What learning methods and materials can you use for a successful team workshop?

Remember the power in having people close their mouths to open their minds. We typically have a strong bias towards verbal processing and extroversion in group training settings. I love to pose a question, or have people brainstorm IN SILENCE while sitting in a room. You can often hear a pin drop, as people write down their ideas and feel a sense of competition. This is an inclusive method in many ways and forces the external verbal processors to do more internal thinking before running their mouths. If they can do that, they are much more effective when they speak. Pivot to a read-out afterward by going around the room and asking for a single, perhaps their best or most meaningful, idea or insight.

We recently had a very interesting workshop on this: Using the right tools - Make use of the available tools, whether you have teams or meet or skype. Nowadays teams has a lot of interactive features like Polls, Whiteboard. An employee is engaged when he is poked every 15 minutes for attention. That attention comes through an engagement activity. In case studies, ask them - what should have been the scenario, what do you think? Have it like a facilitation not as a training - training.

In today's dynamic learning environment, there is a huge need and focus to simplify learning via innovative Learning methods. Traditional lectures and presentations combined with Hands-on Workshop, Case studies and focus GDs are a great way to generate ideas and participate in PS. Role-playing simulations/Creating personas with elements of Gamification and E-learning are used extensively to solve complicated problems. Mentoring and Coaching facilitate individualized learning and skill development. There is no 'one size fits all' approach, the methodologies should be cherry-picked considering multiple factors like- _Type of Skill to be developed _Learner's style/Readiness _Nature of Job/Industry _Learning platform/Infrastructure in place

To make a workshop on successful team , following steps need to be followed : 1. Learning Agility - If the openness in the team mate is existing . 2. A varied methodology to ensure that the team keep on learning in all phases depending on the need . 3. A frequent method of review system should be applied so that the team mates do know about the same .A robust evaluation of the trainees to understand their actual learning and growth vs the expectation from the organization . 4. Focusing their best participation in the methods of delivery and designing their learning path . 5. An apathy in learning to be addressed so that the actual reason can be derived from many.

Interactive Discussions: Encourage open and participatory discussions where team members can share their insights, experiences, and ideas. This promotes collaboration and engagement. Case Studies: Present real or hypothetical case studies relevant to the team's challenges. This encourages problem-solving and critical thinking while applying concepts learned in the workshop. Role-Playing: Use role-playing scenarios to simulate real-life situations. This helps team members practice and refine their skills in a safe and controlled environment. Group Activities: Organize group activities and exercises that require collaboration and teamwork.

Utilização de gamificação como uma estratégia de aprendizagem. Introduzir elementos de jogos no workshop, como desafios, pontos, ou competições amigáveis, pode transformar a experiência de aprendizagem em algo mais dinâmico e envolvente. Além disso, a incorporação de realidade virtual ou aumentada poderia levar a aprendizagem a um novo nível, proporcionando simulações práticas que envolvem os participantes de maneira imersiva, tornando o processo mais memorável e eficaz.

As pessoas tem formas diferente de aprendizagem, por isso é muito importante que os materiais sejam também diversos, possibilitando que toda a audiência se conecte com o conteúdo. Videos com exemplos, games e apresentação de dados e cases reais são boas opções para abraçar todos os participantes.

I like using peer-to-peer learning in team workshops. Have two people role play and the rest provide input/feedback. The facilitator provides oversight and ideas. This encourages engagement and gives participants a sense of ownership over the training.

For some more is less, and for others less is more. The best way to enhance your student's learning experience is to cater to different learning styles. Relate the learning materials with the specific learning objectives. Share the 'Need to Know' training material for that specific learning objectives, and include a drop down menu or background information for those who want to dive in deeper. Remember that as a trainer, your primary focus is to help your students do things differently on the job - new habits. Having a solid and enriching learning experience will help them feel incentivized to change their habits based on the learnings. But don't spam or overwhelm them with death by powerpoint or endless text. It is not for everyone.

Existem vários materiais e métodos para se utilizar em Workshop, apresentações ilustrativas, discussões em grupo, gameficação, estudo de caso, exercícios práticos, sessões de brainstorming entre outros. O mais importante é analisar o contexto do seu público entendendo a melhor metologia para ele. Desta forma a ferramenta será um apoio e trará resultados mais efetivos e assertivos para o seu workshop.

Creating a supportive and safe training environment whether virtual or in-person needs careful planning to accommodate diverse learning styles in a global world. Identify the right engagement strategies- Icebreakers/Breakouts/Energizers to foster equitable participation. Ensure session material is accessible to all, considering diverse abilities and learning preferences. Provide clear instructions on how to use materials or tools during the workshop. Be extra cautious on test running technology and quality of tools when presenting videos, slides or giving a live demo. Be aware of cultural differences and be inclusive when designing the training room considering the learners' sentiments. Pay attention to the learners with special needs.

Be mindful to adapt your learning experience to the hybrid working environment. In person, you can be more creative and maintain their attention. Online it is a different story, as temptations and distractions are all around them. Than the ability to focus on additional moving parts on the screen, reading text and trying to engage at the same time - is quite taxing on their mental energy. That's why the best learning environment in my view is a combination of in-person, virtual and self-pace.

Whenever possible, get people out of the office. It shifts the atmosphere, gets people into the mindset of trying something new, and puts teams into a 'day out' mood. But don't just leave it there - the only point of training is that changes are made when people go back to their desks. So make specific actions, habits and initiatives the outcome of any training day.

Cada vez mais os treinamentos vem sendo realizados de maneira virtual, o que por um lado democratiza o acesso e facilita a flexibilização de agendas por outro dificulta a conexão entre as pessoas e a desconexão entre os participantes e o trabalho do dia-a-dia. Não tem certo ou errado, a decisão entre um workshop presencial ou virtual precisa considerar diversos fatores e será aquela que for a melhor naquele momento. Mas, caso opte pelo ambiente virtual, pesquise sobre as diversas ferramentas que já estão disponíveis e que tornarão o treinamento mais produtivo: breakout rooms, miro, kahoot são alguns exemplos de boas ferramentas.

Espacios Flexibles: Diseña un entorno físico que facilite la interacción y la comunicación. Asegúrate de que el espacio sea cómodo y propicio para la colaboración. Tecnología Interactiva: Utiliza tecnología interactiva, como pizarras digitales o herramientas de votación en tiempo real, para mantener la participación del equipo. Garantiza que todos tengan acceso a dispositivos tecnológicos si es necesario.

A comprehensive evaluation must include both Quant data and Qual insights. The most popular approach is to design a post-program feedback survey- collect the data, analyse, draw key insights, and measure the program score. A few learning professionals would go further to measure the impact and evaluate the metric, build dashboards, carefully interpret the scores, draw themes and communicate them to key stakeholders for strategic decision-making. Assessing the ROI from your training program is a very detailed and strategic process- the skills learned are being applied successfully on the job thereby enhancing the productivity and performance of the employee. The ROI can also be tracked via employees' pre-post attitude and behaviour on job

É muito comum as avaliações de aprendizagem se limitarem ao NPS do treinamento. Apesar de ser muito importante, isso não mede efetivamente se houve ou não evolução de comportamentos e habilidades após o programa. Uma boa pedida é manter ações de sustentação pós workshop, com atividades práticas e encontros para troca de percepções em grupo. Também é valido um assessment antes e pós workshop, bem como uma auto-avaliação constante.

1.Self evaluation of the employees after certain frequently like 75/90 days from the training where employee can rate his/her acquisition of knowledge, application in their current role etc. The same can be review by their immediate Supervisor. 2.Kickpatrick model

Evaluaciones Formativas: Realiza evaluaciones durante el taller para medir la comprensión en tiempo real. Proporciona retroalimentación inmediata para permitir ajustes y mejoras. Estudios de Caso y Proyectos Grupales: Evalúa la capacidad del equipo para aplicar conceptos aprendidos en situaciones prácticas. Observa la colaboración y la eficacia del trabajo en equipo.

360-Degree Feedback: Gather feedback from various stakeholders involved in the workshop, including participants, managers, peers, and even clients or customers if applicable. This comprehensive approach provides a well-rounded perspective on the impact of the training on different levels of the organization. Performance Metrics Tracking: Track key performance metrics relevant to the workshop's learning objectives, such as productivity, quality of work, teamwork effectiveness, or customer satisfaction ratings. Analyzing these metrics before and after the workshop can help quantify the tangible outcomes and ROI of the training.

É bastante sabido que a melhor forma de aprender e se desenvolver é on the job, uma vez que adultos aprendem muito mais na prática do que em sala de aula. Entretanto, workshops podem sim ser muito poderosos para determinados conhecimentos e para alavancar o conhecimento. Para que exista o aprendizado contínuo é muito importante que as ações previstas para o plano de aprendizagem do workshop não se limitem apenas aos dias do curso, mas tenham também ações de sustentação e materiais de apoio que possam ser usados de forma prática no dia-a-dia pelos participantes.

Your teams will forget 97% of everything they learn in a workshop. So how do you reduce that? Learning research has shown that if you recall information you've learnt at specific intervals, the info will stay with you for many months or years to come. I ask all workshop attendees to recall their top learnings at Day 1, Day 7 and Day 28 after a workshop - these intervals have been proven to cement the learning for a lifetime.

Utilize team-building exercises such as "My Work Ethic" or "Know Me Better" to foster collaboration and engagement. Incorporate relevant case studies to stimulate discussion and problem-solving. Use engaging multimedia presentations to convey key concepts and spark interest. Implement role-playing scenarios to practice skills in a realistic context. Organize smaller breakout groups for focused discussions and brainstorming. Encourage real-time feedback and reflections to enhance learning. Provide access to digital resources for further learning and reference post-workshop.

Considering the needs of all your participants will make you a better trainer. You might have people who are not fluent in your language, who have a sensory impairment, are neurodivergent or are simply not feeling it today! The more you can tailor the learning to the individual through variety and opt-in activities, the more your partipicants will take away.

The VARK learning style model introduced by Neil Fleming includes a questionnaire that identifies a person's sensory modality preference in learning. This model classifies students into four different learning modes; visual (V), aural (A), read/write (R), and kinesthetic (K). Why is it important? Because trainers need to identify the learning preference of each learner. The best trainers are able to incorporate all of the above in the best of proportions to drive sessions effectively - since it is not possible to ensure success of a program by focusing on just one mode. From personal experience, participants are more glued to the sessions when information is presented in a visual rather than a written form.

Three additional tips: 1. As a trainer/facilitator, get to know your space BEFORE the session. Check it out the day before, if possible so you can visualize and the space feels familiar. 2. To build trust and respect, greet your audience upon arrival. As participants enter the room, this is not the time for you to finish setting up the room or test audio/video. Greet them, introduce yourself, get to know them so you have a connection built before the session begins. 3. If the room and/ or size of the group warrants, always use a microphone. Avoid asking if everyone can hear you ok and then talking louder (yelling) so all can hear. Safe choice = microphone

In planning a successful team workshop, consider these additional factors: Environment: Choose a conducive setting, whether physical or virtual, to facilitate learning. Diverse Materials: Utilize a mix of digital tools, physical materials, and multimedia for varied engagement. Tailored Content: Align workshop content with team objectives and skill levels. Feedback Mechanisms: Incorporate ways to gather participant feedback for continuous improvement. Follow-Up Plan: Ensure actionable steps post-workshop to apply and reinforce learning. These elements are crucial for a comprehensive, impactful team workshop experience.