CREATIVE TRAINING TECHNIQUES

TRAINING INVESTMENT
$1,475 per participant per workshop

Discounts Available
$50 if registering online 
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Facilitator Biography

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The Creative Training Techniques™ seminar provides two days that will inspire and enable you to design and facilitate high impact, participant-centred learning experiences. This seminar is available as a public or inhouse seminar.

You and your participants will never feel imprisoned again because everything you facilitate will be outstandingly productive, enjoyable and memorable.

You can't change behaviour in a training room between morning coffee and a boxed lunch.  Results are reached through a commitment to increase performance one trainer, one manager, one employee, at a time.

The CTT Group exclusive providers of Creative Training Techniques™ in Australasia, has helped organisations make a difference in how they design and deliver training and performance solutions that are measurable.

Now, more than ever, the training function operates like any other business function with increased attention to operational efficiency, accountability, and connection to organizational strategy.

Whether you are a new trainer or a high-level learning manager who needs to develop a few new skills or solve a performance issue, we can help you make a difference in your organisation.

FREQUENTLY ASKED QUESTIONS

• Who Should Attend
• Who Facilitates the Two Day Seminar
• What is the Aim
• What is the Objective
• What is Participant Centred Training
• What is the Financial Investment
• The More Effective Alternative to Lecture-Based Training
• What do Past Graduates Say About this Seminar

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WHO SHOULD ATTEND
The CTT Seminar is ideal for Managers, Learning and Development Professionals and Team Leaders.  Both seasoned professionals and beginners will get an enormous array of practical tools and tactics as well as a healthy of dose of inspiration from this dynamic two day seminar. 

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WHO FACILITATES THE SEMINAR
The CTT Seminar is facilitated in Australasia by Andrew Inglis, Managing Director of The CTT Group.  Andrew’s unique combination of 15 years as a professional trainer and presenter plus 12 years as a professional actor has enabled him to become one of the most sought after trainer/presenters in Australasia.
Andrew has trained and coached more than 3000 leaders of learning and influenced the communication cultures of many leading corporations. 

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WHAT IS THE AIM
To enable participants to design and facilitate outstandingly productive and enjoyable learning experiences.

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WHAT ARE THE OBJECTIVES
By the end of this 2 day experience, participants will have enhanced their:

• Knowledge of an array of specific, practical techniques for managing attention in groups
• Understanding of how and why to make learning participant-centred 
• Enthusiasm and commitment to making learning as enjoyable and productive as possible
• Ability to facilitate groups with greater ease and impact than ever before

2-Day Agenda

1. Effective Openings: The Key to Success

• Why an effective opening is critical
• Getting people mentally and physically in the room
• The difference between openers and icebreakers
• Why icebreakers should NEVER be used
• 3 Tests of an effective opener
• 4 powerful openers – and how to get 50 others

2. Effective Closers: Important for the Future

• Why trainers almost NEVER close, but should
• One thing trainers do that NEVER should be done at the end of a program
• Why one of the LAST things done in a program should be done almost FIRST
• Three tests of an effective close
• 3 powerful closes – and how to get 30 others

3. Retention and Learning: What It’s all About

• How to apply current research on learning
• The Presentation – Training – Facilitation continuum
• Instructor-led, participant-centered training
• Pike's 5 Laws of Adult Learning
• Memory and learning – 7 things you need to know

4. Needs Assessment: Doing the Right Thing

• Making sure you deliver the right answer
• How to satisfy three key groups with your design and delivery
• Applying the KILI formulas to more sound design and transfer

5. Learner Motivation: Without it They are Lost

• How to keep them learning after you've stopped teaching
• Basic definitions
• Five ways motivation gets killed
• Eleven ways to motivate adults to apply and transfer what
  they've learned

6. Developing Learning Objectives

• The Four Domains of Learning
• Setting SMART objectives

7. Choosing Instructional Methods: No One Answer

• Tapping the power of Pike's Instructional Design Grid
• Applying the Involvement Continuum
• Using the Seven Learning Objectives
• Nine considerations of the learning environment and how they impact your design/delivery
• Thirty-six alternatives to lecture

8. Designing a High-Impact Lesson Approach

• Eight dynamic attention getters/energizers that will keep your participants focused and learning
• Seven powerful transitions that increase audience buy-in and participation
• Seven powerful ways to revisit and reinforce content

9. Lesson Development: Getting it Right the First Time (Almost)

• Applying the 90/20/8 Rule
• How to use mind mapping to reduce development time 25–50%
• "Chunking" your content using the CPR method
• The three stages of a learner's safety cycle
• Looking at a sample day

10. Lesson Application

• The two radio stations all participants listen to and how to get them to tune in to your content
• Structuring action plans – Making sure they put it all to work
• Creating a 30-60-90 day action/accountability plan

11. Preparing the Learning Environment: Don't Overlook This

• Pre- and post-preparation and debriefing
• Three key considerations for any room arrangement
• Four characteristics of an ideal training room and what to do when the room is less than ideal

12. Classroom Management: Creating an Environment Where Learning Takes Place

• Physical room arrangement
• Having participants set their own standards & norms (Hint: they will be much tougher than yours)
• Dealing with difficult participants

13. How to “CTTize” Your Existing Training: 6 Critical Steps for Increasing the Impact of Your Current Content

• Applying the CPR process
• How to prioritize your content: need to know, nice to know, where to go
• Using the 90/20/8 rule
• Applying the C.O.R.E. elements to your content
• Developing transfer strategies
• Creating your evaluation process

14. Applying the CTT Approach to “Specific Situations”: It's Still the Same, But…

• Computer training
• Technical training
• E-Learning

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WHAT IS PARTICIPANT CENTRED TRAINING
The unique Participant-Centered Training Process is a revolutionary alternative to mind-numbing lecture-based training. In participant-centered training, the learning shifts to the participant. Instead of the trainer feeling totally responsible for the learning taking place, the shift is to the participants taking responsibility--and not just for their creativity and experience, but to create action plans for using any new skills or content.
Research and experience have proven that adults learn best when they participate. In fact, group interaction dramatically increases learning retention. The Participant-Centered Training Process uses up to 80% group interaction, even with all-new content. Years of repeated success with some of the world's leading corporations proves our approach works.
Our customers are testimony to the quality of our programs which have been developed, tested, and fine-tuned over the past 12 years.

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WHAT IS THE FINANCIAL INVESTMENT
The cost of the two day seminar is $1,475 per person.  Participants that register online receive a $50 discount.  There is a further $100 discount per participant if registering two or more.
All meals, venue costs, material and facilitation costs are included in the registration fee. 

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THE MORE EFFECTIVE ALTERNATIVE TO LECTURE-BASED TRAINING
by Bob Pike, CSP, CPAE

In 1973, my understanding of training changed forever. For a long time, I'd realized most adult learners (exposed to over eight hours of lecture-based training) start to daydream, fidget, and generally lose interest in what the trainer is saying. As a trainer myself, I'd work harder and harder as the day wore on. I'd dazzle people with colorful visuals, entertain them with jokes, and change the pace with interactive breakout activities. And I got rave reviews for my efforts. But I knew they were passive listeners. They didn't learn as much as they could have.

After four years as a trainer, I had a revolutionary experience. I experienced a more effective alternative to lecture-based training through a seminar called Adventures in Attitudes®. Instead of lecture, the instructor made a few thought-provoking, introductory remarks, then passed out written materials for each group to discuss. After each group summarized its discussions, we moved on to the next activity. By the end of the session, I realized I could recall almost all of our discussions and activities because I was involved in my learning.

Since 1979, my efforts, and those of my senior training consultants, have focused on creating a participant-centered training approach to replace the usual lecture-based training approach. Our participant-centered training uses group interaction over 80 percent of the time. Typically, most training sessions use a lecture-based teaching approach for 80-90 percent of the content and one or two group activities to change the pace.

The key focus in our participant-centered training approach is to assist participants in developing their own answers, applying tools and techniques, using reference materials, and tapping their own resources (as well as those of their colleagues) to reach solutions that work in the training session as well as on the job. By using the structure of small groups and interactive training sessions, participants are given experiences that make it possible for them to apply the content back on the job, when the trainer isn't readily available to solve every problem or answer every question.

In our participant-centered training, we provide a supportive environment for participant exploration, struggle, and discovery, so the insights they gain will truly be theirs, as well as the self-confidence that comes from those discoveries.

This is what's at the core of participant-centered training. The key results of this training approach are:

• Enthusiastic participants!
  
• Dramatically increased training transfer to the job
  
• Greatly improved learner retention
  
• More information presented in less time
  
• An accelerated learning environment
  
• An exceptionally well-trained, effective workforce
  
• Participant buy-in...even from the difficult participant

In participant-centered training, the learning shifts to the participant. Instead of the trainer feeling totally responsible for the learning taking place, the shift is to the participants taking responsibility--and not just for their creativity and experience, but to create action plans for using any new skills or content.

Imagine that as one trainer, you can create 100 watts of creative energy in the room...or 300 watts on a really good day. Now, imagine if we tapped into the creative energy of all 25 participants in a session at 100 watts each.

That's 2,500 watts! Any room with that kind of creative energy would be almost blinding in its "brilliance." This is the kind of energy that's created through participant-centered training as 25 people begin to actively share their ideas and experience.

It follows, we as trainers, have to appreciate what people bring to a training session and set up ownership situations where participants' concerns, expertise, questions, and ideas surface. We can't do that in a lecture setting. So participant-based learning depends upon the dynamics of the group where people talking to people come up with dynamic, creative ideas and solutions to their problems.

If we use the analogy again of 25 participants in a session, just think how many years of experience you'd have if each one of those trainers had 20 years' experience. That would amount to 500 years of experience in your room! Imagine the creativity and energy of such a group and the power to initiate results!

Since 1979, we've developed hundreds of new techniques and competency areas for participant-centered learning. When trainers leave our sessions, they have a step-by-step process to develop a participant-centered training approach.

This process and innovative training techniques assures learner buy-in and improves the retention rate of what they need to learn.

In our programs, we use the 90/20/8 rule. No module we teach ever runs more than ninety minutes, the pace changes every twenty minutes, and we try to find a way to involve people in the content every eight minutes. This is based on Tony Buzan's book, Use Both Sides of Your Brain. Buzan's findings are that the average adult can only listen with understanding for ninety minutes, but can listen with retention for twenty minutes.

Our basic philosophy of business is to help organizations achieve results through people. We have worked with over 75,000 corporate trainers to advocate our very successful participant-centered learning approach. For us, success is measured by increased retention and actual transfer of skills to the job. People must be more effective after the training than before the training.

In all we do at The Bob Pike Group, you might say we want to put into practice what Confucius knew back in 451 B.C. when he observed: "What I hear, I forget; what I see, I remember; but what I do I understand."

We want all our participants to hear, see, and remember, but most of all, we want our participants to do, know, and understand. The bottom line is more effective training which greatly improves learners retention and content transfer. Your end-result is a more valuable and efficient workforce.

I know we've touched on just a few aspects of our participant-centered training. We haven't discussed actual techniques, tools, energizers, openers, workbook developments, and such. Through our seminars, customized in-house programs, conferences, keynote presentations, and product catalog, our company vision is to provide training leadership by applying participant centered advances to life-long learning and teaching--to increase learners' performance and enable organizations to achieve their goals. It is my passion and my goal to share this powerful approach with all trainers to forever change the way we train and to create a more vital and effective workforce.

Bob Pike, CSP, CPAE
President
The Bob Pike Group, Inc

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WHAT DO PAST GRADUATES SAY ABOUT THIS SEMINAR

All our Graduates are more than happy to speak to prospective clients. Don't ask us to tell you how good our workshops/seminars are - ask our clients.

Fantastic workshop and I learnt many activities and theories that I will certainly put into practise in my future facilitation.  Daniel Scott Telstra

Excellent opportunity for me to consolidate my learnings - really very enjoyable. Thanks Andrew.

CTT obviously put the hard yards into understanding the Telstra culture and delivered a thought provoking, engaging 2 day experience that I would recommend to anyone needing to communicate with others. 
Chris Flaherty, Telstra

The Content was superb.  I felt valued because we were provided, not only with a workbook (playbook) but also with a top-quality reference book. Thank you Andrew and all at CTT.
Cherylynn Sellick, Telstra

Thank you ! I am certainly taking many new ideas back to my workplace. Looking forward to applying what I have learnt.
Rose Pitman - Royal Automobile Club of QLD

Informative, entertaining, beneficial and expertly executed. Thankyou.
Nicholas Antuar, RACQ

There are it seems topics that are impossible to facilitate - at least that is what I thought until I did Creative Training Techniques. Now it seems nothing is impossible.  C P R, thank you Andrew.
John Christina R Salvador, Schering Plough Singapore 

Thankyou for my certificate of recognition and also for posting the envelopes to us as promised at the end of the CTT course.  As a new trainer I have utilised many of the things I learnt from CTT and had great success with them as reflected by the feedback from those being trained. Many times they enjoy the "brain breaks" and now I know what it means to "facilitate" a group! Some of the techniques I use on a daily basis are:
1. what does this smelly pen smell like?
2. someone to volunteer and walk around the room and put hand on shoulder - this is the new volunteer.
3. someone responsible to bring everyone back from breaks on time
4. 4 facts activity
plus many others that I have been inspired to create on my own......so thanks again for a fun and extremely productive course that I could apply immediately. Kind Regards
Tunisha Helu, Training Consultant
Eli Lilly Australia Pty Limited

This should be known as “Creative Communication” It can be applied to all types of communication not just training.  I can’t wait to try the techniques and develop some more.  I would appreciate some more insights at a later date.  Thank you Andrew !
Alistair Barkhouse of Bristol Myers Squibb

I believe that this course is applicable to a wider audience than just people with the title trainer !
Karen Mazur – IBM

Public Seminar in Sydney
I enjoyed the two days immensely. It gave me a number of ideas which would aid me in facilitating sessions.  Susan Zoszak Australian Customs Service

Good fun, great content, excellent process. Mike Neaves, Integro Learning Australia

Great program with useful hints and tips to help me become a more polished and successful trainer.  Paul Ioakim, Pfizer Pty Ltd

Easily the most enjoyable and productive course I have attended in years.  Thank you ! Judy Egan, Australian Customs Service

Sydney Public Seminar
Lots of useful ways of facilitating better. Opportunity to do a Step 2 in managing the people/personalities.  Mary Dadah Boral

Good stuff to build confidence as a new trainer.  Cameron Dimech Pfizer Pty Ltd

Overall I thought a greal deal about this course and would not hesitate to suggest it to other companies.  James Sutherland Vodafone First Mobile

Great course.  Can't wait to put it into practice.  Karla Hales, Austrac

Inhouse Schering Plough CTT Seminar
Excellent.  Lots of ideas to help vary and improve presentations.  Tim Templeman

Great mix of practical ideas, discussion examples and actin.  Susan Yul

Melbourne
This course was suggested by friends at work and I can see why.  It has helped me take away many ideas that I can use.
Daniel Sortino - UCMS

It was great to see the theory and explanation behind many techniques I see in training sessions at BMS.  This tells me that your workshop is effective as I see so much application back in our workplace.
Vicki Klunyk - Bristol Myers Squibb

Organisations Who Keep Coming Back
The CTT Group has trained more than 3,000 facilitators, trainers and presenters since 1994. Our most regular clients include: Abbott Australasia, Alcatel, American Express, Bristol-Myers Squibb, Dupont, Eli-Lily, Glaxo-Smith Kline, Hanimex, IBM, KFC, MLC, NRMA, NIB, Pacific Access, Pfizer, Qantas, Roche, SAP, Safeway, TAFE, Teletech, The University of Wollongong, Vodafone, Wyeth, Australian Customs Service, The Warehouse

More Testimonials 

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