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How To Create An Effective Training Environment

II How Lighting Can Make a Difference

  1. Another critical environmental parameter to consider is the lighting. In many situations this is something you may have no control over, however, there are a few things to consider and if possible, arrange for.
  2. Dim lighting tends to put people to sleep. Whereas bright light can be distracting and in some cases can even generate headaches. The most ideal light is natural sunlight, not too bright and not too gloomy. Outside light is ideal as long as the view through the windows doesn’t distract the attendees. Otherwise, you might need to use an alternative source of light and cover the distracting view.
  3. If you need to dim the light in order for your slides to show well, you may only need to dim the lights close to the screen and not all the lights in the room.

When providing training your central aim is to make sure that the participants remain actively engaged in your program so creating sessions that include various exercises for attendees to do on their own, with a partner or in groups is the best way to actively involve them in their learning experience. In addition, the participants will better recall what they come up with than what your “spoon feed” to them. So unless you are teaching something very technical, you can expect your audience to be able to collaboratively come up with answers to discussion questions or to be able to resolve typical scenarios that they experience with the new techniques you are offering. In this way, it also reinforces the learning and shows them why they are learning the approaches and therefore there will be a better chance that will actually start using the new material to help them be more successful in their work outcomes.

Remember, the tools are there to enhance your presentation, you are the presenter and you have only a couple of minutes to grab your audience and then keep them engaged during your workshop, so create an enticing opener!

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Sandy Chernoff
Sandy Chernoffhttp://softskillsforsuccess.com/
SANDY'S 30 years of didactic and clinical teaching in study clubs and continuing dental education, coupled with her almost 40 years of Dental Hygiene practice bring a wealth of experience to her interactive soft skills workshops. With her education background she easily customizes interactive sessions to suit the specific needs of her clients. Her energetic and humorous presentation style has entertained and informed audiences from Victoria to New York City. Sandy’s client list includes law firms, teaching institutions, volunteer and professional organizations and conferences, businesses, and individuals. Her newest project is turning her live workshops into e-learning programs using an LMS platform. Her teaching and education background have helped her to produce meaningful and somewhat interactive courses for the learners wanting the convenience of e-learning options. As the author of 5 Secrets to Effective Communication, Sandy has demonstrated her ability to demystify the complexities of communication so that the reader can learn better strategies and approaches which will greatly improve their communication skills and ultimately reduce conflict, resentment, disappointment, complaining, and confusion. As a result, the reader will be able to increase productivity, efficiency and creativity, improve all the relationships in their lives and ultimately enjoy a happier, healthier existence! Sandy blogs regularly on her two websites on the various soft skills topics that are featured in her workshops and e-learning programs.

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2 CONVERSATIONS

  1. Two decades ago a company wanted to change the way it worked. No matter what it did, the training they invested in didn’t stick. Reason? The training focused too much on where the wanted the company to go and not where the company was. People just couldn’t relate.

    • Hi Chris,
      Perfect example of this: adults learn when they see a need so training needs to resonate with the participants or it is not likely to stick. Too bad they spent so much on training that was not relevant to the trainees. Sounds like there may not have been much open communication there. Thanks for your input.

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