Barbora Kleckova’s Post

Check out this cool article on training transfer! (I'm also super proud of the author 😊)

Really good and easy to digest article about training transfer by Barbora Kleckova!

When training it is easier to pass someone than to fail them. I often get asked, do I fail many people? My answer is, no I don’t fail them they fail themselves. With the correct training and guidance most people should pass a training course. I will always do my upmost best to get them a pass. Even if it means working through break, or stopping an extra hour or 1-1 tuition. If you are thinking of booking a training course, think about who you are booking to run the course for you. If they spend most the time telling jokes or having smoke breaks, I would question their standards. If you are looking for accredited professional training then why not give me a try. For all MHE training. darren@skyrecruitmentsolutions.co.uk 07979527010

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Get started on your training journey to lead the Sunflower Effect Confidence Courses by joining the Introductory Training Workshop. In this practical weekend training, you will be learning the core principles of the Sunflower Effect Confidence Building System (based in dramatherapy) and how it enables quiet, shy, and introverted people to build confidence, even those who believe they are a lost cause. You won't want to miss this training, as I will be training you to deliver the Introductory Taster Session. This session will be vital in helping you fill your courses with participants eager to experience the Sunflower Effect Courses—and it won't be repeated in the full training. The Sunflower Effect Courses are needed in big cities and towns all over the country—and in other countries as well. My mission is to transform the way that confidence is taught - because the traditional methods of confidence building 𝗰𝗹𝗮𝘀𝘀𝗶𝗰𝗮𝗹𝗹𝘆 𝗱𝗼𝗻’𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝘀𝗵𝘆, 𝘀𝗲𝗹𝗳-𝗰𝗼𝗻𝘀𝗰𝗶𝗼𝘂𝘀 𝗼𝗿 𝗶𝗻𝘁𝗿𝗼𝘃𝗲𝗿𝘁𝗲𝗱 𝗽𝗲𝗼𝗽𝗹𝗲. Or for people for whom confidence has been a life-long struggle. Please help me spread the word and help me find the exceptional individuals who will transform the confidence of quieter people all over the UK and beyond. Wishing you a wonderful day...

Training is often called upon to provide solutions to difficult problems, but there are often bigger system issues at play, and an intervention that only focuses on training is often not enough. As I am reading Talk to the Elephant, this key takeaway hit home. I have been trying to promote this on our training teams lately. While our team is amazing and can do amazing things, training is very rarely a standalone solution to a problem. By only delivering training and not looking into other aspects that influence the effectiveness, we do a disservice to our learners. And can even set ourselves up for failure. Our courses/materials/activity may be amazing, but if there are systemic/environmental issues that are not addressed, it won't matter how good the training is.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Have you ever attended an all-day or multi-day training session and felt like you were hit by a fire hose? This is a typical training experience. Organizations need to ponder the seat time learners will be away from their daily activities, so they stuff ten pounds of training into a five-pound bag. It’s doable if you follow two tips: ✔️Design the training in small bits. Discreet content with a clear objective and practical application. ✔️Start from a mental model the learner already has. For example, do your learners already have a sense of what Maslow’s hierarchy of needs is? Do you need to teach them what the levels of safety that they are striving for in their manufacturing facility? Talking about this in terms of a hierarchy of needs will quickly resonate with the learners and save you the time of having to explain how these kinds of levels work in general. Deliberately design training in small chunks using existing mental models. The payoff is worth it.

Why beware of the participants that come in a training  What you achieve with a course/training depends to a large extent on the motivation and appropriateness of participants. The returns from investing in training depend crucially on the quality, motivation, and appropriateness of the participants.  Hence, it is very useful to define specific requirement criteria in advance, to attract the right participants.  Also, if the demand for a course exceeds the number of seats, you will need to select the most appropriate participants on the base of unambiguous selection criteria. Including the right participants improves the impact of a course or workshop. Participants who are not motivated can drain your energy when delivering content. It may lead you to not deliver the training appropriately and become exhausted as a result. We know right that as a training expert, you are encouraged to climate set before conducting the training but if you involve unmotivated participants, no matter the effort is made to keep the group vibrant, they won`t reciprocate thus it is cognizant of the training participants beforehand.