Como você pode aumentar a participação em treinamentos ministrados por instrutores?

One way is to ensure smaller group numbers for ILT, especially when delivered virtually. This allows for learners to feel more comfortable participating, sharing experiences and asking questions. Dividing learners into co-horts also contributes to a successful ILT program as participants are able to relate to each other and have more shared experiences.

"Flip" the classroom! Set the stage with a brief foundational talk about concepts, then have learners collaborate in breakout rooms or perform tasks, then regroup for learners to report on their activities and findings.

Instructor-led training (ILT) is an effective way to deliver learning content to employees. However, engaging learners with different preferences and barriers can be challenging. To increase ILT participation, it’s important to assess learner needs and preferences. Some techniques require too much time. With surveys, we can quickly assess learner needs. We can use surveys to gather data on learner profiles, objectives, and learning styles. This helps tailor the ILT program to suit the audience, align with their goals, and meet their expectations. In conclusion, assessing learner needs is crucial for designing effective ILT. Surveys provide quick insights to customize the program, engage participants, and enhance their learning experience.

The term 'instructor-led' implies that the person leading the workshop is an expert, the sage on the stage, who needs to fill the empty heads of the students with their expert knowledge. However, it is more effective to start with where the students are at, to give them chunks of knowledge then time to digest and make sense of it. Putting learners into groups to discuss and figure out how to apply this knowledge in their own context will bring energy into the room. If the instructor is worried about knowledge gaps, then invite the learners to do some pre-reading or do an eLearning module before they attend the live session. There's nothing worse than having to sit through loads of slides that are impossible to remember!

To increase participation in instructor-led training, consider implementing gamification techniques that turn the training into a game-like experience. This approach can make learning more engaging and enjoyable. You can create challenges, quizzes, or simulations that encourage competition or collaboration among participants. Award points or rewards for achieving specific milestones or successfully completing tasks.

Communicate the Value: Clearly communicate the benefits of the training to participants. Explain how the training will help them improve their skills, advance their careers, or meet specific job requirements.

"You lead, they participate". -Make it Interactive: Encourage discussions, group activities, and hands-on exercises to engage participants actively. However, as much as everyone has an opinion, for control sake, you need to pull in the reigns to the focus of each modules delivered. -Relevance: Ensure the training content is relevant and applicable to participants' roles and needs. Custom create your activities to suit their 'world' & watch the magic unfold! -Feedback Loop: Gather feedback and make improvements based on participants' suggestions to enhance their experience.

It is also important for an instructor to start your ILT with short session asking participants' expectation of the training and adapt your program accordingly. It makes participants feel that it is tailored to their specific needs and feel engaged during the training. Besides, it is a good practice to return to the list of expectations in the end and ask if all the needs were covered during the training.

I guess increasing participation in instructor-led training could be achieved through incorporating active learning techniques such as group discussions, case studies, simulations, role-plays, hands-on exercises, and problem-solving tasks. These activities help promote active engagement and also help participants apply the concepts they have learned, making the training more impactful and memorable.

To increase participation in instructor-led training, it's crucial to make the sessions engaging and relevant. I focus on interactive activities, group discussions, and hands-on exercises that encourage active participation. Tailoring the content to address specific challenges and providing real-life examples make the training more relatable. Additionally, I create a supportive and inclusive learning environment where participants feel comfortable sharing their thoughts. Regular feedback sessions and incorporating participants' suggestions help in refining the training approach, ensuring higher engagement and active involvement in the sessions.

Choosing the right modality and format starts with creating a supportive atmosphere that encourages participation, embraces diverse perspectives, and considers incorporating gamification into the training. Adult learners often enjoy activities such as team-based competitions, quizzes, simulations, and problem-solving games. These interactive elements foster engagement, collaboration, and a sense of fun, making the learning experience more enjoyable and effective.

One thing I have found helpful is to always have at the back of my mind the importance of inclusion in how I run my classes. Bearing in mind that there is always a good representation of the various types of intelligences in your sessions helps to apply modalities that drive engagement across the board.

The best modality for increasing participation in instructor-led training depends on various factors, including the nature of the content, the target audience, and available resources. Here are a few things to consider: Incorporate Interactive Elements Including elements such as group discussions, hands-on activities, or simulations can boost engagement. These activities encourage active participation, critical thinking, and knowledge application. Utilize Technology Use polling software for real-time feedback, virtual collaboration tools for group activities, and video clips to make the training more dynamic and interactive. Provide Opportunities for Feedback Regularly seek feedback and input from participants.

I learned an interesting fact in a train-the-trainer session, that the attendees are more likely to learn from peers than the instructor. the trainer should just be a facilitator a guide to help participants understand the jist of the training.

To maximize participation, it's also effective to offer learners a degree of choice. Perhaps they could vote on their preferred delivery method or select from a menu of format options. This not only ensures the training is accessible but also gives participants a voice in their learning journey. Additionally, ensure that the chosen modality supports easy interaction, whether through breakout rooms online or collaborative activities in person. Interactive elements make training more engaging and can lead to higher participation rates.

Pre-assess knowledge and experience: Gauge participants' familiarity with the topic to tailor the content and activities to their level. Solicit input on preferred learning styles and activities: This allows you to cater to different learning preferences and keep everyone engaged. Offer pre-work or reading materials: Encourage participants to come prepared with some foundational knowledge, sparking early interest and facilitating deeper understanding during the session. This can be done by giving pre-training assessments/assignments. Engage everyone: divide the class into groups and divide the contents among the groups such that every group adopts a design thinking approach to come up with a brief presentation during the training.

We often use video message from instructor where he greets his participants and shortly describes the objectives of the training program. It positevly affects participants' interest and motivation.

One thing I do prior to any ILT, is make learners realize what is the effective output they will get upon successful completion. Ex- Numbers related to salary hike, career growth and something make them realize that their work acts as the final piece of the jigsaw puzzle. Result driven trainings are more realistic and effective

WIFM, what's in it for me? this question is raised in the middle of the training, however, if it can be countered in the introduction, participants will be more focused on the points that belong to their needs.

Highlighting real-world applications of the training content can also boost value perception. Learners are more likely to engage when they can envision how the training will directly enhance their skills and work performance. Additionally, leveraging success stories or endorsements from past participants who've experienced tangible benefits can serve as powerful testimonials. It's also valuable to ensure that communication about the ILT is ongoing, not just a one-off announcement. Regular updates can keep potential participants informed and engaged up to the event date.

I've often found resistance to ILT based on the time investment necessary from participants. What has worked in the past is showing them WIIFM( what's in it for me). Demonstrating how the training can actually make their job easier, using real world applications, often gets the buy-in. Additionally, partnering with their supervisor to achieve buy in from above, can facilitate participation.

For us, every lesson begins with the WIIFM (What's in in for me). We not only motivate at the beginning of a course, but each lesson so that the students are willing to learn. Additionally, for our instructors, we train them to motivate throughout each lesson and end each lesson with a motivation or ask the students how they can use the content in their jobs. One of the things we teach our new instructors is that all learning begins in the affective domain, if they don't motivate students may not learn.

Often trainers and facilitators are very focused on their content/material and program agenda. What they miss is truly connecting with the audience and actively managing the context of the learning "room." Some of the best start by telling stories or setting context about them, being vulnerable, that provides more backstory and intrigue around the person. They also provide structure through warm up activities, program directories/profiles, or other methods to get people to share more about themselves to deepen relationships and connections. One of the best thing that can come out of a class is a new friend or key work connection. Don't overindex on your content!

never ever kill a question by saying I will answer it at the end because it does not happen every time. so let people raise the questions and answer them with the training material or real-life examples that will make the environment smooth for learning and understanding more fun.

Incorporating elements of gamification can also be a game-changer. Leaderboards, badges, and certificates tap into people's natural desire for achievement and recognition. Ensure that the learning space, whether physical or digital, is conducive to interaction—comfortable seating arrangements for in-person sessions and user-friendly platforms for online ones. Additionally, break the ice with introductions or icebreakers to build a community feel. Remember, the more included and acknowledged learners feel, the more likely they are to participate actively.

We train our instructors to strive for immediacy, that perceived physical and psychological closeness. Additionally, we ask our students a lot of questions about the material (e.g., "what do you thing this means?", "what does this mean to you?", etc.) and ask for their perspectives and stories and use both to move our lessons along. When they feel we care, they care and participate more.

In a recently concluded program, we involved the managers of our participants and informed them what their team members have learnt during the sessions and what is expected from them after the session. The managers then had a one on one sessions with these participants and offered support. Then these participants imparted similar kind of sessions for their team members along with the trainers available at their sites.

Become The Learner! Literally, swap places with the learner(s), and enjoy a teachback session. Give the same respect and engagement to the learner as he/she/they facilitate a previously covered topic. While company guidelines and goals may be uniform, the way an individual retains knowledge varies - as does the method of delivery during ILT. Teachback sessions are one of the most effective ways to enhance participation, assess knowledge transfer, coach, mentor, observe skills/best practices, and collect new ideas simultaneously. Pair this with the right technology (i.e. - a training platform mirrored to the live system in which learners can practice with no fear of failure) and you have a win-win for everyone! 😉

One effective strategy is to schedule short, post-training check-ins or refresher sessions to revisit key concepts. Creating a community platform where learners can discuss how they're applying their skills can also promote ongoing engagement. Employing tools like post-training assignments that are directly linked to learners' work can help in applying the concepts in real-life scenarios, ensuring the training has a lasting impact. Regularly celebrating milestones and real-life application stories can boost morale and encourage continued participation.

Instructors who possess certain personality traits can greatly enhance the learning experience in instructor-led training sessions. Here are some practical personality tips for instructors: Approachability: Be approachable and create a welcoming environment. Patience: Practice patience when addressing participants' questions or concerns. Adaptability: Be flexible and adapt your teaching style to meet the diverse needs and learning preferences of participants. Empathy: Show empathy for participants’ challenges and provide support and guidance as needed. Active Listening: Practice active listening. Encouragement: Provide positive reinforcement and encouragement to boost participants’ confidence and motivation.

One thing I have found helpful is to engage a person by name and seek their feedback. It tends to keep the audience on their toes, and by directing your question to a specific person, it inherently encourages engagement.

Ask questions! Ask thought-provoking questions to allow learners to think more deeply on a subject. Ask canvassing questions to increase participation and interest. Use leading questions to steer your learners toward a specific point. There is power in asking questions. Challenge yourself to allow the learners to steer the conversation. What insights do those in the class have? How do their unique perspectives shift others' point of view? When instructors ask questions, they encourage learners to unwrap more nuanced aspects of the discussion.

Don't under-estimate the power of an ice-breaker or energiser exercise. It gives the opportunity for the trainer and the audience to get to know each other better and build rapport which enhances the learning experience. I also found using anecdotes, real-life stories particularly effective. They can really help to engage with your audience on a deeper level, and bring home your message.

To engage the audience in an ILT session, my recommendation will be to make the session more conversational and inclusive. Instead of the Trainer talking most of the time, the trainee should be encouraged to speak and discuss their points of view. Usage of simplified language and examples from real life scenarios will reduce the heaviness of the sessions.

Clearly communicate the values and benefits of. Tailor the training content. Utilize diverse teaching methods to cater to different learning styles. Ensure trainers are enthusiastic, knowledgeable and engaging.

To truly boost participation in ILT, interactivity is crucial—use real-time polls, Q&As, and group projects to keep engagement high. Tailor content to be directly relevant to learners’ roles and encourage application with workplace assignments. Leverage technology for hybrid models that cater to all, offering flexibility. Foster a community feeling with social tools for peer learning, and always recognize and reward participation to incentivize engagement. Keep learning active, applicable, and recognized!

We look for personal connections with our students to create that immediacy. We had a student who prior to coming to work for our client taught violin. One of our instructors used that experience through many of our lessons and giving examples about how adults learn by going back and asking how our violin teacher's students approached learning. It gave some of our students that "light bulb" moment. For the violin teacher they were very invested in the lessons.