Learning can take many forms, and in terms of training, our goal is to bring about a behavioral change in something that we do. Training is not an event, where we attend a workshop one day and expect the desired behavior to take place the next day. Training is really a process. It begins before our participants even sign up for a class and continues right up until the new knowledge, skills, and attitudes are applied regularly. Training includes: The purpose of TRAINING is to deliver results. The NGH made this training and ...
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Learning can take many forms, and in terms of training, our goal is to bring about a behavioral change in something that we do. Training is not an event, where we attend a workshop one day and expect the desired behavior to take place the next day. Training is really a process. It begins before our participants even sign up for a class and continues right up until the new knowledge, skills, and attitudes are applied regularly. Training includes: The purpose of TRAINING is to deliver results. The NGH made this training and the materials available so that experienced hypnotists can learn to effectively teach the NGH Hypnosis Certification Course. We believe this training will help you become an effective NGH Certified Instructor and help your students move from where they are right now, to where they want to be. PRESENTING is something that can take place in training or a meeting, and your presentation skills come with you. If you are one of those people that get complimented because you have great speaking skills, good pacing, and quality materials, then you already have great presentation habits. On the other hand, if you are someone that tends to mumble if you are tired, or you don't inject inflection into your voice, then you can develop those skills. Sometimes trainers rely on their presentation skills to get a point across, but not all training is presenting. A lot of training is delivered in other ways, such as demonstration, case studies, exploration activities, games, and guided practice. Lack of performance does not always mean that there is training needed. There are several areas to consider BEFORE even looking at training as a consideration. 1.DETERMINE THE TYPE OF NEED.-Is there a gap between high and low performers? If so, what is one group doing that the other isn't?-Is there a real opportunity for improvement? We like to think, especially as trainers, that there is always something to learn and room for growth. In looking at the gap you have just identified, is there room for that growth to take place? -When you have new products, equipment, or regulations, the indication for training may be very clear. Try to provide training early so that there is no slow down in performance as the changes take place. 2.WHO NEEDS THE TRAINING? -Identify the level of the organization that is being impacted by the need you identified in Step 1. Problems or deficiencies can exist specific to an individual or to a job. -Future planning may mean that an entire shift of people or an organization need training, which would be the case if you are opening a new plant, for example. 3.MAKE SURE THAT YOU NEED TRAINING.If the gap really exists because of performance issues, attitudes, or capacity for learning, then training is not what you need. Despite what we may like to think, we cannot train all people to do all things. Your students will need to develop of system of continuing education to create a profitable skill set.4.DO THE SYSTEMS SUPPORT YOU?-We can train people for all kinds of things, but if the systems in place don't support your training, performance will not improve-How does the NGH support you the Certified Instructor (CI) and your students the Certified Consulting Hypnotists (CH)sA major aspect of your training is recognizing what your participants:1.Need2.Want3.Expect
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