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Guest Host: Max Gage
Topic: Creating the Right Conditions for Learning
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The Right Conditions for Learning (Learning Conversations)
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Informal Learning’s Many Shades of Gray (Chief Learning Officer)
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7 Leadership Development Trends for a Stronger Bottom Line (Boston Globe online)
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12 Advanced ipad Tips All Educators Should Learn (THE journal)
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No More Bored Meetings (Training magazine)
Tip of the Week:
- Involve the leaders of the participants…they play an important role!
Overall there are three people who impact whether or not a person changes behavior to support the skills and principles introduced in a training program: the trainer, the learner’s manager and the learner himself.
And, there are three critical time frames which impact whether or not the person buys into the training and chooses to change his/her behavior: before, during and after the training program.
Putting these two sets of three options into chart, gives us a three-by-three matrix with nine possible alternatives for impacting a learner’s training experience. Broad & Newstrom call this “The Who Matters Most When” matrix.
1 = the greatest impact on the learner changing behavior and applying the learning
9 = the least impact on the learner change behavior or applying the learning
From: Broad, M.L., & Newstrom, J.W. (1992). Transfer of training. Philadelphia, PA: Perseus Publishing.
- Provide questions or “conversation starters” to participants and/or their managers to help them have a conversation together before or after the training class.
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