After a long time, I gradually understand that it is easy to be a training lecturer, but difficult to be an excellent training lecturer. In order to pursue my inner goal of becoming an excellent training lecturer, from August 7th to 9th, I followed beginning of autumn's strong intention that the coolness was getting stronger and the summer heat was fading, and went to Xijiao Hotel, Haidian District, Beijing to start a three-day "AACTP International Certified Trainer Special Training Camp" 54 1.
It's August 7th in beginning of autumn again. The autumn wind blows away the summer heat, and this season gradually becomes gentle and quiet. At 6: 30 in the morning, I left my warm and comfortable hometown in Tianjin, got on the high-speed train to Beijing and started my first trip to Beijing since the epidemic. Half an hour's journey, I arrived at Beijing South Railway Station at 7: 20 in the morning, and started a tense subway rhythm. Take Line 4, transfer to Line 13, and take the subway for nearly 50 minutes. When you walk out of Wudaokou Station, everything in front of you is shocking. Autumn wind rises, autumn rain falls, and the heat fades. And this autumn rain, like a magic key, with coolness and gentleness, quietly opened the door of autumn when people were not paying attention. Walking in the lingering autumn rain, I am comfortable and leisurely. Soon, I finally walked into Huiyuan Hall on the second floor of Building 5 of Xijiao Hotel in Haidian District, Beijing. After nearly two hours' journey, I finally came to the class of AACTP international certified trainer.
Xijiao Hotel is a four-star foreign-related hotel with fresh and elegant environment, surrounded by red walls and green trees. Located in the core area of Zhongguancun, which has the reputation of "China Silicon Valley", the hotel is surrounded by many well-known universities and high-tech enterprises, giving it a unique cultural atmosphere. The first time I entered the Huiyuan Hall of the hotel, I found a meeting room about 100 square meter. There are four tables in the center of the room, and there are five chairs around each table. More than a dozen people enjoy the huge conference room, which is not crowded and gives us more room for communication activities.
At 9: 00 am on August 7, the course officially began. Before the formal lecture, the teaching assistant first introduced us to the course of "AACTP International Certified Trainer", and then introduced us to AACTP lecturer, senior practical management expert and teacher Ye Jingqiu with rich experience in sales, management and training. After a brief introduction, Teacher Ye Jingqiu walked to the center of the stage, and the three-day course officially kicked off.
After a brief greeting, Teacher Ye Jingqiu first mentioned that as a trainer, it is well known that you need to master three important links, namely editing, guidance and performance. Many training institutions, including TTT, also regard these three links as their teaching tasks. So which of these three links is the most important? Some people say "editing", some people say "guiding" and some people say "acting". Teacher Ye told everyone that the most important part of the Third Ring Road is often the most easily overlooked part, that is, "editing". For training, unless we become celebrities, such as Ma Yun, there will not be too many requirements for the course structure, and more emphasis will be placed on "acting". In general, only by first ensuring the excellent quality and logical structure of the course, that is, ensuring the "editing" link, can the course get more recognition.
Julie Derksen, an American writer, published Cognitive Design, in which the author told readers how to design a good teaching method from the perspective of cognitive science. Benjamin Bloom, a famous American psychologist, once listed six levels of goal classification for teaching methods, namely, cognition, understanding, application, analysis, synthesis and evaluation. Bloom tells people how to "control learning" through six levels. Both Derksen's cognitive design and Bloom's six levels have conveyed to us a new model of how to formulate teaching methods. The purpose of teaching and training is to apply the knowledge and skills of training to students' work and life. If it is only to convey information, such teaching is completely unnecessary.
Teacher Ye told everyone that to carry out teaching and training, we must first ask ourselves what the purpose of training is and what it will bring to the students. The training form is not omnipotent, don't just pass on information. Next, Teacher Ye took "two studies and one doing" as a case to tell everyone the purpose of training and the importance of integrating into the environment. Just watching "two studies and one doing" can easily make students feel monotonous, and the courseware can't lack usability. But if the topic is changed to "How to be a good village official", it will easily arouse students' interest. To integrate into the new environment in training, we must first learn to adapt to the environment, coordinate personal development with the post, conform to our own efforts, achieve the ability and responsibility of being competent for the post, and integrate corporate culture into the training course. When training, teachers must do their own teaching ideas related to curriculum planning and writing, and their language skills make trading more convenient.
So what is the value of training? Teacher Ye told us this sentence: "The so-called training means that students make learning easier and teachers make sharing happier and more enjoyable." Looking at the essence through the phenomenon, we will find that teaching is the best learning. Through continuous experience extraction, as long as our own curriculum training system will not be destroyed, we can learn to share what we are familiar with, that is, direct experience, or what we are unfamiliar with, that is, indirect experience.
Teacher Ye told everyone that the training course is a process of constantly refining experience, just like the value of teachers' core courses and the process of coping with sudden challenges in the training course. For example, when it comes to content self-management, whether we start with direct experience or indirect experience, we need to consider the needs of students first, and then design specific content according to the actual needs of students. Another example is interpersonal relationships. When dealing with strangers, each of us will be under pressure. We should also pay attention to gradual progress. The setting of training methods should be from simple to difficult, so that students can experience three stages of psychological changes in the training process: safety, integration and openness. Teachers should also follow the mode of work, situation and life when asking questions. We should start with corporate culture and talk more about something that is both reasonable and practical. Process design and teaching methods are personalized. Teacher Ye said that trainers can ask some questions that can give specific answers during training, such as "Is there a step-by-step process to do things", "What is your biggest challenge", "How do you deal with the challenge" and "Can you give an example of the challenge?" Of course, the trainer's answer must be complete. Trainers should constantly improve their influence, not only believe in their own content, but also consider whether these contents can benefit and be applied to practice, constantly challenge themselves and share what they think is valuable with others.
There is an old saying: "Learning without thinking is useless, and thinking without learning is dangerous." It is through continuous experience refinement that the trainer sublimates and iterates the training course. Training is usually thought of as similar to speaking. As for the difference between the two, Mr. Yu pointed out that both training and speech are one-to-many, and the behavioral differences of the audience are changed through various methods. The difference is that speech focuses on inputting ideas, while training focuses on inputting skills, knowledge and attitudes, which in turn affects the other party's ability, behavior and ideas. They have different essential purposes.
So what is training? Teacher Ye told everyone that the so-called training is the planned and systematic training and training activities implemented by enterprises around the realization of strategic goals by improving the quality, ability and work performance of employees. The training content should be aimed at different employees of different enterprises, and different training contents should be formulated to enable students to complete their business. The key to training is to let students master things they didn't know before. After systematic training, they have learned it now. Next, I take the teacher as an example to further explain that training should focus on the business needs of the students, not the leadership needs, and the trainer should pay attention to asking the students about the training purpose, which can enhance the training persuasion ability.
With regard to the evaluation of training effect, Mr. Ye told us that it is mainly divided into four levels, namely, the first level is the basic evaluation of feeling level, the second level is the examination evaluation of mastery level, the third level is the behavior evaluation of application level, and the fourth level is the performance evaluation of effect level. Different levels of training evaluation, the role of the trainer in the classroom mainly includes the following categories: role one, the course taught by the trainer has become the card of the trainees' training, as the imparting of knowledge; Role 2, learning assistant, aims to help students understand the training course; Role three, business partner, which is convenient for students to make career planning and discuss training courses during training; Role four, coach, lead students to think. Regarding the coaching role of trainers, Mr. Ye particularly emphasized that coaching trainers' understanding of the content will help reduce information attenuation and play a role in knowledge transfer. The control of classroom content is closely related to the trainees' understanding, trainees' play, classroom atmosphere and students' understanding and acceptance. Trainers should not establish the core relationship among trainees, training content and trainers, which is more convenient to highlight the feedback of training effect.
Compared with other schools' courses, the biggest difference is that the training courses are only for adults. Teacher Ye told us several characteristics of adult learning through guidance and inspiration. Feature 1: Self-study. The key to training is to guide students to understand "what I want to learn", guide them with students' expectations and put them on the trainer himself. Give students the right to choose and control. Autonomous learning is also a kind of free exploration; Second, goal-oriented, the training course should be profitable, the course objectives should be clear, and certain behaviors should be taken to encourage students to participate, similar to letting students forget themselves mentioned in Flow. Another example is "the game changes the world", and the curriculum objectives are put forward to enable students to achieve the training goals. The goal-oriented trainer pays attention to the teaching difficulties, that is, he would rather choose simple and conflicting cases than difficult and monotonous cases. Problem design should be easy before difficult, and constantly grasp the training teaching objectives. Feature 3: Practical orientation, the training course should be practical, so that everyone can feel useful and can apply it to practice; Feature 4: Experience-oriented. The training content is based on students' own experience, which makes students react quickly, is not easy to be rejected, and is convenient to activate students' inherent knowledge. In the teaching of trainers, the teaching method requires high curriculum structure.
Training promotes purposeful learning. Because training courses have high requirements on structure, good courses are designed and polished through constant experience. To design an excellent training course, Mr. Ye told us that the key is to master several successful elements of the course. Element one: locate students, understand different content according to different students, and capture the customer's perspective; Element two, content logic, that is, curriculum framework logic and knowledge point logic should meet the needs of students; The third element, training methods, course content and methods should match the needs of students, starting with attitude, skills and knowledge, so as to be tempted by attitude and use your hands and brains; The fourth element, training skills, is to keep the audience focused and not lose their style for a certain skill. The practice of training skills in class is closely related to the first three elements.
Understand the beginning of the training course, and then come to the most critical design and development stage in the training course. Just before the lecture, Mr. Ye left a small task for each group, that is, to arrange the correct order according to the nine training design modules in the textbook within ten minutes. After opening the book, each group had a heated discussion. 10 minutes later, the four groups sent representatives in turn to explain the discussion results. After the speech, Mr. Ye did not rush to tell you the correct answer, but introduced a process called "ADDIE process". The so-called "ADDIE" is a theory of instructional design, which includes five basic stages: analysis, design, development, implementation and evaluation. According to these five stages, Mr. Ye told everyone that the training topic can be strategically driven, that is, the core choice is to cooperate with the company's strategic transformation; From the ability-driven, that is, to cultivate the basic ability of employees as the core choice; Business-driven, that is, problem-solving is the core choice, so that the content can be supplemented, and the content can be changed according to the needs of students, so that students can learn training courses, and problem-solving is also the starting point that trainers follow when designing courses.
After talking about how to choose training topics, starting from solving problems, Teacher Ye tells you the specific process of training course design and development. The first step, subject analysis, business target confirmation, business problem analysis and overall strategy of the subject; The second step is to set the goal and define the subject goal; The third step is to build the structure, sort out the knowledge structure and establish the expression logic; The fourth step, content organization, general principles and practical experience; The fifth step, teaching process design, opening/ending design, method matching, teaching method design and development, material matching; The sixth step, try to talk about optimization, talk about class exercises, and act out actual combat. Teacher Ye told everyone that before the trainer determines the training content, he should not consider the teaching method first, but should first understand the training target and then set the training goal. Remember not to look for training content without training structure, and don't think of training materials without training content.
At noon 12, the four-hour intensive morning class ends. At 1: 30 in the afternoon, Teacher Ye returned to the center of the stage again and the class continued. Before class, the teaching assistant teacher puts a big white paper suitable for everyone in each group according to the number of people in each group. The assistant teacher jokingly explained that "writing a composition in white paper", and our inexplicable curiosity drove us. At the end of the morning, Mr. Ye talked about the specific process steps of curriculum design and development, and how to practice became the specific task in the afternoon.
This topic analyzes and designs the course objectives. In the morning, I said that the training topic should be driven by strategy and ability, focusing on solving business problems, and the training topic should also focus on five issues. Question 1: Who will WHO talk about WHO topics to? According to the needs of the other party, the audience should be considered in a hierarchical and professional way. Question 2: What problem does the "What" project solve? When setting questions, imagine the teacher's situation, subjectively consider whether there is a lack of knowledge, skills, attitudes and other issues, and remember that it is not a problem that students can't solve. Question 3: Why do you want to carry out project impact analysis, value analysis based on knowledge, skills and attitude? Question 4: HOW to solve the problem of how, the solution corresponds to the problem given by WHAT, and teach students how to solve it; Question 5: Analyze the effect of evaluation project, which teaching methods are more effective, and how to test these teaching methods.
After explaining the five questions of the training course design, Mr. Ye asked us to take out a long-prepared blank piece of paper, one for each person, and write down the "five questions" of our training topic for 40 minutes. Training topics can be previously trained or prepared for development. Because after AACTP training, we need to upload our own training lecture videos within one year, so when the teacher asks each of us to write the "five questions" of our own topic, everyone is also based on the certification topic. During the 40-minute topic writing process, some people used the topics they had talked about, some people redeveloped a course, some people crawled on their desks, some people had a warm discussion, and some people asked for analysis.
Countdown, five, four, three, two, one, just 40 minutes, although not perfect, but everyone has a preliminary understanding of the "five questions" design essentials of the training course. Next, according to the teacher's request, everyone posted their own written topics on the wall, and each group took turns explaining their written topics for half an hour. In the half-hour lecture, everyone explained in detail the topics he wrote to his team members and discussed and exchanged them. Everyone benefited a lot.
After half an hour, the sharing is over. Teacher Ye first told us that the "five questions" in the training class played a vital role in the design of the topic. Similarly, training topics play a vital role in attracting people. You can set the main subtitles, which is more convenient to create an eyeball economy. In project training, we should know the specific teaching objectives of students in training. If the goal is unclear, the training effect is basically zero. In the training class, we should let students know what to learn.
Regarding the training objectives, Mr. Ye told everyone that the training objectives should be based on learning to complete specific tasks and solve specific objectives, and the training objectives should focus on how to link in the training course, with increasing income, reducing costs and following the course as the business objectives. There are four elements in the writing of training objectives: learners are the target object, how much time you can study and practice is the target condition, expressing verbs is the target action, and the knowledge you need to learn is the target content.
Near the end, Mr. Ye told us the four elements of course goal writing. The first element is to sort out the target content, so that students can understand the specific degree of training, including knowledge, skills, attitudes, etc. Second, the format is standardized, and the description and action of the training course objectives can facilitate the students to test the objectives; Element three, reasonable degree and reasonable action; Element four, measurable, avoid using vague words such as understanding, mastering and understanding in training objectives, and pay attention to the use of words.
At 6: 30 in the evening, the intense and full day's class ended. Teacher Ye left a small homework for everyone and wrote a training goal according to the topic of writing.
The clouds in the sky gradually disappeared and the color of the sky became deeper. Moonlight, like water, quietly sprinkled on the ground, covering the earth with a silver-gray veil. In the moonlight, the shadows of the trees are dancing, the warm wind is shaking the flowers and the subtle fragrance is tacit, elegant and hazy, and the moonlight night is infinite. With the afterglow of the early autumn sunset, the first day's enrichment course ended and the next day's course continued.