I was recently invited to comment on an advice discussion on Linked In. Basically, they wanted my opinion on a topic because they determined (I presume by my content articles) that I am an expert on the subject. The subject was…Here’s how you can create and deliver cutting-edge training experiences.
As I started to write the TQM response, realized I was limited to 750 characters. Not words, characters. I blame today’s generation for wanting everything in a sound bite. What I wrote was in fact 992 words or 5931 characters. (So close) Here it is for those of you who were puzzled by the lack of parts two and three on the advice discussion. Linked in also limited submissions to only one per person. Oh well, best laid plans and all. Any way here is the TQM response to how to create and deliver cutting-edge training experiences.
At TQM Inc. we have developed all of our training programs to have three things that we consider essential to long-term retention.
#1
Learning modalities!
Your training program should include as many of the four training modalities as possible. For those of you who are new to learning modalities, they are:
Visual learners– Those who learn by watching.
Auditory learners– Those who learn by hearing.
Tactile learners– Those who learn by touch/writing.
Kinesthetic learners– Those who learn by doing.
Everyone learns using some combination of these modalities. But most people have a developed learning block for at least one of the modalities mentioned above. Tragically, they may not realize they have a learning block.
In my experience, people who have a hard time learning in a classroom environment are strong kinesthetic learners. That is why practical training opportunities are so important. They allow you to constantly track whether the training is effective or not.
Develop your training program to include a visual presentation, a spoken presentation, paper copies of your presentation for tactile learners to take notes, and as many interactions as possible for kinesthetic learners.
Make the printed copies available, but don’t pass them out. Tactile learners will instinctively look for note sheets, but you want everyone else focused on the other three modalities. Non tactile learners that try to take notes will not be able to take notes and learn due to the human brains inability to focus on more than one thing at a time. For those of you who think you are a multi-tasker, there is no such thing. If you don’t believe me try solving two simple addition problems all in the exact same second. If you are switching between different projects or tasks, you are still single tasking. You are just doing it like a meth head. Computers multitask. They can solve numerous problems at the same time. Humans need to focus to learn.
Coincidentally, and in my experience, kinesthetic learners will live vicariously through the people doing the practical training when they are not. This associative learning is intrinsic to kinesthetic learners. They are using their kinesthetic learning skills through their combined visual and auditory learning ability. No, it doesn’t seem to work without the kinesthetic training. That would make them visual or auditory learners. Humans are fascinating creatures. Even the way we learn is complicated.
#2
Activity and fun!
We include audience participation, on-the-spot practical training, verbal pop quizzes, trainee interactions regarding a topic that was trained, earned rewards for trivia, and we encourage laughter.
We do everything we can to make every aspect of the training program positive and memorable.
Our reviews are amazing, and we frequently have people say that the full day training program just flew by because they were having fun.
Don’t be the monotonous professor. Make it exciting.
#3
Metaphors, Similes, & Parables!
All humans learn by association to previously gained knowledge or experiences. Put simply, if you are teaching a topic for which they have no real knowledge or experience, you must make the training an experience worth remembering, and you must associate the new information with previously understood concepts or experiences. This is where Metaphors, Similes, & Parables (MSP) come in.
Similes – A figure of speech comparing two unlike things that is often introduced by like or as.
- Hungry like a wolf
- Cute as a button
- Tough as leather
- Works like a dream
- Like a moth to a flame
Metaphor – A metaphor is similar to a simile in that it is a figure of speech used to suggest a likeness or analogy between two things, but without the prepositions “like” or “as.” In other words, a metaphor is a more direct comparison
- Life is a highway
- Blanket of snow
- Heart of gold
- All the world’s a stage
- Hope is the thing with feathers
Parable – Provides an instructive example or lesson. A related story used to teach a moral example or ideal.
- The story of The Boy Who Cried Wolf
At TQM Inc, training programs we use these figures of speech like they are free. (See what I did there?) First, you need to ask a question related to the metaphor, simile, or parable you are about to use. How many of you have ever purchased a vehicle? Now your trainee is in the right frame of mind. (metaphor) By relating the MSP training experience to a known experience you can train whatever you are associating with more understanding. If you do this throughout the entire training experience, your program will be exponentially more effective.
“I once had a client who went to buy a car from a very aggressive dealership that used all of the pressure and bullying they could muster to try to get the sale. My client had a very bad experience with that dealership and told all of his friends, coworkers, lodge buddies, and complete strangers how the dealership had treated him.”
“The millennials started a cancel campaign against the dealership and called them names on-line. The Boomers went on-line and wrote very bad reviews on all of the dealerships social media. Everybody else told all of their friends, coworkers, lodge buddies, and complete strangers about my client’s horrible experience.”
“Eventually, government agencies heard about the dealerships predatory practices and launched a full investigation into fraud, coercion, and harassment claims from the community. Then a class action law firm initiated a lawsuit that included everyone who had ever walked on the dealerships lot.”
“The last thing I heard was that the dealership was bankrupt, all of the management are serving time for fraud and collusion to commit fraud, and my client went to a different dealership that was trained by TQM. He has a brand-new car and tells everyone what a wonderful experience he had and that he is going back to buy another new car for his wife.”
Best parable ever.
If you are interested in any or all of our professional business training programs please feel free to contact us at thequartermethod.com
Roy Wilhite
President/CEO
TQM Business Professionals Inc.