In an Engagement approach to tc ommunication, the team leader gains skill in expanding knowledge transfer in any setting. All attendees—whether in a presentation, a workshop or a meeting—want to get the most out of their time.
They hope to learn something that makes their job easier. To understand information that will help them perform better back at their desk or workplace. They are looking for information that is highly relevant, transferable and actionable.
In an ideal training session, participants would get exactly what they need, and specific action steps to take to put this new learning into action. In addition, their manager would know this information and provide coaching and support for their training and their experimental usage of the new skills.
This process requires sequenced or simultaneous training for participants and for their supervisors/managers.
The Engagement Cycle is a proven formula for creating experiential learning that participants find highly relevant.
The four stages of creating learning engagement shows different dimensions of facilitating understanding in training delivery. The four aspects are: Visual, Interactive, Dialogue and Verification.
In each aspect, trainers ensure relevance and participant involvement with a specific set of practices.
Why do pictures work? Because they reflect how people think. The population is 65% dominantly visual learners and thinkers. In addition, kinesthetic learners roughly 20% of the population, prefer to see a big picture overview before jumping into action.
Add that up, and you know why a visual map, an overview chart, a diagram, a process flow all work. These visuals orient participants and quickly make information visible, memorable.
According to 3 M research, visual information is processed by the brain 60,000 times faster than words alone. This is an essential starting place to quickly orient the participant and get rapid engagement.
People remember what they see, hear, and get involved with doing. When watching a presentation or training, what do people actually remember? people remember 7% of the words, 38% if the trainer made eye contact and 55% of the trainer’s body language.
If you apply this to training effectiveness, it’s clear that “polishing the words” is not where trainers need to put their attention!
Adult learning principles clearly show that participants like to learn with their peers, build consensus and apply personal experience in order to make training content relevant. The fastest, most flexible way to ensure this happens is to make room for discussion, idea gathering and peer conversation.
Measurement and verification occur throughout a training class. After exercises, sections, and activities trainers have a toolkit of measurement techniques to confirm that participants understand the key points.
The beauty of this method is that it works with every training content—from communication to leadership to technology. And while it seems like a contradiction in terms…a formula for creativity…it provides a prescriptive approach that leaves room for personal strengths.
This is a flexible prescription to give freelancers the skills they need to create highly engaging review sessions on any content.