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1 Train the statistical trainer Module 6. 2 Who is this course for? This module is concerned with developing the training skills of District Office staff.

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Presentation on theme: "1 Train the statistical trainer Module 6. 2 Who is this course for? This module is concerned with developing the training skills of District Office staff."— Presentation transcript:

1 1 Train the statistical trainer Module 6

2 2 Who is this course for? This module is concerned with developing the training skills of District Office staff - who will themselves train colleagues and other professional contacts on statistical topics and ideas.

3 3 What will this course cover? how adults learn different types of learning skills communication and facilitation presentation skills preparation and development of materials (single session and small course) the logistics of pulling resources together into and effective relevant course

4 4 Visual outline of the course

5 5 Learning objectives (module) State the objectives of a training session and choose the exercises and materials needed to achieve the objectives Create and effectively present a session Understand the process of constructing a training course Feel confident to restructure existing session/ make recommendations on restructuring a small training programme

6 6 Prerequisites Completion of Modules 1 to 5 of this course.

7 7 Duration and timetable 6 hours for 6 days (12 sessions) Day 1: Adult learning and training Day 2: Communication and facilitation skills Day 3: Effective presentations Day 4: Creating an effective training session Day 5: Designing a training course Day 6: Putting it all into practice

8 8 Resources Training course materials that participants have brought with them. (e.g. an enumerators course which they have attended; a course that is relatively short) Short training course provided by UBOS [No-name training course].

9 9 Courses brought by participants (enumerators course) These courses serve to illustrate how well participants understand the requirements of training courses. The courses will then be examined and improved throughout the course. They will provide a steady and relevant point of reference for the new knowledge being acquired.

10 10 Discussion Discuss as a class (for about 15 mins): What you hope to get out of this Module Why you have come on it What you feel you have to offer this Module Whether you feel the learning objectives are feasible

11 11 Adult learning and training Module 6 Session 1&2

12 12 Overview These sessions consider characteristics of adults learning and learning styles. They then delve into teaching styles, pinpointing those appropriate for adult learners.

13 13 Learning objectives (session) Describe the content and objectives of this course Outline opposing teaching styles Name factors that impact on motivation to learn Be aware of the ways that adults learn Start thinking about how to take this into account when training

14 14 Activity (45 mins) Form groups of 2 to 4. Briefly review the courses brought by the members of the group and produce an evaluation of at least one of them. Use the evaluation sheet provided, filling in each section and adding any further sections which you feel are important After evaluating the course give it a mark out of ten.

15 15 Discussion (20 mins) Discuss as a class the reviews which you have produced. Focus on one with a very low mark, and one with a very high mark. Try to establish what makes a course good or bad. Discuss what makes a good course well suited to adults.

16 16 Discussion – how did it go? What we wanted you to establish is: By being yourselves – adults with opinions, who go on courses and learn – you already have a lot of knowledge about the topics in this course. …. Did we succeed?

17 17 Teaching styles The following two slides outline the two central teaching styles. Read through them and decide which you prefer and which you feel applies best to adults.

18 18 Pedagogy Definition: An educational approach characterised by teacher-centred instruction. Teacher is viewed as an authority figure who imparts knowledge and skills to the students. Students are not generally involved in decisions or actions in regard to learning. M ethod generally follows a lecture structure with students recording the information and compounding it through individual exercises.

19 19 Andragogy Definition: A learner-centred educational approach. The participant's needs and wants are central to the process of teaching. Learning is self-directed: participants are responsible for and involved in structuring their learning. A humanist philosophy underlies this teaching style, it considers personal development as the key focus of education.

20 20 Which did you chose? Andragogy is consider the most effective way of teaching adults. It takes into account their already well developed sense of self and prior knowledge. It also encourages practical activities and participation. …lets look closer at adult learning theory.

21 21 Adult Learning Theory, Speck (1996) Adults will commit to learning when the goals and objectives are considered realistic and important to them. Adults want to be the origin of their own learning and will resist learning activities they believe are an attack on their competence.

22 22 Adult learners come to learning with a wide range of previous experiences, knowledge, self-direction, interests, and competencies. Adult learning has ego involved. Professional development must be structured in such a way as to get support from peers and to reduce the fear of judgment during learning. Adult Learning Theory, Speck (1996)

23 23 Adult learners need to see that the professional development learning and their day-to-day activities are related and relevant Adult learners need direct, concrete experiences in which they apply the learning in real work Adult Learning Theory, Speck (1996)

24 24 Adults need to participate in small-team activities during the learning to move them beyond understanding to application, analysis, synthesis, and evaluation. Small-team activities provide an opportunity to share, reflect, and generalize their learning experiences. Adults need to receive feedback on how they are doing and the results of their efforts. Adult Learning Theory, Speck (1996)

25 25 Putting principles into practice! Readiness Adults must themselves be ready and willing to learn before teaching can increase knowledge. Implications for Trainer. Must show that: the course is for participants benefit the training can help solve or avoid a problem the new knowledge will provide new opportunities as well as personal or professional growth.

26 26 Putting principles into practice! Experience Adults already have a wealth of knowledge and experience. Implications for Trainer should take account of this; otherwise risk losing participants interest and insulting them. exploit this unique resource provide opportunities for participants to contribute and share their experiences Allows trainer to manage course appropriately.

27 27 Putting principles into practice! Autonomy Adults have the power to make their own choices. Implications for Trainer. Must: allow as much autonomy as possible; otherwise participants may feel undermined and alienated. provide lots of opportunities for participation in the training session. e.g. games, simulations, discussions etc. where participants can figure things out for themselves, reflect on materials and potential uses, etc.

28 28 Putting principles into practice! Action Adults need to see how new skills will be put into action in their work. If not, they will lose interest; learning will decrease. Implications for Trainer. Must: clearly explain how and when skills learned can be applied to the participants own work. incorporate an environment close to participants work setting into practical exercises.

29 29 Review Experience-based Active Recognizing them as experts Independent Real-life centred Task-centred Problem-centred Solution-driven Skill-seeking Self-directing Internally and externally motivated Adults respond best to learning that is:

30 30 Practical Get into groups of 3 or 4 (they neednt be the same as before) Complete the practical exercise outlined in the Practical sheet. Choose a course that does not meet adult learning needs and propose exercises which you think would make it more appropriate.

31 31 Learning styles Activists: involve themselves fully and without bias in new experiences. The Ill try anything once type. Reflectors: stand back and ponder experiences and observe them from many different perspectives. Theorists: adapt and integrate observations into complex but locally sound theories. Pragmatists: search out new ideas and take the first opportunity to experiment with them.

32 32 Learning styles (more) Another way of describing learning styles is: Visual Auditory Tactile Practical (35 mins) Complete the learning style questionnaire. Identify whether you are an activist, etc. Discuss how the variety, found in every training group, should be addressed.

33 33 Learning style It is important to recognise that people learn differently. And that all training groups will include a variety of learning styles. To provide effective training one must stimulate all of the senses and thus access all learners.

34 34 Motivation Understanding participants motivation is important. what they expect from the course allow you to tailor it to meet those expectations. help you to make the participants ready to learn by enabling you to show them that the course can correlate with their needs.

35 35 Motivation of the adult learner Includes: Social relationships: make new friends, meet a need for associations and friendships. External expectations: comply with instructions from someone else; fulfill expectations or recommendations of someone with formal authority. Social welfare: improve ability to serve mankind, prepare for service to the community, and improve ability to participate in community work.

36 36 Motivation of the adult learner (cont.) Personal advancement: achieve higher status in a job, secure professional advancement, and stay abreast of competitors Escape/Stimulation: relieve boredom, provide a break in the routine of home or work, and provide contrast to other exacting details of life Cognitive interest: learn for the sake of learning, seek knowledge for its own sake, and to satisfy an inquiring mind

37 37 Barriers for adults to learning Include: Lack of time, money, confidence or interest Lack of information about opportunities to learn Scheduling problems Red tape Transportation Domestic problems Add to the list

38 38 Practical (20 mins) Discuss each of the motivating factors in turn. Are any more constructive than others? Could any of them hold participants back? Which provide the strongest motivation to learn? Which factors do you feel apply to you? Which do you feel appear most often in training groups? Finally rank the six factors in order of: Prevalence Motivating power

39 39 Learning objectives reviewed Can you now: Describe the content and objectives of this course Outline opposing teaching styles Name factors that impact motivation to learn Be aware of the ways that adults learn Start thinking about how to take this into account when training

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