1. the following is an example of my work experience as a National Training Cordinator to apply for the role of Training ands Development Coordinator with NSW Parliament: In the first instance, when a training package is requested to meet business standards of operations it is in my experience, we meet with all stakeholders to elicit understanding of the Purpose, benefits, and compliance responsibilities of the business – this is important to ensure we the trainers embrace the vision with a passion as it takes energy and belief in driving the benefits for the users and almost always getting their “buy-in” to achieve the success of implementing business practices and materials.
The success of the delivery of the training package is stringent on many factors and its different every time in my experience. The below has been consistent in achieving a proven level of success: 
•	It is important the material and delivery are designed and modelled to incorporate all aspects of LLN skills within the activities. For example, when we had to teach how to use a technology benefit, we would design a PowerPoint presentation utilising directive, instructional languages and 1-pager flyer is distributed in the workplace, live-test demonstrations are often a successful delivery method.
•	We would confirm with IT team all assets and systems are ready for training in the “test” systems as it is always beneficial:
-	To offer practice simulations for trainees
-	to offer online delivery modes particularly necessary for regional trainees & sales team (where this was not their regular roles but gain an understanding of its usages, hence able to drive its benefits to the customers)
•	Before implementation date, we would run a practice session in front of trainers or the HR Manager to gain critical feedback to confirm all objective and curriculum measures are met. 
-	Before training days introductory material are necessary to encourage productive engagement during the sessions. A “survey monkey” survey is then sent through a link to the learner and practical questions would elicit necessary information to confirm various aspects of the training package and assess background LLN skills.
•	I would also confirm all bookings of training facilities, training assets/devices identifying any gaps particularly for regional locations.
•	Manual or Handbook will then be made available for all staff and document control process is then initiated to be reviewed as new and improved initiatives are added to the task/role.
•	Once the session is completed, trainee feedback to assess the learning objectives were achieved.
•	The business aims to meet KPI (internal + external) so the prompt, utilisations, and dependability of the LMS system is effective in comparative analysis in measuring the success of training packages.
2. here is the capability focus from the interview as follows:	Tailor communication to diverse audiences Present with credibility, engage diverse audiences and test levels of understanding. Manage complex communications that involve understanding and responding to multiple and divergent viewpoints
3. Matching criteria of point 2 above to the work experiences outlined of point 1 write a professional reply to the following question: What was your approach to ensure your message was heard?