A complete presentation on 'Train the Trainer' including various aspects of preparing a Trainer to deliver effective training, certification criteria for the trainer and certificate templates for both trainees and trainer.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
Techniques from the presentation "101 Interactive Training Techniques to Increase Learning" by Crystal Schimpf, Kieran Hixon & Nancy Trimm at the Colorado Association of Libraries 2011 Conference.
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
A complete presentation on 'Train the Trainer' including various aspects of preparing a Trainer to deliver effective training, certification criteria for the trainer and certificate templates for both trainees and trainer.
Giving and receiving feedback are tough for everyone. Who wants to criticize others or be criticized? Although managers have a duty to give honest feedback to staff and peers, many people resist change or differ on how to change—leading to interpersonal conflicts and impacting deliverables.
Techniques from the presentation "101 Interactive Training Techniques to Increase Learning" by Crystal Schimpf, Kieran Hixon & Nancy Trimm at the Colorado Association of Libraries 2011 Conference.
Toolkit for Employees: Giving and Receiving FeedbackNext Jump
This is the Next Jump tool kit for employees to get started giving and receiving feedback. This is focused on building the habits of feedback, based on the lessons and insights from Next Jump.
Most of the Managers fail to keep a blend of motivation and improvement while giving feedback to their team members. This presentation will help you give feedback effectively.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Statistics show that not only do people spend a lot of time in business meetings, but almost half of those surveyed stated that "unfocused" meetings were their biggest workplace time waster.This presentation will offer tips on how to run more effective meetings .
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
This is a one-day course on facilitation skills. It is essentially a meta-facilitation course, since it's a facilitated course about facilitation. So, the same techniques that you learn about facilitation are actually applied in the delivery of the course.
The topics of this training are:
- Presenting vs. facilitating
- Facilitator competencies
- Facilitation techniques
- Facilitation in action, using an advanced facilitation technique
- Handling disruptive participants
- Structuring your development plan to be a better facilitator.
The material is adapted from “Facilitation Skills Training”, by Don McCain and Deborah Davis Tobey, ATD Press.
These are the slides from a workshop I am running, it definitely doesn't quite translate to self paced online, but you get an idea of some of the stuff. Please provide comments if you have any feedback!
Statistics show that not only do people spend a lot of time in business meetings, but almost half of those surveyed stated that "unfocused" meetings were their biggest workplace time waster.This presentation will offer tips on how to run more effective meetings .
Members of Connect: Professional Women’s Network share advice for effectively delivering the good, bad and ugly.
Connect: Professional Women’s Network is online community with more than 300,000 members that discusses issues relevant to women and their success. The free LinkedIn group powered by Citi also features videos interviews with influential businesswomen, live Q&As with experts and slideshows with career advice. To learn more and join the conversation in the largest women's group on LinkedIn, visit http://www.linkedin.com/womenconnect.
This is a one-day course on facilitation skills. It is essentially a meta-facilitation course, since it's a facilitated course about facilitation. So, the same techniques that you learn about facilitation are actually applied in the delivery of the course.
The topics of this training are:
- Presenting vs. facilitating
- Facilitator competencies
- Facilitation techniques
- Facilitation in action, using an advanced facilitation technique
- Handling disruptive participants
- Structuring your development plan to be a better facilitator.
The material is adapted from “Facilitation Skills Training”, by Don McCain and Deborah Davis Tobey, ATD Press.
An individual with a disability is defined by the ADA as:
• A person who has a physical or mental impairment that substantially limits one or more major life
activities (e.g. walking, talking, learning, chronic illness),
• A person who has a history or record of such an impairment (even if they do not currently have a
disability, e.g. cancer survivors), or
• A person who is perceived or regarded by others as having such an impairment
Interested in getting experience at a startup? Here are a couple great places to start!
Proactive Networking
Successful entrepreneurship is all about successful networking, which means you should be doing it too! Most startups include the contact information of their founders and employees on their websites. Reach out and ask for a conversation in-person, over the phone, or virtually to introduce yourself and
learn more!
The key to making satisfying life choices is being aware of the things you already know about yourself and the world, and using this acquired insight when faced with an opportunity, a crossroads or a new field.
Under “Employer” write down the skills, experiences, and values the employer seeks in an applicant. Under “Applicant” write down the specific skills and experiences you have that match the needs of your preferred industry. Think about soft skills (e.g. teamwork, communication, leadership), technical skills, and relevant experiences.
1. Career Center
The STAR Method
STAR is formula for creating your best response to
behavioral-based questions. Interviewers expect you to
present your thoughts and experience in this manner. Don’t
worry, however. You’ll see that the STAR method is no
different than the basics of any story composition.
Question:
Tell me about a time when you had to provide difficult
feedback to a team member?
“Last semester I took a psychology course
that required a group project to examine
motivation. The professor assigned each
student to a 4-person group. My group
decided to look at what motivates college
students to participate in community
service activities.”
“As a group, we developed a plan
to distribute the work between us.
However, after the first few weeks, it
became apparent that one of our team
members was not completing her part
of the project and she missed one of our
group meetings. The rest of the team
decided that we needed to reengage her.”
“I took the initiative to set up a meeting
with her where we discussed our interest
in the project as well as the other
academic responsibilities. After talking
with her, it was clear that if we changed
her contributions to tasks that better fit
her skills and interests, she would most
likely contribute at a higher level.”
“It turned out that the team could
redistribute tasks without compromising
so every member got to work on the
pieces of the project that were of
most interest to them. In the end, we
completed the project and received
positive feedback from our professor.”
S
T
A
R
Situation
Set the scenario for
your example.
Task
Describe the specific
challenge or task that
relates to the question.
Action
Talk about the actions
that you took to
accomplish the task.
Result
Present the results
that followed because
of the chosen action.
A few
important
tips:
• A strong STAR
response will last
one to two
minutes.
• Be brief in your
set-up. Give just
enough
background or
contextual
information for
your story to
make sense.
• The result is
critical.
Everything in
your example
builds towards
this component.
• Use the structure
of the acronym
for direction if
you forget what
you were saying.
If all else fails,
skil to the R,
result.
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 •
Bay 5, Smith Warehouse, 2nd Floor • 114 S. Buchanan Blvd., Box 90950, Durham, NC 27708
2. Organizing Your Experience
Apply the STAR Method by using this chart to recall specific experiences that will better
support your responses in an interview.
Duke Career Center • studentaffairs.duke.edu/career • 919-660-1050 • Bay 5, Smith Warehouse, 2nd Floor •
114 S. Buchanan Blvd., Box 90950, Durham, NC 27708
Skill,
Experience or
Characteristic
Name of
Story
Situation Task Action Result
Leadership
Ability to
Work in Teams
Analytical
Skills
Adaptability