Register now or log in to join your professional community.
Modern Audio-visual aids are really helpful. Try to keep popping fun quizzes between sessions and give away freebies to those who answer correctly. You may use relevant videos and management games as well, depending on the type of training being conducted. All this would definitely help in keeping them engaged, attentive and productive!
It all depends on your presentation and delivery skills. Good presentation and delivery may turn fade topic into interesting one and a bad presentation and delivery definitely will spoil good topics.
Training topics followed by relevant example and intermittent fun out of training topics helps a lot.
By small tasks, variety in training method. Group discussions and refreshment pauses.
Thanks to invite.
Professional knowledge and effective communication with involvement of the trainees are very helpful. If a Trainer can manage friendly environment than involvement will be more effective.
The ARCS Model
Motivation during training can be best discussed from the work of Keller primarily the ARCS Model.
Keller emphasizes (1987a) that the ARCS Model is a problem-solving, empirical approach to applying motivation to instructional design. Motivation is not only the learner’s responsibility but is also the instructor or designer’s responsibility.
Each factor of the ARCS Model has three elements, which Keller (1987b) delineates.
First, Attention includes (1) perceptual arousal--use of strategies to gain initial interest; (2) inquiry arousal--use ofproblem-solving, questioning, a sense of mystery and progressive disclosure to increase interest; (3)variability--use of variety (lecture with visuals, group activity, or game) for a change of pace.
Second, Relevance, which is the concept of linking the content to the learner’s needs and wants, includes: (1) goalorientation, which may mean outcome of learning such as obtaining a job, reward, etc. or may imply the means of learning; (2) motive matching involves the learner’s choices about strategies of learning, such as by group interaction, competition, or individual work; (3) familiarity or connect to what one already believes and understands such as realistic graphics, people’s names, personal learning experiences.
Third, Confidence, which provides a sense of self worth and success ability in challenging tasks, involves strategies to: (1) provide learning requirements in the form of clear objectives; (2) provide success opportunities early and often enough to establish the learner’s belief in his or her ability to achieve. (3) provide personal control over the learning with choices of content, objectives and activities. This relates success to one’s choices and effort.
Fourth, Satisfaction includes strategies to: (1) increase the natural consequences for use of the content, simulations, projects, real-life activity; (2) provide positive consequences--both intrinsic and extrinsic rewards; (3) assure equity of rewards so that they match achievements.
By giving live examples, conducting quiz, role plays
I agree with our specialist Mr. Ali Ahmad..............
Thanks for invitation,
Agree with Mr. Ali Ahmed, using short video films for some pioneer organizations (for example) will indicate and motivate the trainees, how much the change in their organization when they apply what they are training for.
