Introduction:
Toastmasters International is a renowned organization dedicated to helping individuals improve their communication, public speaking, and leadership skills. Within Toastmasters, the Toastmasters Club (TMC) serves as a platform for members to practice and enhance these skills in a supportive and constructive environment. Facilitating a learning session within a TMC is a crucial aspect of the club's activities, as it provides opportunities for members to learn, grow, and develop their skills.
This guide aims to provide a comprehensive overview of how to effectively facilitate a learning session in a Toastmasters Club. It will cover various aspects of the process, including preparation, execution, and evaluation, to ensure a successful and impactful learning experience for all participants.
Understanding the Purpose of a Learning Session:
Before delving into the details of facilitating a learning session, it's essential to understand its purpose within a Toastmasters Club. The primary objectives of a learning session include:
Providing members with opportunities to practice and refine their public speaking and leadership skills.
Creating a supportive and encouraging environment where members can receive constructive feedback and support.
Fostering personal growth and development by offering educational content and resources.
Encouraging active participation and engagement among club members.
Preparing for the Learning Session:
a. Topic Selection:
Choose a relevant and engaging topic that aligns with the objectives of the Toastmasters Club and the needs of its members.
Consider the interests, skill levels, and preferences of the club members when selecting a topic.
Balance the content to ensure it caters to both novice and experienced speakers and covers a range of areas, such as speech delivery, leadership principles, and effective communication techniques.
b. Content Development:
Research and gather relevant information, examples, and resources to support the chosen topic.
Organize the content in a structured and coherent manner, considering the flow of the learning session and the time allocated for each segment.
Incorporate interactive elements, such as group discussions, activities, and exercises, to enhance engagement and participation.
c. Material Preparation:
Prepare visual aids, handouts, and any other supporting materials needed for the learning session.
Ensure that all technical equipment, such as projectors, microphones, and speakers, are functioning correctly.
Rehearse your presentation and familiarize yourself with the content to deliver it confidently and effectively.
Facilitating the Learning Session:
a. Introduction:
Start the learning session by welcoming the participants and providing an overview of the agenda and objectives.
Establish rapport with the audience by introducing yourself and creating a relaxed and inclusive atmosphere.
Set expectations regarding participation, interaction, and feedback to encourag
2. Objectives:
This are the objectives of the training:
To understand the roles of the trainees
To understand the meaning and principles
of CBT
3. CBT CBT stands for Competency Based Training. It is a
training delivery approach that focuses on competency
development of the learner as a result of the training.
Roles of CBT Trainer
Serves as a team member to determine what is to be learned
Roles of CBT Trainees
Trainees may choose how they want to learn-individually, on a one to
one basis, in small group, in large groups, or with audio visuals.
other definition of CBT:
Emphasizes most on what the learner can actually do
Focuses on outcomes rather than the learning process within
specified time
4. Competency standard:
BASIC CORE
COMMON
HANDLE BREEDERS
HANDLE FARROWING AND
SUCKLINGS
RAISE WEANLINGS
PRODUCE FINISHERS
MAINTAIN HEALTHY ANIMAL
ENVIRONMENT
APPLY BIO-SECURITY MEASURES
5. 10 principles of CBT
1.The training is based on curriculum developed
from the competency standards.
2.Learning is competency-based on modular in
structure.
3.Training delivery is individualized and self-
paced.
4.Training is based on work that must be
performed.
5. Training materials are directly related to the
competency standards and curriculum.
6. 6. Assessment of learners is based in the collection
of evidences of work performance based on
industry or organizational required standards.
7. Training is based on and off the job components.
8. The system allows Recognition of Prior
Learning.
9. The system allows multiple entry and exit.
10. Approved training programs are nationally
accredited.
7. Comparison between
Traditional Approach and CBT Approach
Traditional Approach CBT Approach
Focuses on managing
instructions
Rating system is in
numerical such as 95 or
85 as long as number
Trainers focused on
managing learning
There are only outcome:
it’s either you are
Competent or Not Yet
Component
8. CBLM
stands for Competency Based Learning
Materials. It consist training materials
activities for you to complete the training. Is
simply a well designed and carefully
developed learning material that give
trainees detailed instructions to guide them
through the learning process.
9. Methods of Evaluation:
Written Test
Demonstration
Interview
These are the Monitoring tools:
Achievement Chart
Progress Chart
Trainee’s Record Book/TRB
10. 9 CBT Areas
QUALITY
CONTROL AREA
TRAINER’S
RESOURCE AREA
COMPUTER
LABORATORY
AREA
LEARNING
RESOURCE AREA
INSTITUTIONAL
ASSESSMENT
AREA
CONTEXTUAL
LEARNING
LABORATORY
SUPPORT SERVICE
AREA
DISTANCE
LEARNING AREA
PRACTICAL WORK
AREA
