Do Effective Facilitation Discussion And Reply To Donalds Discussion Question

 DO EFFECTIVE FACILITATION DISCUSSION:

Reflect on a facilitated training session you experienced that  affected you either positively or negatively. Describe the methods,  tools, or strategies from the session that you would like to emulate, if  the experience was positive, or avoid, if the experience was negative.  Analyze the facilitated session in terms of the characteristics of adult  learning and effective facilitation that you have learned about in the  course and course readings. Then, explain the role the training played  in improving your individual performance and whether or not the learning  objectives and design supported overall organizational improvement.

Your initial post should be 250 to 300 words. Use this week’s lecture  as a foundation for your initial post. In addition to the Blanchard and  Thacker (2013) text, use at least one additional scholarly source to  support your discussion.

Respond to at least two other posts regarding items you found to be  compelling and enlightening. To help you with your reply, please  consider the following questions:

  • What did you learn from the posting?
  • What additional questions do you have after reading the posting?
  • What clarification do you need regarding the posting?
  • What differences or similarities do you see between your initial discussion thread and your classmates’ postings?
  • Compare the characteristics you identified with those identified by  others. Are there commonalities between your examples that could lead to  a list of “best practices” for effectively facilitating a session?

Your reply post to Donald should be a minimum of 150-250 words each.

REPLY TO DONALDS DISCUSSION:

Reflect on a facilitated training session you experienced that affected you either positively or negatively.

I do have a lot of positives and very few negatives so today for this  discussion I will choose the negative experience. Guard training that  consisted of a couple of days before we start shadowing positions. It  was more lecturing than hands on about topics in security. No one on one  training or aids or anything. The situation was a death by power point  one and I was more worried about staying awake than actually learning  something new.

Describe the methods, tools, or strategies from the session that you  would like to emulate, if the experience was positive, or avoid, if the  experience was negative

The material wasn’t new and the trainer was monotone at best. The  equipment was old the way he presented the information didn’t help me  understand even after asking questions. Dry runs help ensure equipment  works the way it supposed to (Blanchard, P. N., & Thacker, J. W.  (2013). I could tell the trainer didn’t want to be there at all and  wasn’t happy with anything. This could be a new learning experience for  the security position sure I knew a lot but I came in with my glass  empty so I could be transparent to learning other materials.

Analyze the facilitated session in terms of the characteristics of  adult learning and effective facilitation that you have learned about in  the course and course readings.

Every adult learns differently and also needs to be challenged. I  needed knowledge of every position and the current landscape situation.  At the end of training I need to be able to walk away and say to myself  “wow that was a lot to retain and I learned so much”. The issue on team  building and knowledge that was supposed to be informative was lacking  in every aspect of training a new security position.

Then, explain the role the training played in improving your  individual performance and whether or not the learning objectives and  design supported overall organizational improvement.

The role that the training played in improving my individual  performance wasn’t anything to speak of. I knew more than what they were  trying to teach especially applying it to a security armed guard  position. The trainer should have more hands on training so that new  applicants that have little to no experience will actually learn  something. We as adults need to be stimulated , Kroof Consulting (2013)  states that,” Adults are problem and task orientated and want hands on  experiences”.

Blanchard, P. N., & Thacker, J. W. (2013). Effective training:  Systems, strategies, and practices (5th ed). Upper Saddle River, NJ:  Pearson Education, Inc.

Kroof Consulting (2013). Adult learning styles(links to external  site).[Video file.] Retrieved from https://www.youtube.com/watch?

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