Unleashing Your Training Potential

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Unleashing Your Training Potential

• Mary Mitchell Marion MacLeod
• Networking Learning National Coordinator
• For Practice Management
• 3rd Floor, 2 Central Quay,
• 89 Hydepark Street,
• Glasgow G3 8BW
• 0141 223 1555 marion.macleod_at_nes.scot.nhs.uk

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Unleashing Your Training Potential

• Objectives
• To provide useful training to develop Practice
  Managers skills
• To provide useful tools
• To pilot the workshop with anticipation that it
  could be cascaded to other areas
• To identify further training needs for the group
  and individuals.
• Hopefully have some fun!!!!!

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Unleash your Training Potential

• Icebreaker
• Introductions
• What do you hope to get out of this workshop?

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Are You a Trainer?
Define a Trainer
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Trainer

• Facilitator
• Coach
• Mentor
• Teacher
• Etc etc........

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Practice Managers

• Facilitators - somebody who enables a process to
  happen, especially somebody who encourages people
  to find their own solutions to problems or tasks
• Examples - Away Days, Managing Change, Practice
  Development Plans, Disaster Planning
• Coach - somebody who instructs a person in a
  particular subject
• Examples New IT systems, scanning etc

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Practice Managers

• Mentoring - a senior or experienced person who
  gives guidance, and support to a junior colleague
• Examples - Assistant PM, career progression
• Teacher instructor
• Examples new employees

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Where do we begin?

• How do we choose a topic/ identify learning
  needs?
• Whats the best way to deliver the session
• People learn differently, depending on their
  learning styles.

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Identify Training /Learning Needs

• Practices objectives what is going to change?
• Change in technology /standards /guidance
• Changes in roles and responsibilities
• Level of current competence

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How do adults learn?

• Adults Mainly learn in three ways
• Visual (seeing) by looking at images
• Auditory (hearing) by listening
• Kinaesthetic (doing) by experiencing

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How do adults learn?

• Most adults learn and retain information by
  seeing and doing.
• Smaller numbers of people learn and retain
  information by listening.

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LEARNING STYLES HONEY MUMFORD

• Activists Welcome new ideas and experiences
• Reflectors Reflect, consider implications and
  the data gathered
• Theorists Assimilate, integrate and incorporate
  new material with experience
• Pragmatists Try out new knowledge and ideas in
  practice

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Experiential Learning Styles
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Bear this in mind while planning

• Interactive workshops with opportunities to
  experience learning in different ways will be
  most productive.
• Try to cater for all learning styles.
• Try to get others involved in the planning
  process.
• Passionate people inspire others.

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How do I get everyone involved?

• Brainstorming
• Open ended questions
• Coaching
• Role play
• Small groups
• Flip charts/ video

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Fail to Prepare and Prepare to Fail

• Know your audience
• Know your material
• Use stories as illustrations
• Practice makes perfect
• Seek support and ask for help?

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Scenarios

• Q1. You and your team have decided that your
  next PLT session will be on customer care, how
  would you organise this event?
• Q2. You and your team have decided that your next
  PLT session will be on writing and reviewing
  Significant Event Analysis how would you organise
  this event?

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FEEDBACK

• FEEDBACK FEEDBACK
• FEEDBACK
• FEEDBACK FEEDBACK

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Toolkit contents

• Away-day planning
• Outline details of facilitated activity
• SEA Template
• Preparing an evaluation
• Post workshop evaluation
• Learning styles description
• An 80 item Learning Style Questionnaire

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Unleash the Trainer in You

• In conclusion did we?
• provide useful training to develop Practice
  Managers skills
• provide useful tools see toolkit pack
• pilot the workshop with anticipation that it
  could be cascaded to other areas
• identify further training needs.

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Any Questions?