Serious Play
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Serious Play
All about fun, imaginative learning and training.
Curated by Ariana Amorim
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Training doesn’t work. There I’ve said it...

Training doesn’t work. There I’ve said it... | Serious Play | Scoop.it
Whatever activities we engage in in L&D, our work will stand or fall by the ability and will of those we work with to make the change that is needed.  If we don’t attend to addressing that culture then we may as well develop training courses based on a series of unscientific, evidence free principles.
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Crea una auténtica experiencia de aprendizaje ¿A qué esperas? - oJúLearning

Crea una auténtica experiencia de aprendizaje ¿A qué esperas? - oJúLearning | Serious Play | Scoop.it
A las personas ya nos aburren los cursos, talleres, charlas,… queremos vivir verdaderas experiencias de aprendizaje. Entretenidas, significativas y eminentemente prácticas e interactivas. ¿No crees? Cuando buscamos una experiencia de aprendizaje, no queremos límites. Queremos disfrutar de un proceso integral, sin barreras de tiempo o espacio, como la vida misma. Queremos integrar toda esta experiencia …
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Is training really the answer? Ask the flowchart.

Is training really the answer? Ask the flowchart. | Serious Play | Scoop.it
Here’s a flowchart that will help you identify the best solution to a performance problem, whether it’s a job aid, a workflow improvement, training, or something else. It’s based on action mapping, my streamlined approach to instructional design.
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Action mapping: Design lively elearning and training

Action mapping: Design lively elearning and training | Serious Play | Scoop.it
This quick, visual approach to instructional design helps you change what people do, not just what they know. It keeps your team members focused on a measurable business goal, and it can keep stakeholders from adding extraneous information.
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How to handle hecklers | TrainingZone.co.uk

How to handle hecklers | TrainingZone.co.uk | Serious Play | Scoop.it

Eric Fitzpatrick tells us how to handle the more difficult trainees on your training course with as little impact as possible.


One of the issues that trainers face when delivering training, is that very often the attendees on the course don’t want to be there. They have been sent by their company, feel aggrieved that this has been forced upon them and see no possible benefits of being there. They arrive with poor attitudes and this manifests itself in their behaviour, which is often antagonistic and unhelpful. At some stage in the training they start to verbalise their dissatisfaction and this results in comments and snide remarks (heckling) that aim to undermine the trainer and the training.

Heckling is a common challenge that trainers have to face and it pays to be ready for it.


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Storytelling—An Effective Training Method

Today, a story could be oral, written or digital. Stories help us relate personally to universal truths and add an emotional connection. Stories are an insepara
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Three steps to more innovative L&D | TrainingZone.co.uk

Three steps to more innovative L&D | TrainingZone.co.uk | Serious Play | Scoop.it

L&D teams should focus on three key areas, to adapt to the changing needs of the business, says Martin Addison of Video Arts.

 

According to my dictionary, the word innovate stems from the Latin ‘innovare’ which means ‘to renew’. While the challenge of gaining a return on your investment is something that you’ll always have to face, you may find that renewing your content, renewing your role and renewing your use of technology could help you to hit the moving target of providing 'appropriate development and support'.

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Five suggestions for making training more memorable | TrainingZone.co.uk

Five suggestions for making training more memorable | TrainingZone.co.uk | Serious Play | Scoop.it

Training officers have to always think of how best to overcome the challenge of having to train and retrain their workers, and yet still have to answer repeat questions later. A key question is how to make the things learned during the training stick in the workers' memories? Or, looking at it from an ROI perspective, how can the value of any training course be maximised?  

Here are five things to consider when planning your training strategy, in order to make training memorable...

Ariana Amorim's insight:

Five simple and yet effective tips.

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Mary Perfitt-Nelson's curator insight, March 14, 2013 5:16 PM

Those five things..........

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Skills Converged > Why Knowledge of Andragogy Can Improve Training

Skills Converged > Why Knowledge of Andragogy Can Improve Training | Serious Play | Scoop.it

"Andragogy is essentially the science of understanding lifelong adult learning. The theory was developed by Malcolm Knowles in 1960s and the term has since come to name the field of adult learning."

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How to Design Great Training: Begin with the End in Mind

Sharon Bowman, author. How to Design Great Training: Begin with the End in Mind. For trainers, teachers, instructors, learning facilitators, and educators.
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Anne-Laure Delpech's curator insight, January 23, 2013 5:57 AM

Une approche qui peut également s'appliquer à toutes les relations dans lesquelles une personne transmet des informations ou connaissances à d'autres. 

Mercor's curator insight, January 23, 2013 11:51 AM

Rescooped by David Hain from Leadership with a splash of empathyonto Organisation Development

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Training and Development Competencies Redefined to Create Competitive Advantage

Training and Development Competencies Redefined to Create Competitive Advantage | Serious Play | Scoop.it
ASTD launches a revised competency model for the profession.

 

This latest contribution to The ASTD Competency Model™ legacy is of particular value to training and development professionals who recognize the need to update their skills, knowledge, abilities, and behaviors to help lead their organizations into the future.

The 2013 ASTD Competency Model provides these practitioners with two sets of actionable paths forward. First, it offers a broad inventory of topics that training and development professionals need to know to be successful in today's rapidly changing business environment. Second, The Model provides key, specific actions these professionals must take—what they must do—to succeed.

Ariana Amorim's insight:

 A must read for all the professionals involved in training and professional development.

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History of Training Infographic

History of Training Infographic | Serious Play | Scoop.it

Ever wondered how the “training industry” was born? Or where? How the learning process was done in the Middle Ages? What materials or teaching tools were used to develop competencies and behaviors?

Well your curiosity will be put to rest for we have created the History of Training Infographic to offer perspective and answers to all the questions above.

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From Training to PerformanceA Necessary Evolution

From Training to PerformanceA Necessary Evolution | Serious Play | Scoop.it
Shifting our perspective from training to performance leads us to a more holistic approach. By taking a systemic view of all factors that impact performance (and by recognizing the benefits and limitations of training), we can become more efficient and more effective.
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Being a productive trainer is about subtraction, addition & multiplication.......

Being a productive trainer is about subtraction, addition & multiplication....... | Serious Play | Scoop.it

To be more productive as a trainer simple mathematical subtraction, addition and multiplication can provide that extra boost that you might be needing...

Ariana Amorim's insight:

Some good ideas for trainers and a link to an article on Creative Problem Solving.

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What to do if they just want “awareness”

What to do if they just want “awareness” | Serious Play | Scoop.it
“We just need everyone to be aware of the policy,” your client says. “I’ve sent you the 97 slides that we use in the face-to-face training. Could you have it ready by next Monday?”
Which of the following should you do next?
Ariana Amorim's insight:

From the article:

If you want to avoid cranking out yet another information dump, you’ll ask questions. The questions will be designed to:

Uncover the client’s business goal — discover how the project will measurably change the organization’s performance.Identify what people need to do on the job with their “awareness” and why they aren’t doing it.

The answers to these questions will help you design realistic, challenging activities that help learners apply the policy and improve the organization’s performance.

 

1. Uncover the goal

To find out how your project will improve the organization’s performance

2A. Uncover what they need to DO

Once you’ve gotten the client to identify a measurable goal, help them identify what people need to doto reach it. Enlist the help of a subject matter expert who’s familiar with how people are currently doing their jobs.

2B. Figure out why they aren’t doing it

While you’re talking about specific tasks, it’s a good idea to ask why people aren’t doing that task or why they’re doing it wrong. Is the problem really a lack of awareness?

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How to Choose the Most Effective Training Techniques

How to Choose the Most Effective Training Techniques | Serious Play | Scoop.it
There are numerous methods and materials available to help you choose the most effective training techniques to prepare and equip employees to better do their jobs
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8 Awesome Educational Infographics for Teachers ~ Educational Technology and Mobile Learning

8 Awesome Educational Infographics for Teachers ~ Educational Technology and Mobile Learning | Serious Play | Scoop.it


1- 27 ways to increase participation

2- 27 Things to do with students who are not paying attention

3- Inspire creativity

4- Did they learn anything ?

5- Presenting stimulating materials

6- How to check students prior knowledge

7- Feedback Please

8- Guiding and facilitating learning

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Skills Converged > 6 Critical Areas to Consider before Running any Training Exercise

Skills Converged > 6 Critical Areas to Consider before Running any Training Exercise | Serious Play | Scoop.it

To run a successful face-to-face training course, you will need to go through several training exercises. These exercises can be critical in making the training more effective.

 

Unfortunately, many trainers underestimate the power of training exercises and most of their focus is on the content of the course or knowledge transfer. Usually, this means that they are unprepared for training exercises or simply do not think about them at the right level.

 

There are 6 critical areas that you need to explore to make sure that your exercises are useful and enhance learning. Missing even one of these areas can significantly affect your performance.

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Add Powerful Storytelling Techniques to Your Training

Add Powerful Storytelling Techniques to Your Training | Serious Play | Scoop.it

Expert facilitator and "story catcher" David Lee of www.HumanNatureAtWork.com, and author of the May 2012 Infoline "Powerful Storytelling Techniques" shows attendees how to

Make your presentations more fascinating, compelling, and memorable.Challenge people without coming across as confrontational.Open people's minds to new possibilities in ways that direct approaches can't.Make your ideas and recommendations more understandable, compelling, and memorable, increasing your ability to influence others.Make new concepts and complex ideas understandable to the novice.
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The 23 Roles of an Educator | Trainers Warehouse Blog

The 23 Roles of an Educator | Trainers Warehouse Blog | Serious Play | Scoop.it

“The Role of the Educator” by Stephen Downes in Huff Post Education, Mar. 3, 2013; This synthesis was written by Kim Marshall, The Marshall Memo.

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Skills Converged > How to Become a Master Trainer by Learning from Master Gamers

Skills Converged > How to Become a Master Trainer by Learning from Master Gamers | Serious Play | Scoop.it

Providing a training course is very much like playing a game. You want to win not just once, but repeatedly. When it comes to winning a particular game (say a board game such as Risk), your aim is not to win only once. Anyone can do that. You could get lucky, you could cheat or you could get away with other people’s mistakes, ignorance or simply lack of interest in the game.

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Teaching Adults ANYTHING in 4 Easy Steps

How to teach adult learners anything in 4 easy steps. HINT: these steps work when teaching kids, too!
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METHODS: Facilitating participatory and self-organizing processes

METHODS: Facilitating participatory and self-organizing processes | Serious Play | Scoop.it
Resources to support facilitation of participatory and self-organizing process at scales ranging from very small groups to large conferences - collected by Chris Corrigan
Via Karen Schmidt
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