Corporate Training Programs – Three Tips for Using Positive Reinforcement in Corporate Training Programs

Three Tips for Using Positive Reinforcement in Corporate Training Programs

In Corporate Training Programs, positive reinforcement can help to encourage participants, strengthen desirable performance, or minimize undesirable performance. By using positive reinforcement, participants are more willing to contribute, and the corporate trainer can find value in all learners’ contributions (because it’s rare to find an answer that is completely wrong). Here are three tips for using positive reinforcement in Corporate Training Programs:

1. Use reinforcing words and expressions to respond to participants (e.g., yes, good, right, correct, OK, great, excellent, exactly, interesting, I agree, etc.).

2. Use non-verbal reinforcers (e.g., smiles, head nods, moving toward the speaker, extended eye contact, thumbs up, signaling OK, etc.).

3. Set up all exercises, activities, quizzes, etc. so that the participants will be correct and perform well.

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Corporate Training Programs – Four Steps to Better Demonstrations

Four Steps to Better Demonstrations

I once heard it said that five minutes of demonstration is better than one hour of explanation—and I think it’s completely true! In a Corporate Training Program, demonstrations can be highly effective. Here’s a four-step process that can help with demonstrations in a Corporate Training Program:

1. The trainer should perform the demonstration at a normal pace. During this time, the participants should be watching the demonstration to see what the process and outcome are.

2. The trainer should perform the demonstration again at a slower pace. This time, the trainer should explain each step and point out any important or difficult steps. Again, the participants should be watching and noting what the process is for each step.

3. The trainer should perform the demonstration again at that slower pace, and the participants should ALSO be going through the steps. In other words, the participants should be following along with the trainer and doing the steps, too.

4. The trainer should now allow the participants to do the steps on their own. At this time, the trainer should not help the participants; instead, the trainer should allow the participants to complete the activity themselves to show that they have learned how to do it.

Corporate Training Programs – The Four Directions of Questions

The Four Directions of Questions

Whether you’re a corporate trainer, a project manager, a business analyst, or any other kind of leader in an organization, at some point you will need to deal with questions. You might need to ask questions of your training participants or your stakeholders. Alternatively, your training participants or your stakeholders could be asking you questions. With all of this questioning back and forth, it’s helpful to understand the four directions of questions:

1. Direct Questions. Direct questions are those in which the program leader asks a question to a specific participant. These are necessary on occasion; however, they can potentially put a person “on the spot.” In a learning environment, it might be good to avoid these questions.

Example: “Steven, what is an example of an elicitation technique?”

2. Overhead Questions. Overhead questions are those in which the program leader asks a question to the participants in general; anyone can answer. These questions can be much safer because they do not put anyone “on the spot.”

Example: “Who can name the five process groups in the Project Management Lifecycle?”

3. Relay Questions. Relay questions are questions that are used as a response to a direct question to the program leader. A participant asks the program leader a question, and the program leader relays the question back to the participants in general. This is a great way to get other participants to share their thoughts on the question. This is also helpful in increasing participation.

Example: A participant asks the group leader, “What are some examples of risks on a process improvement project?”

The group leader responds, “Great question! Can someone share their experiences with risks on a process improvement project?”

4. Reverse Questions. Reverse questions are also questions that are used as a response to a direct question to the program leader. A participant asks the program leader a question, and the program leader reverses the same question back to the person who asked the question. These questions help to gain confirmation of the original question as well as to see if the participant already has his or her own thoughts about the topic. Of course, this might also put the participant “on the spot,” so these questions should be used with caution.

Example: A participant asks the group leader, “What should I do if my stakeholders have conflicting requirements for my project?”

The group leader responds, “Great question! What do you currently do when you’re confronted with conflicting requirements among your stakeholders?”

A combination of these four directions of questions can create excellent group dynamics in any type of facilitated sessions. What are some of the ways that you believe you can use these four directions of questions in your sessions?

Corporate Training Programs – Build Cohesiveness in Corporate Training Programs

Build Cohesiveness in Corporate Training Programs

Many of the courses that I teach span multiple days. As such, I find it very important to build cohesiveness among the participants. They frequently work together in small groups, so I like to ensure that the participants feel connected. Here are some of the things that have helped me to build that cohesiveness in my corporate training programs:

1. Set the participants up in close proximity—without overcrowding!

2. Create an identity for each small group (e.g., a name, a color, a location in the room, or a nickname).

3. Set up mild competition between the groups so a “team” feeling can develop.

4. Have some occasional playtime where the only goal is to have some fun for a few minutes—make fun and laughter a legitimate activity!!

5. Create some kind of positive ending to the program (e.g., class party, dinner, applause, awards, class picture, etc.)

What are some of the ways that you build cohesiveness into your corporate training programs?