Engage – The Trainer′s Guide to Learning Styles

<p>Foreword by Dr. Bernice McCarthy xiii</p>
<p>Acknowledgments xv</p>
<p>Introduction xvii</p>
<p>Chapter 1: What Are Your Natural Training Strengths? 1<br /> The Trainer s Strengths Job of the Trainer Value of This Book Let s Get Started: Taking the Training Style Inventory&reg; (TRSI&reg;) The Four Training Approaches Four Trainer Type Assessments Your Learning Style: What You Look for, You Find Common Descriptions of Ideal Learning Environments Your Style: The Four Parts of the Learning Cycle Summary Identifying Areas of Opportunity FAQs Reflect Act</p>
<p>Chapter 2: The Four Learning Styles in the Room 33<br /> What Is Learning? Your Learning Style The 4MAT&reg; Learning Styles Understanding Your Thinking Map Thinking Strengths of Each Style Functional Strengths of Each Style How Your Training Style Relates to the Needs of Each Learning Style Summary FAQs Reflect Act</p>
<p>Chapter 3: 4MAT: The Four Steps of the Learning Cycle 65<br /> A Brief Tour of the Brain Brain Research on Learning The Four Steps Using the 4MAT Model to Design Learning The First Step: Engage The Second Step: Share The Third Step: Practice The Fourth Step: Perform Summary Reflect Act</p>
<p>Chapter 4: Engage: The Art of Creating Powerful Openings 83<br /> What Happens in Engage Focus 1: Gaining Attention by Linking to What Learners Already Know Focus 2: Using Questions to Provoke Reflection, Generate Dialogue, and Guide the Movement of the Group Focus 3: Creating a Safe Learning Environment Five Ways to Enhance Learner Safety While Building a Sense of Community Summary Reflect Act Examples of Engage Activities</p>
<p>Chapter 5: Share: Animating the Learning Content 125<br /> Two Channels of Delivery: Visual and Verbal The Verbal Channel: How to Organize Your Lecture The Visual Channel: Animating Lecture Using Visual Strategies Animating Lecture with Visual Organizers Animating Lecture with PowerPoint Summary Reflect Act Examples of Share Activities</p>
<p>Chapter 6: Practice: Building Mastery Through Application 183<br /> Designing Outcome–Based Practice Activities Facilitating (Setting Up) Activities Effectively Observing Application Coaching and Debriefing Using Questions to Focus the Learner s Attention Coaching Assessment Tool Strategies That Work in Practice Summary Reflect Act Examples of Practice Activities</p>
<p>Chapter 7: Perform: Assessing and Implementing 217<br /> What You Are Doing Encouraging Self–Assessment Gaining Commitment on Future Action Setting Up a Post–Training Implementation Plan The 24/7 Rule Organizing an On–the–Job Support Team Choosing On–the–Job Coaches Summary Reflect Act Activities for Perform</p>
<p>Chapter 8: Engaging Virtual Training: How to Maximize Online Learning Impact 249<br /> Designing Your Virtual Session Engage Share Practice Perform Summary Reflect Act</p>
<p>Chapter 9: Begin with the End in Mind 267<br /> Step 1: Clarifying Stakeholder Expectations and Analyzing the Performance Gap Step 2: Defining the Four Critical Learning Outcomes Step 3: Working with Subject Matter Experts to Focus Content and Skills Practice Example: Defining the Outcomes for a Sales Training Course Engage: Delivering the Value Outcome Share: Delivering the Knowledge Outcome Practice: Delivering the Skill Outcome Perform: Delivering the Adaptation Outcome Summary Reflect Act</p>
<p>Chapter 10: Assessment: Integrating Measurement into Training Design and Delivery 299<br /> Evaluating at Four Levels On–the–Way Versus At–the–Gate Assessment Level 1: Value Evaluating for Learner Reaction Level 2: Knowledge Evaluating Knowledge Gained Level 3: Skill Evaluating Skills Gained Level 4: Adaptation Evaluating Performance and Business Impact Summary Reflect Act</p>
<p>Case Studies</p>
<p>Aveda 325</p>
<p>The Center for Creative Leadership 329</p>
<p>Grundfos Pumps 335</p>
<p>Holland America Line 339</p>
<p>Next Steps 343</p>
<p>Bibliography 345</p>
<p>Index 349</p>
<p>About the Author 357</p>