DISCUSSION:
Reflect on a facilitated training session you experienced that affected you either positively or negatively. Describe the methods, tools, or strategies from the session that you would like to emulate, if the experience was positive, or avoid, if the experience was negative. Analyze the facilitated session in terms of the characteristics of adult learning and effective facilitation that you have learned about in the course and course readings. Then, explain the role the training played in improving your individual performance and whether or not the learning objectives and design supported overall organizational improvement.
Your initial post should be 250 to 300 words. Use the lecture as a foundation for your initial post. In addition to the Blanchard and Thacker (2013) text, use at least one additional scholarly source to support your discussion.
Respond to at least two other posts regarding items you found to be compelling and enlightening. To help you with your reply, please consider the following questions:
What did you learn from the posting?
What additional questions do you have after reading the posting?
What clarification do you need regarding the posting?
What differences or similarities do you see between your initial discussion thread and your classmates' postings?
Compare the characteristics you identified with those identified by others. Are there commonalities between your examples that could lead to a list of "best practices" for effectively facilitating a session?
Your reply post to Donald should be a minimum of 150 to 250 words each.
REPLY TO DONALDS DISCUSSION:
Reflect on a facilitated training session you experienced that affected you either positively or negatively.
I do have a lot of positives and very few negatives so today for this discussion I will choose the negative experience. Guard training that consisted of a couple of days before we start shadowing positions. It was more lecturing than hands on about topics in security. No one on one training or aids or anything. The situation was a death by power point one and I was more worried about staying awake than actually learning something new.
Describe the methods, tools, or strategies from the session that you would like to emulate, if the experience was positive, or avoid, if the experience was negative
The material wasn't new and the trainer was monotone at best. The equipment was old the way he presented the information didn't help me understand even after asking questions. Dry runs help ensure equipment works the way it supposed to (Blanchard, P. N., & Thacker, J. W. (2013). I could tell the trainer didn't want to be there at all and wasn't happy with anything. This could be a new learning experience for the security position sure I knew a lot but I came in with my glass empty so I could be transparent to learning other materials.
Analyze the facilitated session in terms of the characteristics of adult learning and effective facilitation that you have learned about in the course and course readings.
Every adult learns differently and also needs to be challenged. I needed knowledge of every position and the current landscape situation. At the end of training I need to be able to walk away and say to myself "wow that was a lot to retain and I learned so much". The issue on team building and knowledge that was supposed to be informative was lacking in every aspect of training a new security position.
Then, explain the role the training played in improving your individual performance and whether or not the learning objectives and design supported overall organizational improvement.
The role that the training played in improving my individual performance wasn't anything to speak of. I knew more than what they were trying to teach especially applying it to a security armed guard position. The trainer should have more hands on training so that new applicants that have little to no experience will actually learn something. We as adults need to be stimulated , Kroof Consulting (2013) states that," Adults are problem and task orientated and want hands on experiences".
Reference:
Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed). Upper Saddle River, NJ: Pearson Education, Inc.
Kroof Consulting (2013). Adult learning styles [Video file.]