Facilitator TrainingGet Hired! Workshop Series

Introduction & Ice Breaker

Objectives What is a Facilitator Facilitation Skills Adult Learning Techniques Implementation of Get Hired! Series

Best & Worst Workshop Share with the group your best

workshop experience? What made it the best?

Now share with the group your worst workshop experience? What made it the worst?

Facilitators We Dread The Drill Sergeant—The facilitator who is rigidly stuck on the

agenda and puts the clock above content The Guardian—The facilitator who makes certain that all

conversation goes through him or her and not from participant to participant

The Know-it-all –The facilitator who always has the answer. The know-it-all can’t say “I don’t know.”

The Ice Cube—The distant and aloof facilitator who is unwilling to personalize the experience

The Blabber—The facilitator who loves the sound of his or her own voice.

The Pretender—The facilitator who doesn’t ask real questions but only “pretense questions” that are really designed to give the facilitator an excuse to pontificate.

The "I Can't Hear You" Guy—The facilitator who refuses to listen.

Continued…… The Marathon Man—The facilitator who piles activities on top of one

another, doesn’t allow for breaks, and ignores the need for groups to reflect on a topic or idea

The Parrot—The facilitator who relentlessly recaps information, restates ideas, and summarizes the obvious

The Molasses Man—The facilitator who is painfully slow and doesn’t have a feel for pacing, variety, or style

The Passenger—The facilitator who lets people talk too long and gives up the reins of facilitation,

The Storyteller–-The facilitator who tells far too many cutesy stories and never really gets to the content.

The Centerpiece—The facilitator who makes himself or herself the real content of the workshop

The Tunnel Driver—The facilitator who keeps doing the same thing hour after hour

http://www.workshopexercises.com/Facilitator.htm

A Facilitator is…. One who plans, guides and manages a

group event to ensure that the group's objectives are met effectively, with clear thinking, good participation and full buy-in from everyone who is involved.

A Facilitator Must Be objective Focus on group process Have a neutral stance Let go of personal views Create participatory environment

How do you see yourself? Teacher/Instructor Coach/Mentor Facilitator What are the major differences?

Your Role…

Understand what methods yield the greatest retention

Guide and control group process Focus on outcomes Involve participants Provide active learning opportunities

Retention Rates According to the National Training Laboratory,

research shows the following average retention rates for different training methods: 5% Lecture 10% Reading 20% Audio-Visual 30% Demonstration 50% Discussion Group 75% Practice by Doing 90% Teaching Others

Guiding & Controlling Meeting Set the Ground Rules Set the Scene Get Things Flowing Keep up the Momentum and Energy Listen, Engage and Include Monitor Checkpoints and Summarize

http://www.workshopexercises.com/Facilitator.htm

Set the Ground Rules What rules should

participants follow? How will people

interact? How will questions be

handled? How will you ensure

people’s ideas are respected?

Set the Scene Run through

objectives and agenda

Make sure everyone understands their role

Make sure everyone understands what the group is seeking to achieve

Get Things Flowing Make sure

introductions take place

Use appropriate Ice Breakers

Positive, high energy beginning

Keep up the Momentum and Energy Maintain focus and interest Watch for signs that a break is needed

Listen, Engage and Include Be alert and actively listen to group Remain interested and engaged Set a good example for participants

Monitor Checkpoints & Summarize Keep in control of agenda Tell participants what they have

achieved Tell participants what is next Summarize often

Adult Learning Principles Active Learning Problem-Centric Previous Experience Relevance Emotional Connection Self-Learning Alignment Fun

Active Learning Active

participation through discussion, feedback and activities creates more learning than passive listening or reading.

Problem-Centric

Adults want their problems solved. They are not there just to get more

information. If your presentation does not help them

solve their pressing issues, it will be forgotten.

Adults are problem-centric, not content-centric.

Previous Experience New information has to be linked

to previous knowledge and experience or it will not be remembered.

Allow participants time to discuss with each other how the new information connects with what they already know.

As a speaker, sometimes you may need to help them see the connections.

Relevance If the information being

presented is not relevant to the listener’s life and work, it will not get their attention.

As a speaker, your content must have meaning and immediate relevance.

If your concepts are complicated or difficult to understand, the listeners will lose attention.

Emotional Connection Presentations that connect with a

learner’s emotions are more likely to be remembered, recalled and learned.

Fear is not a good motivating factor for learning as it causes the brain to react in a fight or flight syndrome.

Fear actually hampers real learning. As a speaker, debrief participants

after emotional stories or experiences so that they can reflect and learn from their feelings.

Self-Learning Adult learners have some

strong beliefs about how they learn.

As a speaker, always explain why the audience should participate in specific activity and how the process as well as content benefits their learning.

Alignment Adults expect that a

presenter’s content, learning outcomes and activities be aligned together.

If the learning outcomes do not match the content, the learner feels disconnected and learning is hampered.

If the learning activity seems childish or forced, learning is lost.

Fun Learning should be fun! As a presenter, if you are

not having fun presenting your information and facilitating learning, then you should stop.

By all means, make learning fun, enjoyable and filled with laughter!

Learning Styles

What to Remember… Not everyone learns

the same We tend to instruct

from our own learning style

Know your learning style

Presentation and activities should reach all 3 learning styles

Get Hired! Series Consistency between

centers Focus on active

learning, not lecture Leave with tangibles as

well as solutions to their job search problems

Group participation/learning

Assessment Personality

True Colors Animal

Skills Interests Values

MicroSkills

Career Exploration VOS O-Net Online EDD LMI Identifying Barriers Setting Goals

Self-Marketing Master Application Resume & Cover

Letter 30-Second

Commercial Business Cards Interviewing Networking

What Employers Want Attitude Innovation, Creativity Higher-Order Thinking Customer Service Communication Who would you hire?

Next Steps Enthusiasm & Excitement Recruit candidates Provide me with your handouts so they

can be compiled for us As you prepare, remember Active

Learning is our goal!