# Presentation: 336164

## Eddie Caine - ecaine@tmanage.com
TManage, Inc.
April/May 2000

- TManage, Inc.
- April/May 2000

- DOE-Flex Advisor Training

## You’re not alone
Don’t become defensive
Ask yourself how the same situation would be handled if it were in the traditional office
Network within the DOE complex

- Don’t become defensive
- Ask yourself how the same situation would be handled if it were in the traditional office
- Network within the DOE complex

- Handling Tough
- Issues/Questions

## Using Adult-Centered Learning
Applying it to Telework Training
Discovering Solutions
 Advice
 Self-Disclosure
 Listening Skills
 Questioning Skills
 Reflective Responses

- Applying it to Telework Training
- Discovering Solutions
-  Advice
-  Self-Disclosure
-  Listening Skills
-  Questioning Skills
-  Reflective Responses

- Tips on Conducting
- Telework Training

##  What is motivation?
 What motivates adults?
 What motivates adults to learn?
 Adults learn best when . . .

-  What motivates adults?
-  What motivates adults to learn?
-  Adults learn best when . . .

- Adult-Centered Learning

## They feel safe
They are treated as responsible adults
The learning environment is pleasant
They are actively involved 
They are given the opportunity to share their experience and expertise
They have FUN

- They are treated as responsible adults
- The learning environment is pleasant
- They are actively involved
- They are given the opportunity to share their experience and expertise
- They have FUN

- Adults Learn When . . .

## How do you best serve adult learners?
Providing a safe and pleasant learning environment
Directing the discussion to solve workplace challenges
Provide opportunities for sharing the group’s experiences and knowledge
Facilitating instead of teaching - “What I hear I forget, what I see I remember, and what I do I understand”

- Providing a safe and pleasant learning environment
- Directing the discussion to solve workplace challenges
- Provide opportunities for sharing the group’s experiences and knowledge
- Facilitating instead of teaching - “W*hat I hear I forget, what I see I remember, and what I do I understand”*

- Instructor/Facilitator

## When managers and employees come to training, what do they want to learn?
What is the primary focus of the training?
When audiences hear information, how much do they retain?
If they retain only 7%, what can we do to make the training more effective?

- What is the primary focus of the training?
- When audiences hear information, how much do they retain?
- If they retain only 7%, what can we do to make the training more effective?

- Adult-Centered Telework Training

## Advice
Self-Disclosure
Sharing the experience of other
Listening skills
Questioning skills
Reflective Responses

- Self-Disclosure
- Sharing the experience of other
- Listening skills
- Questioning skills
- Reflective Responses

- Discovering Solutions

## Before the training session starts
Set-up early
Have all the materials ready for distribution
Greet and introduce yourself to participants
Help participants become comfortable
Test the equipment again (and again)
Breath deep and relax

- Set-up early
- Have all the materials ready for distribution
- Greet and introduce yourself to participants
- Help participants become comfortable
- Test the equipment again (and again)
- Breath deep and relax

- Before the Training

## During the Training Session
Come out from behind the table
Make eye contact with everyone
Questions and answers
If you make a big blunder, make a joke of it
Try not to lean
Introduce each topic with enthusiasm
Maintain a positive tone and keep the meeting on track

- Come out from behind the table
- Make eye contact with everyone
- Questions and answers
- If you make a big blunder, make a joke of it
- Try not to lean
- Introduce each topic with enthusiasm
- Maintain a positive tone and keep the meeting on track

- Training Facilitation

## Bob Pike’s Creative Training Techniques
1) Cover more by teaching less	
   Utilize group dynamics - involve the participants by mobilizing their energy	
2) Divide and conquer	
   Everyone wants to be in charge 
	minimize the resistance by separating the resisters	

- 1) Cover more by teaching less
-    Utilize group dynamics - involve the participants by mobilizing their energy
- 2) Divide and conquer
-    Everyone wants to be in charge
- 	minimize the resistance by separating the resisters

- Training Facilitation

## 3) People don't argue with their own data	
   Put people into situations to discover for themselves what you want them to know	
4) Review is the "key", but don't call it review
   Ask the participants to keep an action idea list during the session - ask them to share from their list at different intervals during the training

-    Put people into situations to discover for themselves what you want them to know
- 4) Review is the "key", but don't call it review
-    Ask the participants to keep an action idea list during the session - ask them to share from their list at different intervals during the training

- Training Facilitation

## 5) Learning is directly proportioned to the amount of fun you have	
   Fun does not always mean funny or humorous
  	Make it fun but allow the participants to provide the fun 	
6) Change the pace - at least every twenty minutes. 
   The average person only listens with retention for approximately 20 minutes

-    Fun does not always mean funny or humorous
-   	Make it fun but allow the participants to provide the fun
- 6) Change the pace - at least every twenty minutes.
-    The average person only listens with retention for approximately 20 minutes

- Training Facilitation

## 7) People need to leave the training impressed with themselves	
   Do not allow the participants to become intimidated with the ability of the instructor 	
8) Adults bring experience to training -- let them use it  
   People want to be involved in the learning experience -- let them participate

-    Do not allow the participants to become intimidated with the ability of the instructor
- 8) Adults bring experience to training -- let them use it
-    People want to be involved in the learning experience -- let them participate

- Training Facilitation

## 9) Help people learn how to learn - we remember best what we experience
   We have a lot of natural ability locked into our minds waiting to be tapped	
10) Teach from a prepared life as well as a prepared lesson	
   Share from life experiences 

-    We have a lot of natural ability locked into our minds waiting to be tapped
- 10) Teach from a prepared life as well as a prepared lesson
-    Share from life experiences

- Training Facilitation

## Establishing a

- Training Schedule

## Other Federal Agencies – GSA, OPM, DOT & EPA
Resources in DOE-Flex Handbook
Materials from this training
Gil Gordon
http://www.gilgordon.com
TManage, Inc.
http://www.tmanage.com
Eddie Caine (480) 480-940-0401
 ecaine@tmanage.com

- Resources in DOE-Flex Handbook
- Materials from this training
- Gil Gordon
- http://www.gilgordon.com
- TManage, Inc.
- http://www.tmanage.com
- Eddie Caine (480) 480-940-0401
-  ecaine@tmanage.com

- Help/Resources Available

## Program goals and objectives
The role of the DOE-Flex Advisor
Program implementation
Resources available
Materials to support on going effort
Resource contacts for assistance

- The role of the DOE-Flex Advisor
- Program implementation
- Resources available
- Materials to support on going effort
- Resource contacts for assistance

- Wrap Up -- Questions