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Over 2,100 students from 112 countries enrolled in Specialist Series classes by Katy Caselli since September, 2015! Updated with additional materials in November, 2016!
How would you like to advance your skills in the classroom? Drive high impact learning by mastering the secrets to creative training! Learn the secrets to being a credible, effective instructor and report solid, measurable training results while wowing your students, earning rave reviews and turning classrooms in active, fun learning environments.
Take this class over a single afternoon and draw up a plan with my expert guidance that drives impactful, effective and active learning.
Learn the foundations of world class instructional design and incorporate creative, engaging techniques to your future training efforts, building a reputation of an imaginative and effective instructor who delivers results.
This class is for Instructors, Human Resources professionals and Learning and Development personnel who want continuous learning opportunities! This course consists of 15 lectures, over 1 hour of video, a plan to capture your notes and ideas and many supplementary materials. There is also a money back guarantee!
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30 day money back guarantee.
Learn on the go.
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Certificate of completion.
|Section 1: Why The Fire Hose Method of Pouring out "Training" Fails|
Every professional has to be able to show their value. In the United States in the later part of 2008, the economy started a crash, and many many professions were impacted. In a Learning and Development Manager role at the time, I saw my budget disappear, my team shrink, and training programs cancelled, as the manufacturing company I was part of saw a 40% reduction in orders.
Fortunately I has long before shown how I was bringing value to the company, by reporting the value of the training I was providing, and gaining a reputation for being effective.
I could not have done that without using the tactics I am going to teach you in this course. It does involve fun, engaging and interactive training techniques. And it includes an underlying structure as to how training works, and why it fails.
How would you like to prove to your organization that training isn't just liked, but that it is actually making positive changes? This course will go over some of the science basis behind making that happens. It all starts with active, hands on learning opportunities.
#1 I am a 17 year veteran of the Learning and Development Field, that means I've already made the mistake of offering dull training and I'll keep trying not to do it again.
B. I am also an Industrial/Organizational Psychologist- I know a mouthful, right? It just means that I can put an entire organization on the couch, crack it open and figure out how to improve performance.
D. I've been asked to describe what the impact of my training has been in the past. (yipes) And I provided great answers. You'll see some examples in this course.
4. I've had standing room only situations in my classes.
%. I've been asked to "keep it down" several times because my students were having so much fun learning
6. Over the course of my career, I have supplied Learning and Development programs, certifications, orientation and technical training to around 4300 employees
h. I have more Learning and Development certifications than I can count
.5 I know your obstacles, I've had to overcome them myself, so I can help you, please prepare to post questions, ideas and other in the forum section!
Whats wrong with 50 slides in 1 hour? What's the big deal?
Is there really such a thing as death by powerpoint? Actually yes! It is the death of energy, attention, retention, and effectiveness plus the cost of the time for participants.
Studies show that, in organizations, the expected amount of retention of materials by participants can be as low as 10%-20%, depending on the amount of repetition and engagement of the participants.
This class is about ideas, the more the better! Please share with your classmates in the forum thread some of the most outstanding and interactive training techniques you have experienced! It could be an activity that you have been in as a participant or that you delivered yourself.
Think of a time when every student was engaged, focussed, participating and loving it. It only counts if the activity was aligned to the goals of the class and what the organization needed in terms of knowledge or skills to be used in the job setting later.
So for example, at age 19 I was part of a class that was encouraging innovating and creative thinking. The instructor gave us each a paperclip and gave us 3 minutes to write a list of things we could think of to do with it other than holding papers together.
My list looked something like this:
Make a temporary engagement ring
Make it into a round bouncy toy
Use it as a small stand to hold a picture
Use it like a twist tie
Use it as a bookmark
And so on. This exercise was valuable because we were being encouraged to think creatively about how to discover and go after our career goals and to break the thinking models about careers we may have been brought up with.
The exercise also stuck with me as the following week, a small piece of metal broke on my wristwatch. Sure enough, I repaired it with a paperclip.
For your activity please go to the forum and share a creative training technique!
|Quiz 1||2 questions|
Just for Fun
|Section 2: The Basics of Effective Training and Why It Matters So Much!|
Dr. Kirkpatrick's framework is excellent because it is a tool that explains the usefulness of training in ways that experts and non-experts in the training field can understand and use. Since this research and explanation has gained a foothold, it has given training professionals and leaders tools...
What are the key losses with training that does not leave an impact?
Credibility to the training function and yourself, the instructor or administrator.
Lack of information-What happened? It is hard to tell...
Now is your chance. Think of a course you already offer or one that you need to design that is coming up. Download the plan in the supplementary materials and fill in the information as we go through the course! This will give you the maximum you can get from this course, an active learning experience for yourself. Also, don't forget to post your best ideas in the forum during activities! We want to hear from you and learn from you!
|Section 3: The Basics of World Class Instructional Design|
When trainees are sent to unneeded training classes there are several wastes. Time is one of the biggest. While students are in class, their duties are not being performed, risking too big a stretch on remaining employees, contributing to lost productivity, and possibly angering customers with late orders, even while their salaries and benefits are being paid....
Just to cover some basics to round out your plan:
Introduce yourself for credibility-Discuss your experience....
Find out how effective the training was and see your credibility ( and perhaps your earnings) soar!
What if you and your organization invested in a 6000.00 course with a well known and engaging instructor, plus the valuable time of 30 participants at all levels. If I was the CFO, I'd want to know...
|Section 4: Now Think Creatively About Your Instructional Design|
Toys-Yes Toys- Fun activities do belong in training sessions, so use games, competitions, fabulous prizes and toys to engage students as they learn.
Ice Mountain- How I used it for Job Task Analysis Training
Jumping Balls from a bouncy house-How I used them to demonstration the molecular separation of proteins from cell debris
Competition in a demonstration-Carbon Dioxide Probe
Fragrance Sniffing- To learn to identify the top, base and heart notes of a fragrance formula
Group quizzes with fabulous prizes
Tricky Ways to Ensure Students Pass The Class Without Obvious Tests
OK this is the fun part.
A little secret: the fire hose approach is not fun for instructors or participants...
OK now back to the hard stuff- Learning actually has occurred in the classroom. We saw this through observation of active learning and mastery of course objectives. However, what happens when students return to their jobs. Will they use their skills?
|Quiz 2||1 question|
It is so important that this is known to all who perform training!
|Lecture 14||6 pages|
This is an examples of a post course work plan, designed to have students extend the skills they have learned in the classroom to the real job. In this case, it is a plan for delegation which they fill out in the classroom while learning the key concepts, and they plan to execute the delegation assignments, communication and follow up in the job. In 4-6 months, they wrap up and report back to the instructor what went well and what could have been improved. Enjoy!
More Ideas for Creative Training TechniquesPreview
Are you excited and ready to make positive changes? Your organization’s leaders may need help “Building Giants” among their workforce.
This class has some of the elements in the book Building Giants: A Proven System to Transform Your Workforce Through Effective Training and is available on Amazon.
You also have the option of hosting my on-site Building Giants Workshop to accelerate learning and planning for your leaders.
For leaders, there is nothing worse than a realization that training has brought little back to the organization after all that effort and lost time. This course details best practices to make a training effort bring visible business results. Select any current training need and plan to meet it head on by following a simple model to ensure each critical element is achieved.
Attendees will complete training and performance plans, recording ideas after reflection and partnerships with other attendees following a simple model of best practice.
Contact Katy Caselli, KCaselli@BuildingGiants.com or +1 919 564 6855 Eastern Standard Time (US) for more information and a free consultation.
Bonus Lecture-What is a Fabulous Prize?
Katy Caselli has been in professional training roles for large, global organizations for 18 years and has experience in solving complex organizational problems through excellent people systems and solutions. Certified in Change Management, 360 Feedback, Myers-Briggs Type Indicator, Instructional design and a Certified Technical Trainer (CTT+), Katy has used this skill and knowledge extensively in organizations to both lift the overall workforce skill levels and to apply learning solutions for specific problem areas, resulting in positive changes to the business and short time-frame return on investment. Katy Caselli has her master's degree in industrial/ organizational psychology and uses it to frame hiring and on-boarding systems that are effective and compliant. She is the author of Building Giants: A Proven System to Transform Your Workforce Through Effective Training. A constant learner, Katy's current hobbies include stained glass, kayaking and photography.