Page 101 - The Creative Training Idea Book Inspired Tips and Techniques for Engaging and Effective Learning

lucas chap 03 11/20/02 11:46 AM Page 90
90 The Creative Training Idea Book
and read what is written. You can then capture the issues on a flip chart page for dis-
cussion or to address later. Using either of the 3 × 5 formats outlined allows shy people
or those who do not think quickly on their feet to add input and have their needs iden-
tified and potentially addressed. This is also helpful when employees are in a session
with their supervisor and feel uncomfortable surfacing an issue or concern.

Show of Hands
The quickest, yet most helpful, means of gathering information in your sessions is prob-
ably achieved by simply asking closed-ended questions and asking participants to raise
their hands to indicate response (e.g., “As a facilitator, how many of you have used the
show of hands technique to elicit participant input?”). The technique is simple to use
if you begin by telling your learners that you’re going to ask a question to which they
should respond by raising their right hand, as appropriate. Such a questioning tech-
nique can be used to gain information about participants, their feelings on an issue,
whether they agree or disagree, and many other things.
When using this technique, it is helpful to ask positively phrased or generic ques-
tions, such as the earlier example. Asking negative, leading questions can stifle partici-
pants’ true feelings. An example of the latter type question is, “Don’t you think it is
important to respond to these types of questions?” Such phrasing can indicate that you
have already made a decision on the “correct” answer, but just want participants to agree
with you. Some may do so reluctantly, whereas others may simply withdraw and not
respond to further questions during the session. They may also form a negative impres-
sion about you as a result of feeling manipulated.

Small Group Discussions

Another successful strategy that I like to use is to separate participants into small groups.
Once teams are formed, I generally ask each group to select a leader and scribe (see Chap-
ter 6). Once they have done so, give each group flip chart paper and markers to record
their ideas and assign topics for which they can brainstorm possible issues or needs.
For example, in a skills-based class on handling customers, I might ask, “What type of
customer situations do you face regularly that require special skills to handle?” Among
other things, this is a great technique for gaining involvement, getting ideas into the
open, creating some movement and noise in the room, and causing participants to think
outside the box or creatively.

One-on-One Interviews
This is a tried and true technique used by many trainers—so much so that although it
works, I encourage you to use it infrequently or be creative in modifying it. I say this
because most experienced trainers have either used the technique or experienced it as a
participant. Besides, there are thousands of creative alternatives in the profession. With
that said, here’s how the process works. If people do not know each other well or at all,