Here's how you can sharpen logical reasoning skills in staff training programs.

Lo genial de los juegos mentales es que logran lo que muchos docentes no logran en toda una sesión de 2 horas de clase: motivación intrínseca, retadora y con resultados visibles del desarrollo de competencias al terminar la experiencia de aprendizaje. Creo firmemente que parte clave de todo ello es el tiempo invertido en la creación de la experiencia, lo que conocemos como ABP, que se desarrolla dentro del aula pero el preámbulo y la arquitectura de todo ello para hacerlo suficientemente interesante y motivador es clave.

The applied research evidence on one-time staff training is abysmal. Those just don’t carry any impact beyond the day. So, scheduling frequent booster trainings or mentor gatherings to reinforce actual application of concepts taught in the training is essential. Now it is in those boosters is where you can concretize those critical skills that are necessary in the environment of the participants. Substantial effort, you say? Oh yes, and that will distinguish yiu from the others.

As a trainer and mentor, I strongly suggest giving real world problems to participants and ask them to develop a solution. Remember there may be multiple solutions that the teams might want to develop but they have to give reasons behind opting for one particular solution. Project Based Learning is the best way to enhance logical reasoning skills. Here's one of the best examples that drives the participants to double enhance their logical reasoning skills. The driving question was: How can we redesign an under utilized space in the school to make it more environmentally sustainable? The whole team brainstormed to find a solution for this problem and I am immensely proud to say that we have transformed this space into Nature Makerspace.

Concordo, em trazer jogos para o mundo corporativo, esta prática realizei com a equipe e foi sucesso , peguei bolinhas de gude e palitos de sushi para a atividade. Onde cada formaram grupos de 4 equipes, com 3 membros em cada. A dinâmica era a seguinte: Um membro do grupo tinha que escutar a estratégia dos outros dois para tirar usando os palitos do sushi a bolinha de gude, porém o que estaria fazendo a atividade estaria vendado, assim fazendo com q ele tivesse que escutar os outros membros do grupo para realizar a atividade. Essa atividade pude ver vários comportamentos e tirar para o dia a dia.

Real-world scenarios: Present employees with case studies that mimic real-world situations they might encounter in their roles. Problem-solving exercises: Guide participants through the process of analyzing the case, identifying key issues, and developing logical solutions. Feedback and discussion: Facilitate discussions to explore different perspectives and reasoning processes.

Interactive Workshops: Organize workshops that focus on critical thinking exercises. Use real-world scenarios to challenge employees to analyze situations, identify assumptions, and draw conclusions. Case Studies: Present case studies relevant to your industry. Encourage participants to dissect the cases, assess different perspectives, and propose solutions based on logical reasoning. Debate Sessions: Facilitate structured debates on relevant topics. This encourages employees to formulate arguments, consider counterarguments, and think critically about various viewpoints. Problem-Solving Exercises: Use puzzles, riddles, and logic games that require analytical thinking. These activities can make learning fun while honing reasoning skills.

Developing logical reasoning skills is always at the expense of compassionate guidance and kindness on the part of the employer. That's because logical reasoning skills are cold and hard and they are not inclusive in their approach, whereas compassionate guidance is inclusive in its approach. Brain games and strategic games such as chess may result in "tunnel vision!" One offshoot of such an exclusive vision might result in the inability to accommodate others' points of view and the inability to integrate with others' feelings. So, from most of these angles, brain games and logical reasoning skills seem to be more isolationist than integrative.

*The level to which staff is desirous of learning is a key factor to consider here. *Employees' willingness to learn is a point that can never be neglected. *There are times when subordinates are not encouraged by seniors when they take self-initiatives. Employee training is a costly and time-consuming process that leads to efficient results, if carried out in line with shared common goals.

I still remember one of my sessions back at Adidas when trying to facilitate new technology has just released, with videos, pics, and some numbers of real case study, I was able to show the team how impactful this technology is and how it will change the industry. The case study has encouraged staff to ask questions and react with the training which led to having positive feedback from the training, and as a result it had an effect on sales because they were able to interpret the technology with ease.

To sharpen logical reasoning skills in staff training programs for schools, start by integrating critical-thinking exercises like problem-solving scenarios relevant to classroom challenges. Encourage collaborative discussions on case studies to foster analytical thinking & draw evidence-based conclusions. Introduce concept mapping/flowcharts to help visualise reasoning processes. Incorporate puzzles, logic games, & “what-if” scenarios to stimulate mental flexibility. Encourage reflective practices where staff analyse their decisions & their outcomes. Providing feedback on reasoning & decision-making models during training further strengthens logical skills, preparing educators to approach classroom issues with clarity & structured thinking.

I like to do mock customer situations with staff and have them discuss different ways in which they would handle it. It is amazing how they come up with different ideas for the same situation, each one having merit. Doing this gives them confidence in real life situations should they arise.

In my experience the trainer should make sure that the training has a positive effect on the audience and the idea, or the goal of the training has been delivered. one of many ways to check the efficiency of your training to encourage your audience to make role-plays specially at the end of the session to make sure that the goal has been accomplished by observing their reactions and how much they have absorbed the training.

Role play is a great way for participants to think on their feet. I was doing a performance management workshop for a large commercial electrical company and included role play in the process. The team thought they had the content down pat until we asked them to dive into "live" scenarios, and the wheels came off. This allowed me to see where I needed to add additional support and challenge to the content before helping them make final plans.

I find role playing during training to be quite helpful in getting the right context across for relevance. It becomes more impactful when participants try to simulate actual experiences and get to learn from the perspective of others. It's also loads of fun engaging with others while trying to apply what they learn.

Role playing is fun and helps all team members to try to come up with different ways to tackle situations, and those that don't have ideas, still come away with knowledge for next time. It is also fun to watch them try to come up with the hardest, craziest situations to try and stump their team mates.

To sharpen logical reasoning skills in staff training programs, incorporate interactive exercises that challenge participants to analyze problems critically and develop solutions. Use real-world scenarios relevant to their roles to foster engagement and applicability. Encourage group discussions and debates, allowing staff to articulate their reasoning and consider diverse perspectives. Integrate logic puzzles and games that promote analytical thinking in a fun way. Lastly, provide constructive feedback to help employees reflect on their thought processes and improve their reasoning over time.

When your staff know you will be having feedback loops after your training sessions, they will listen more intent so they can contribute when asked.

Utilize Kolb's Experiential Learning Model into feedback loops to enrich the learning. Kolb's four parts are: 1) Concrete Experience: Provide hands-on learning exercises (eg. role play, etc.) 2) Reflective Observation: Allow debriefing and reflecting on the experience 3) Abstract Conceptualization: Develop new strategies or ideas 4) Active Experimentation: Apply and test the new ideas in a new exercise This cycle will promote continuous learning and feedback.