Come join us as Bob Pike hosts his all-day workshop, Creative Learning Strategies: 27 Ways to Get Greater Results from Your Training. Based upon Bob’s all-time, best-selling train the trainer book, The Creative Training Techniques™ Handbook, this workshop provides trainers with the tools they need to get the most out of their training. Bob’s workshop will be broken down into four modules:

• MODULE 1 Getting Results from Training: The Performance Solutions Cube – and The Transfer of Training Strategy

Training is a process, not an event. Most programs are designed without ever considering that business result that is desired. 

A. Bob Pike's Performance Solution Cube™ -- Participants will examine 5 performance solutions other than training - and how to have a conversation that focuses on the results to be achieved. 

B. Transfer of Training Strategy -- Participants, Managers, and Trainers can all impact the transfer of training. Participants will explore over 163 practical strategies for ensuring the transfer of training - and pick specific strategies to apply to their own training programs.

C. Scrap Learning – Training that does not transfer is considered waste – or ‘scrap.’ Participants will explore how Scrap Learning can be measured and reduced using appropriate transfer of training strategies.

• MODULE 2 Getting to the C.O.R.E. of Training - Closers, Openers, Revisiters, and Energizer

A. Most trainers don't Close -- they just run out of time. In this module you'll learn the three tests of an effective close - the Closing ACT -- Action Planning, Celebration, and Tying things together. Throughout the program at least a dozen different ways to close will be modeled and you'll have the opportunity to adapt these to your own training programs.

B. Openers -- Most trainers don't open -- they just start dumping content. In this segment you'll experience the three keys of a powerful opener - raising the BAR -- Breaking preoccupation through involvement, Allowing time for networking, and being Relevant to the specific course content. You'll understand the difference between an icebreaker (which you will never use again) and an opener.

Throughout the class you will experience a dozen different ways to close -- and explore how to adapt them for your own content. You'll also identify the one thing 90% of all trainers do to end a program -- that should NEVER be done at the end of the program -- and why this same thing should be done at the BEGINNING of the program!

C. Revisiters -- One of the worst things a trainer can say is "Let's review." Yet Bob estimates that over 70% of the trainers he observes for clients will use that phrase. It’s a signal for participants to tune out because it's content that's already been covered -- and just because you've said it, doesn't mean that they've learned it. We know from research that key learning points must be REVISITED at least 6 times to move from short-term memory to long-term memory.

Review is when the instructor says it again; REVISIT is when participants are re-engaged in the content. More than 24 ways to revisit content will be modeled -- and you'll adapt at least five for your own training.

D. Energizers -- How do you get class energy back up when it lags -- and it will -- several times a day? Most trainers try talking faster or putting someone on the spot with a question. These methods don't work. Involvement and movement are the keys. More than 6 ways to involve your participants – and get them to move – will be modeled. You’ll adapt at least two for your own training.

• MODULE 3 Bob’s Instructor-led, Participant-Centered Models – and How to Apply Them

A.    The 90/20/8 (4) Rule Adults listen with understanding for 90 minutes, they only listen with retention for 20 minutes. We need to change the pace every 8 minutes. This workshop models how to do that.
B.    CPR – We chunk all of our content into maximum chunks of 20 minutes – and in this chunk we have: content, participation, and opportunities to anchor the content through revisiting (not reviewing) C.    CIO – There is a social dynamic in training – first people want to feel in control – or safe. Next they want to be included. Finally they are willing to be open. The section will reveal how this was modeled in the workshop – and how you can apply it in your own training.

• MODULE 4 Memory and Learner Motivation

A.   The Seven Ways to Remember Anything
B.   Windowpaning and How to Use It
C.   5 Ways to Kill Motivation
D.   11 Ways to Motivate Adults
E.    54 Ways to Put Variety in Your Training