Welcome to arena coaching
Training and development has always been a structured and semi-predictable formula using age-old formats. With the rise of millennial workers and their affinity for social media and quick and “now” learning methods, the training and development organization is shifting from traditional layouts to online and in-time learning.
Many large companies with high engagement, such as Amazon and Google (with which we're linked via www.arena360.co.uk), have instituted new learning methods to use technology in a savvy, social way.
With training as fluid as sitting with a manager and learning something new at the exact time it’s needed, completing the task independently, and then being critiqued during a “lessons learned” session, employees are starting to respond to training that doesn’t require the traditional training request.
Please see our offers here
Training Packages - DRAFT
Intro to Psychometrics
Goals and Direction
Be Do Have
Wheel of Life
The Job To Be Done
Value Proposition Design
The Digital Eco-system
Events Model Canvas
Training Needs Analysis
Arena offers a training needs anaysis driven design, delivery and evaluation service, and fully bespoke training courses, carried out in-company.
The training expertise provided by Arena is built on a solid base of competency and experience.
There will be a critical evaluation of ROI and if training itself is the actual appropriate intervention.
Designing and producing a training session can be a difficult task. Not only do you have to make sure the knowledge/skill you are training is factually correct but you also have to present it in a form which is easily digested by your learners.
There is a logical 8 step process which will ensure that you include everything you need to in your training design and the learning can be evaluated back against your session objectives.
|Step 1||What is the need for this training? Talk to the learners and their bosses and find out what they need to be doing differently as a result of the training. Is the need knowledge, skill or attitudinal based?|
|Step 2||Write the objectives that you can realistically achieve given the number of learners you will be training and the time you have to train them in. The objectives should be written in behavioural terms (what they will be able to do at the end of the training) and reflect the knowledge, skill and attitude requirements identified in Step 1.|
|Step 3||Now write the evaluation material which you will use to test that the learners have achieved the session objectives. Make sure that the evaluation proves that the learning has been taken on board.|
|Step 4||Look at the evaluation exercise and ask yourself, “What do the learners need to learn in order to pass my evaluation exercise?”. The answer to this question is a list of subject matter and this list becomes the outline of the training session.|
|Step 5||You are now ready to write the actual training material. Make sure your training design includes variations of approach to suit all learning styles. Include exercises, activities, discussions, role plays, syndicate work, case studies etc. to break the learning up into bite sized chunks.|
|Step 6||Write the first thing you are going to do or say at the start of the session. Whatever you choose to do to start the whole thing off, bear in mind that a good dynamic start is more likely to lead to higher levels of concentration and motivation from the learners. It is a good idea for the start to make a valid point about the need which has been identified for this training.|
|Step 7||You may need to include an activity to enable delegates to get to know each other before the main part of the training starts. Use a process which is relevant to the objectives of the event and not just about each person introducing themselves. For example on a recruitment interviewing skills course I ask each learner to say three things about themselves – one of which must be a lie. Then the learners try to guess each other’s lie. The point here being that it is easy for job candidates to lie if the wrong types of questions are put to them.|
|Step 8||Finally practice running the session with some colleagues and then ask them to give you feedback. This “walk-through” will help iron out any potential problems before you run it live.|
Awards & Testimonials
The Earth House – holistic mental health treatment model
Media award for “COSMIC” a video profile of a treatment service
Training and development has always been a structured and semi-predictable formula using age-old formats. With the rise of millennial workers and their affinity for social media and quick and “now” learning methods, the training and development organization is shifting from traditional layouts to online and in-time learning. Many large companies with high engagement, such as […]
Welcome to our new site for Arena Coaching, still “fresh out of the box”. This is technically a live site yet barebones – our media and project offers are at www.arenaprojects.co.uk Arena Coaching will start pop up sessions in SHINE Enterprise Centre, under a social enterprise model – please see http://shineharingey.org.uk/
360° VIDEO/VR CONTENT, CREATORS AND AD PRODUCT Arena is an expert creator for Blend, the world’s leading provider for Brands and Publishers looking to benefit from the deeper audience engagement that immersive content offers. Blend have built the largest library of premium 360° Video/VR films, available to license for use in campaigns across social media, […]