Presentation and Training Skills

The best ideas are no better than the ordinary if they aren’t delivered clearly, concisely and persuasively to a group. Luckily, skills in speaking, presenting, and training are not reserved for charismatic "naturals"—they can be developed and mastered. The courses described below, geared to all levels of employees, are designed to enhance these important skills.

For more information, complete course descriptions, or consultation, please click on the Contact Us button.

At this workshop, participants learn what’s bona fide and what’s bunk in the growing practice of accelerated learning. Then they learn how to harvest the best of A.L. techniques to maximize learning, retention, and performance. They discover how to use a rich potpourri of innovative training techniques and reach all trainees by creating a learning-ready atmosphere, tapping the “natural genius” in trainees, converting dull content into stimulating and memorable multi-sensory experiences for trainees, and heightening recall through energizing reviews. (1/2 day)

 

Everyone brings butterflies to their public speaking events. But by training the butterflies to fly in formation, presenters can look and become cool, confident and competent. At this program, participants discover the secrets the pros use, to calm down and enjoy speaking opportunities. (1 hour) 

 

People often need to influence others’ thinking, whether those “others” are legislators, a board of directors, customers, employees, or volunteers. At this workshop, participants learn more than 20 motivators which cause people to buy products, services, and ideas. They also discover how to persuade by meeting the psychological needs of four personalities. Participants learn an acronym (S.M.A.C.K.) to simplify complicated concepts and make their message convincing and compelling; three ways to improve their presentations, and finally, how to use their own natural enthusiasm to get their message across. (2 hours) 

 

At this course, participants discover the secrets of designing and delivering high-energy, high-impact training which maximizes learning, retention, and performance. They learn how to appeal to adult learners, and how to increase participation, relevance, and retention through the best  whole-brain techniques. 

At the half-day “Designing” program, participants learn to build their own training programs, step by step. They learn how to identify performance gaps and survey or test learners to assess their skills; how to write measurable training objectives; how to determine and develop content; how to choose the right method for the right purpose; how to avoid the seven most common errors in instructional design; and how to create easy-to-follow plans that they or other trainers can follow easily, to ensure consistency in delivery. 

At the full-day “Delivering” program, participants learn the five unique expectations of adult learners; how to use the strengths and overcome the limitations of seven training methods; how to enliven lectures and make them more memorable; how to reduce training anxiety; strategies for managing 14 types of difficult trainees; how to use innovative training techniques to lead energizing learning and review activities; and more. 

In short, participants learn creative, whole-brain learning strategies to help trainees master and apply new skills quickly and effectively. They also receive a valuable 60-page, good-for-future-reference workbook. 

(1 1/2 days. You may choose to have Jeanne conduct either one or both of these courses.)

It’s a challenge to get and keep people’s attention and interest when the topic is dry. At this fast-paced session, participants get 75 inventive, proven approaches to enliven training, including 23 ways to get learners’ attention, interest, and participation immediately; 32 ways to help learners stay actively engaged; and 20 ways to boost recall. In addition, Jeanne can email participants 25 more great ideas once a week for 6 months.  (1/2 day)

 

The stunning cost of transfer failure (training which was conducted but not implemented back on the job) was more than $41 million in 2004.  At this workshop, you’ll learn why and how to stop training as an activity and start training to impact ROI. Discover the top 10 transfer barriers and how managers, trainers, and trainees can partner up to overcome them. Finally, learn 10 strategies to use before, during, and after training to reinforce the use of new skills. (2 1/2 hours)

Difficult trainees may be small in number, but they're large in havoc they can cause. Through a team-based competitive board game, participants learn 60 ways to “tame” tough trainees and situations, and 20 things not to do. (45 minutes to 1 hour)

This short workshop is often accompanied by. . .

“Resistant” is euphemism that describes trainees when they're bitterly argumentative, loudly apathetic, or even too chatty. At this workshop, participants learn four reasons why everyone in a training program may protest being there; 10 reasons why an individual may dread attending; and 10 actions they can take in their preparation stages (using the acronym T.A.M.E. your J.U.N.G.L.E.) to prevent resistance from occurring. They also learn 8 things they can do as their session begins, and 10 things they can do during the session, to tame all types of difficult people; and how to handle the 5 toughest resisters—the arguer, the ambusher, the socializer, the pointedly apathetic, and the know-it-all. (2 hours)

Today nearly 90 percent of an employee’s job knowledge and skills are learned through on-the-job training. Every year, American companies spend between $90 and $130 billion on OJT—about three times the amount spent on formal, classroom training. 

This training program shows supervisors and occasional trainers how to instruct employees so that the training consistently hit the bull’s eye—so that employees truly “get it” and master critical skills. Participants learn how to . . . 

 analyze a job and break it down into doable steps    

 differentiate between what trainees must know, should know, and don’t need to know 

 check current knowledge and get the “buy-in” before starting to train

 analyze and explain key points to ensure interest, safety, and success

 design and deliver the steps that make up an effective demonstration

 engage trainees’ eyes, ears and hands for optimum learning and retention

 design job aids that get results

 ensure continual improvement through on-target coaching, correcting, and confirming

In short, participants learn techniques to get and keep trainees’ attention, deliver feedback on their performance, and ensure that learning gets applied when they have  walked away. (1 day)

 

The best ideas, whether presented to a potential client, a boss, or anyone else, may go nowhere unless they’re delivered clearly, confidently, and persuasively. At “Persuasive Presentations,” participants learn proven techniques to prepare an audience-centered presentation—one that’s organized, memorable, and capable of getting audience commitment, whether that audience is one or 100. The course focuses on the eight characteristics of an A.U.D.I.E.N.C.E. which a speaker should discover before speaking to them; how to use six organizational approaches; how to apply at least five power openers, two methods to ensure understanding, and three steps to close with impact; a dozen ways to overcome presentation anxiety; and how to handle question-and-answer sessions and tricky situations. During the course, participants get plenty of practice, by making five short presentations. (1½ days)

 

Audiences or individuals sometimes don’t give presenters the respect they deserve because they simply don’t look or sound authoritative. This session reveals how to convey competence and confidence. It shows participants how to build an image from the inside out, through professional bearing, mannerisms, and speech patterns. (1 hour to ½ day)

 Teaching for Results: Keeping Learners Engaged 

Instead of simply updating a lecture with new PowerPoint slides, teachers and trainers can use these techniques to truly engage students and trainees. Participants learn five creative ways (such as learning tournaments, card sorts, jigsaw learning, and more that ensure active involvement. Then they learn eight fun, lively, and useful ways (such as a pairs board game, LEARNing Bingo, a mega-crossword game, card games, and more) to review (and even teach) content. Best of all, participants get to experience many of these activities at the workshop.  (2 hours)

    

Thinking on Your Feet: Mastering the Q&A Session

Like a tennis player, a speaker needs quick reflexes; it takes skill and steady practice to field a challenge from any position and play it back with strength and authority. At this workshop, participants learn why and how to welcome the questions that follow their presentations.  They discover how to anticipate and prepare for the Q&A session, how to manage the discussion, how to handle challenges, how to tame out-of-line questioners, and how to close with conviction. (2 hours) 

 

Lecturing can lead to real, long-term learning and change if it’s done in an interesting and engaging way. At this session, participants learn 14 proven strategies to W.I.N. R.A.V.E. R.E.V.I.E.W.S, and also get and keep an audience’s attention, interest, and commitment. (This session is 1 1/2 to 2 hours in length.  If you have only 60-75 minutes, we recommend you choose “W.I.S.E. Training” below.) 

Presenters know how important their training is, but when the topic is as dry as toast, no wonder people choke on it! At W.I.S.E. Training, participants receive tips, tricks, and techniques to help them get and keep people’s attention. Best yet, they begin to see those dry concepts translated into concepts people want to learn—a triple win for the trainer, the organization, and the trainees. (1 hour)