description - it is the foundation to the way employee training and development activities are built
• Provide training required by employees to meet the basic competencies for the job
• Develop a good understanding of the knowledge, skills and abilities that the organization
• Look for learning opportunities in every-day activity
• Explain the employee development process and encourage staff to develop individual development plan
How to Effectively Train ( 3 Min)
How to Effectively Train cont...
How to effectively train Cont...
Role Play (5 Min)
Role play is a training method used to give participants a chance to practice new behavior and skills learned within the training program in a comfortable environment, which will allow them to receive feedback and guidance. Role play in effect allows the participants the ability to experience a particular role or situation, without actually being there.

When to use it

Role plays should be used either at the end of the course or at the end of a particular training lesson, waiting until the end can cause some participants to experience anxiety at having to perform the role play at the end which can cause a distraction and lack of focus during the training program. Scheduling role plays during the training program alleviates the pressure, gets the participants more comfortable, and helps the trainer evaluate whether the material has been understood or not. Role play is a great tool to use when covering skills like communication, or interpersonal skills, coaching, team building, leadership, sales and mentoring.

Role Play Cont.....
How to Use It

Using the role play method should include the following steps:
1. Ensure that the role play is created to meet the objectives and should include information on the location, roles, time, the scenario, and the instructions of what the participants are expected to do.
2. Have the participants perform the role play. Give them the instructions and all of the information. Role play usually involves 2 people at a time but can include more depending on the topic. Ensure to give the participants time to practice their roles with their partner. In developing the roles, it may be beneficial to make one a general role and the other more specific, including a script

3. The most important stage is the feedback/evaluation portion. This is when the participants and the trainer can have a discussion about the role play and the outcome. This is when constructive criticism will be provided to reinforce behaviour done well or point out corrective behaviour for better implementation. The goal here is analysis of cause and effect in regards to behaviour so that participants can experience different points of view and plan for skill and or attitude changes in the future.

4. The trainer needs to ensure that the participants feel comfortable, in order to gain trust it is helpful to include participants in minor roles, prior to the role play. Role play will be the most successful the closer to reality they are, the participants must be able to connect to the scenario on an emotional level.

Role Play Cont....
Advantages

• Role play can be fun and energizing
• Allows to practice new skills and behaviour
• Time efficient
• Experiential learning is more powerful than instructions
• Can deliver complex concepts in a simple manner
• Little preparation is needed

Disadvantages

• Participants may feel unprepared and uncomfortable about participating
• Can be too much fun, people may lose focus, it can be disruptive to the task
• Participants may get carried away and show off, overact, lose objectivity
• Observers may not pay attention, or take notes
• Observers may take sides based on preconceptions

Behavior Modeling (5 Min)
• Behaviour modeling, a component of Social Learning Theory, is explained by the premise that individuals learn new things by observing others or by experience. In the workplace, behavior modeling is usually experienced by having an instructor show employees how to do things. Training provides trainees with the guidance or steps on how to perform a task by replicating the action.
• Behaviour modeling is best applied when employees are provided with a video clip to watch and then they are given the opportunity to practice the observed behavior through role-playing. Role-playing, then, strengthens the learning experience and facilitates retention.
• It is also recommended that trainees are presented with videos of high level performers in order to replicate their behavior and guarantee a satisfactory outcome post-training.

Behavior Modeling Cont...
Advantages

• By implementing the “buddy” system, new employees are able to replicate the behaviors of strong performers in the workplace and the successful completion of tasks
• This method promotes learning by requiring trainees to engage in three processes: attention, retention and reinforcement.
• Role-play facilitate this type of learning as behaviours previously watched are required to be practiced through this simulation technique.
• Behavior modeling promotes cohesiveness, employee involvement, cooperation and motivation
• Learning is facilitated through support, reinforcement, and constant feedback

Disadvantages

• Behaviour modeling cannot be expected to facilitate training with only one session. Continuous training needs to be provided to effectively see changes on the job
• If the employees do not practice the behaviours watched, learning is not facilitated
• If feedback is not provided to the trainee, the performance is not strengthen and improvement will happen in a very slow pace
• If training is provided off-site, the lapse of time between the training session and on-the-job performance may affect learning

Behaviour Modeling Cont....
When to Use Behavior Modeling

The model suggests that trainees, under the right conditions, learn “rapidly and effectively from exposure” (Training magazine, 1978). It is successfully implemented during a training session after a behavior required to be modeled has been explained and demonstrated to the trainee. It is also recommended that the behavior to be learned is video-taped or role-played for a better understanding of that is intended to be imitated and to facilitate practice and retention of new knowledge. The opportunity to practice and reinforce a behavior is ultimately what allows the transferring of information and learning.

We will now proceed with a role play to get a more visual and hands on training experience. By doing this we can understand how we can effectively train our employees.

Handout
Role Play Scenario (4 min)
Conclusion (1 Min)
References
Thank you for taking the time to be here once again. I hope all the information you have learned today has led to valuable and informative learning session. Please fill out the feedback form and leave it with me on the way out. Should you have any further comments or questions, feel free to e-mail me with any questions you may have or see me after the session.
OK Class, we have learned about behavior modeling, lectures, and role play.
Each of you has been given a piece of paper with a topic on it. Take some time and prepare a script highlighting what you think is an important aspect of your topic. When you are called up please come to the front and share your demonstration.
The rest of the class will take notes in order to provide feedback at the end of each.

If
TURQUOISE
is your favorite color your deepest need is to create emotional balance in your life, to be able to express your hopes and dreams no matter how idealistic they may be and to make your own way in the world under your own terms.

If your favorite color is
MAGENTA
, you are a non-conformist who sees life from a different point of view.

Lovers of
BROWN
have a deep need for a safe, secure, simple and comfortable existence with supportive family and friends.

Lovers of
BLACK
have a need for power and control in order to protect their own emotional insecurities.

If WHITE is your personality color, your deepest need is for simplicity in your own life and to be independent and self-reliant so you do not need to depend on anyone else.

With
GRAY
as your favorite color, you are the middle of the road type, cool, conserved, composed and reliable. You tend to conform just to keep the peace.

If
SILVER
is your favorite, you are intuitive and insightful and have a strong connection with a higher spiritual guidance.

With a personality color
GOLD
, you radiate charisma, personality and individuality, making others feel relaxed and valued in your company.
Ice Breaker Cont...
Ice Breaker Cont...
Presentation by:
Abirami, Karen, and Cherisa
• Bligh, Donald, A. John Wiley & Sons; 6th Revised edition, (Feb 2000). What's the Use of Lectures? Doi: http://www.learningandteaching.info/teaching/lecture.htm
• The Teaching Center (2009). Washington University at St. Louis. Teaching with Lectures. Doi: http://teachingcenter.wustl.edu/strategies/Pages/lectures.aspx
• University of Sussex, Sussex Internal, (2014). Teaching and Learning Development Unit: Lectures. Doi: http://www.sussex.ac.uk/tldu/ideas/methods/lecturing
• CIRTL Network, Center for the Integration of Research, Teaching and Learning, (2013). Lecturing: Advantages and disadvantages of the Traditional Lecture Method. Doi: http://www.cirtl.net/node/2570
• Paris, C. Udemy/BLOG, Learn Anything. Anywhere, (May 2013). Lecture Method: Pros, Cons and Teaching Alternatives. Doi: https://www.udemy.com/blog/lecture-method/
• www.exploreHR.org, Exploring HR Management. Extracted from Training Magazine, (June 1978). Doi: http://www.explorehr.org/articles/Training_+_Development/Behavior_Modeling_in_Training.html
• Ingram, David. Article extracted from Chron, Small Business, (no date). Behavior Modeling in the Workplace. Doi: http://smallbusiness.chron.com/behavior-modeling-workplace-10980.html
• Blanchard, P., Nick, & Simmering, Marcia, J. Reference for Business, Encyclopedia of Business, 2nd edition. (no date). Doi: http://www.referenceforbusiness.com/management/Tr-Z/Training-Delivery-Methods.html
• http://www.trainingsys.com/articles/trnojt.html
• http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm
• http://docmo.hubpages.com/hub/How-to-use-Role-Play-in-Teaching-and-Training
• Learning, Training & Development. (n.d.).Implementing an Employee Training & Development Program. Retrieved July 28, 2014, from http://hrcouncil.ca/hr-toolkit/learning-implementing.cfm

• Thompson, C. (n.d.). How to Train Your Employees to Be More Effective. How to Train Your Employees to Be More Effective. Retrieved July 28, 2014, from http://www.trainingsys.com/articles/trnojt.
Full transcript