1. learning styles
2. TRAINER
2.1. Roles - what do trainers do?
2.1.1. Outside the Training Environment
2.1.1.1. Skill Gap Analysis
2.1.1.2. Writer/Designer
2.1.2. In the Training Environment
2.1.2.1. Instructor
2.1.2.2. Facilitator
2.1.2.3. Marketer
2.2. Transfer Agent
2.2.1. Knowledge
2.2.2. Processes
2.2.3. Tools
2.2.4. Skills
3. Strengths Perspective
3.1. Equanimity
3.2. Building capacity
3.3. Releasing potential
3.4. Nurturing competence
3.5. Studying what’s right with people
4. ACTION STEPS
4.1. Define the problem(s)
4.1.1. verify & prioritize
4.1.2. potential causes?
4.1.3. approaches?
5. integrate previous knowledge and experience with new
6. Training VS Trainer
7. SUPERVISOR
7.1. Roles - what do sup.s do?
7.1.1. basic management
7.1.1.1. decision making, problem solving, planning, delegation
7.1.2. Organizing their department and teams
7.1.3. Noticing the need for and designing new job roles in the group
7.1.4. Training new employees
7.1.5. Identifying other training needs
7.1.6. Employee performance management
7.1.6.1. Accountability
7.1.6.1.1. expectations
7.1.6.1.2. feedback
7.1.6.1.3. weekly written progress reports to supervisor
7.1.6.1.4. scheduled 1-1 sup/employee meetings monthly
7.1.6.2. Motivate
7.1.6.2.1. Personal Keys
7.1.6.3. SMARTER
7.1.6.3.1. Specific
7.1.6.3.2. Acceptable
7.1.6.3.3. Realistic
7.1.6.3.4. Time frame
7.1.6.3.5. Extending
7.1.6.3.6. Rewarding
7.2. styles
8. HURDLES
8.1. A Deficit Mindset
8.1.1. Repairing problems
8.1.2. Healing wounds
8.1.3. Identifying defects
8.1.4. Studying what’s wrong with people