An opportunity arose to train in another county in SW Region down in Cornwall. The venue was a combined church and village hall type space renovated with lottery money. The training was in the church straight after Rainbows with the Guides playing games next door in the community space - the church was very cold. There were 8 Leaders including 2 brand new ones who hadn't received their LQ books yet, however 1 had previously been a brownie leader and interjected with some relevant examples.
This is the first training I have done with the revised training plan; and it was really useful having the slide numbers on the plan to refer to throughout the training. I stuck remarkably to the training plan with hardly any rabbit holes this time - the hardest part was covering cyber bullying as this particular group of leaders had virtually no experience of cyber bullying. I got the feeling that the local community doesn't receive as many new families as we have in Glos (there was a story of a brownie who came once, but her family were unable to read or complete the Starting Brownies leaflet as they did not understand English).
The leaders were unsure of their county policy on reporting issues of concern and the DC who was present at the training said she was going to raise the requirement for a policy at the next county meeting and feed back to Leaders.
There was lots of interjection from the participants and the 3 hours went quickly but the lack of examples from them meant we were able to cover everything in the plan.
Friday, 28 October 2016
Friday, 30 September 2016
Self Reflection Outdoor challenges Indoors inset 3
Just goes to show how easily the audience changes and the impact this can have on the whole training. This time there were 17 leaders and a big percentage were new leaders and it felt like they were a bit stunned really! The village hall was brilliant what a wonderful place to do Brownies. I think this Division gets the award for being the most able to adapt and reflect on activities!
I remembered the origami fish instructions but forgot the tea, coffee, sugar and milk! Truth to tell I'm bored with this training now and time to move onto something new!
I remembered the origami fish instructions but forgot the tea, coffee, sugar and milk! Truth to tell I'm bored with this training now and time to move onto something new!
Thursday, 29 September 2016
Self Reflection Adventure Indoors training inset 2
Lovely appreciative Division - they might be the furthest away from me but they are such a lovely lot to train! You just have to look out for the wild boars on the drive home. 10 leaders were booked in and 23 ish turned up. They weren't shy at joining in, and used the small corridor in the school for the snow ball fight. They also proved that leaders can be as messy as the girls (glue all down the outside of the bottle) - well they were doing a challenge from the messy challenge! I forgot the origami fish instructions so in true guiding style leaders taught themselves and each other.
The questions during the formal bit focused in on data protection of the starting section forms and how long they could realistically be retained. We were fortunate to have the County GO! expert in attendance. There were very interested in the educational framework which I think is good because most of the audience were experienced leaders. They helped clear away and were so complimentary one said it was one of the best trainings they had been too.
I'm always willing to go back to this Division to train!
The questions during the formal bit focused in on data protection of the starting section forms and how long they could realistically be retained. We were fortunate to have the County GO! expert in attendance. There were very interested in the educational framework which I think is good because most of the audience were experienced leaders. They helped clear away and were so complimentary one said it was one of the best trainings they had been too.
I'm always willing to go back to this Division to train!
Sunday, 18 September 2016
Self reflection on Adventure indoors training inset 1
We tried a new format for Inset week to be taken around all of the Divisions within the County - the formal training part was only 30 minutes long in section groups and the remainder of the evening there were challenges to try, with the objective of getting a challenge badge and including a café with food activities and the opportunity to network. I think the Leaders thought they were going to hear about the new programme so there was a fantastic turnout (22)!
The café format went really well and there was lots of talk going on about adapting the activities on offer to suit the girls. I was amazed at the lack of knowledge of the 5 Essentials to start with but the dedication of Good Guiding is ..... shone though. Feels like we have gone full circle now when I first started training leaders were saying "we don't want to play games and do activities" but this time they came in saying "wow this looks good" and I think we got approached for more section questions because it was quite informal. The resource pack of the challenges, tied with a guiding blue ribbon, was won by a brand new leader who was really excited to take it away and the other leaders were pleased for her. Everyone was given a handout with URL's for the resources and stating the source of the activities on offer on the night including several from Rustle, Bustle.
The biggest surprise for me was the enthusiasm with which the challenges to get the whatever the weather challenge badge were received. As a county we had previously decided not to have a training badge but I hope that gets re-visited after this training.
At the start of the session we had nobody booked in and I only did 12 handouts thinking that they would use at the next 2 trainings. Luckily the DC was able to photocopy at the venue but we really need leaders to let us know they are coming - I assumed it had been cancelled so nearly didn't attend! The format was a lot of work for the trainers in making examples, laying out and clearing away but I think the Leaders appreciated it. We also got off to a good start promoting the messages from the Trainers conference - less on programme and more on methods and participation by the girls.
The café format went really well and there was lots of talk going on about adapting the activities on offer to suit the girls. I was amazed at the lack of knowledge of the 5 Essentials to start with but the dedication of Good Guiding is ..... shone though. Feels like we have gone full circle now when I first started training leaders were saying "we don't want to play games and do activities" but this time they came in saying "wow this looks good" and I think we got approached for more section questions because it was quite informal. The resource pack of the challenges, tied with a guiding blue ribbon, was won by a brand new leader who was really excited to take it away and the other leaders were pleased for her. Everyone was given a handout with URL's for the resources and stating the source of the activities on offer on the night including several from Rustle, Bustle.
The biggest surprise for me was the enthusiasm with which the challenges to get the whatever the weather challenge badge were received. As a county we had previously decided not to have a training badge but I hope that gets re-visited after this training.
At the start of the session we had nobody booked in and I only did 12 handouts thinking that they would use at the next 2 trainings. Luckily the DC was able to photocopy at the venue but we really need leaders to let us know they are coming - I assumed it had been cancelled so nearly didn't attend! The format was a lot of work for the trainers in making examples, laying out and clearing away but I think the Leaders appreciated it. We also got off to a good start promoting the messages from the Trainers conference - less on programme and more on methods and participation by the girls.
Wednesday, 31 August 2016
Planning a Training Part 3
I confess I have never done this part of the Training Plan in one hit fitting the content to the timings in order to meet the objectives. I find it a very reflective process over several days sometimes even a few weeks. I find it very iterative; because I do a lot of reflecting- I try to envisage how I can maximise the impact for the participants. Increasingly I'm finding leaders are prepared to challenge GG policies and content:
I aim to keep the pace moving whilst providing plenty of time for discussion - it's better to have too much material rather than too little, as you become more experienced the additional material will give you the opportunity to flex your training plan to meet the needs of the learners. Don't try this until you feel confident to do so - it will knock your confidence if it goes wrong.
Remember you should be developing a contingency plan alongside your training plan - the ultimate contingency being that you can't deliver the training - have you given sufficient detail that another trainer is able to pick up your training from the training plan? What happens if there is an IT failure can you still deliver a quality training?
Don't forget to evaluate the training and self evaluate - that's the best way to improve and provide yourself with input for your personal development plan. Evaluation doesn't have to be a questionnaire - try collecting comments on a disposable tablecloth or make a set of traffic light cards and take a vote. Do your self evaluation as soon as possible while its all still fresh. Remember to spot issues you can take to your Trainers Support Group.
- "that's too corporate"
- "my girls keep on coming back without all this"
- "I'm just a volunteer"
- "I haven't got access to the internet"
I aim to keep the pace moving whilst providing plenty of time for discussion - it's better to have too much material rather than too little, as you become more experienced the additional material will give you the opportunity to flex your training plan to meet the needs of the learners. Don't try this until you feel confident to do so - it will knock your confidence if it goes wrong.
Remember you should be developing a contingency plan alongside your training plan - the ultimate contingency being that you can't deliver the training - have you given sufficient detail that another trainer is able to pick up your training from the training plan? What happens if there is an IT failure can you still deliver a quality training?
Don't forget to evaluate the training and self evaluate - that's the best way to improve and provide yourself with input for your personal development plan. Evaluation doesn't have to be a questionnaire - try collecting comments on a disposable tablecloth or make a set of traffic light cards and take a vote. Do your self evaluation as soon as possible while its all still fresh. Remember to spot issues you can take to your Trainers Support Group.
Tuesday, 30 August 2016
Planning a Training Part 2
Still reading Chapter 3 of Training and with your full understanding of what is required after your exchanges with the Training Organiser the next important step is to put the Aim & Objectives together for your training. In doing so remember training is about delivering the facts & providing opportunities for the participants to share experiences and develop the enthusiasm for leaders to believe they can do that.
Check out some sample aims and objectives (many GG resources include a sample training plan to get you thinking) remember the language of the words in the objectives - are they measurable ones? If you are struggling check out the Guiding Conversations series - these will start you off with questions to ask and you can really see the benefit in the planning process.
Are you using the correct medium to deliver the training? Some topics work well in a virtual classroom others need to be hands on and body language is valuable in determining how the messages you are delivering are being received. Giving consideration to the best format for delivery is important as this will impact on how easily you can vary the pace. {20 years ago the concentration span used to be 60 minutes now the recommendation is to change the pace every 12 minutes = the average length of an X-box session!}So you need to incorporate into your planning.
At this stage you will have an idea of what resources and content is available to include in your training; the planning process will help you refine this list. Next comes Part 3.
Check out some sample aims and objectives (many GG resources include a sample training plan to get you thinking) remember the language of the words in the objectives - are they measurable ones? If you are struggling check out the Guiding Conversations series - these will start you off with questions to ask and you can really see the benefit in the planning process.
Are you using the correct medium to deliver the training? Some topics work well in a virtual classroom others need to be hands on and body language is valuable in determining how the messages you are delivering are being received. Giving consideration to the best format for delivery is important as this will impact on how easily you can vary the pace. {20 years ago the concentration span used to be 60 minutes now the recommendation is to change the pace every 12 minutes = the average length of an X-box session!}So you need to incorporate into your planning.
At this stage you will have an idea of what resources and content is available to include in your training; the planning process will help you refine this list. Next comes Part 3.
Monday, 29 August 2016
Planning a Training Part 1
I've been developing a training plan to be used as our County Inset one to run in a few Divisions by being tweaked to match the venue and the stated training requirements from each Division.
The bible is of course chapter 3 of Training "Planning and designing a training session" which provides 18 pages of really good solid advice and lots of links. I thought it might be useful over the next 3 posts to cover the practicalities in relation to planning this specific training.
Firstly is at the requirements stage - I really can't impress how important it is to have a dialogue with the Training Organiser (who may be not a trainer herself) as to what the expectations for the training are! A classic methodology is for the training organiser to pick a catchy title and expect you to design the entire training around one statement. Have a number of conversations if possible and don't forget to ask questions about the potential audience. How experienced will the Leaders be? Will there be Leaders with Special needs? What facilities will I have access too? Don't expect that just because the training is in a school that you will have tables - you may be put in the gym! I once went to train in a fire station and I didn't ask, so wasn't told that the training was to be held in the garage where the engine would normally be kept. The impact being that the floor of the garage was really shiny and slippery so I had to change the programme on the hoof to accommodate the fact that we couldn't play active games on the floor. On one occasion I had a lady temporarily using a wheel chair which again meant a quick adaption so we spilled out into the corridor to allow the room required for all the activities.
The training you deliver to perspectives Leaders is very different to delivering the same topic to experienced leaders; if you were to have s significant number of new leaders could you adapt your training to meet their requirements? Could you cover Be our Best, Good Guiding is......., Adventure and Girl Led Guiding all in the same training to new and experienced Leaders?
Secondly the budget allocation - make sure you have agreed what expenditure is allowed. More frequently these days an allowance is made per head participating - but how will you reflect this in your plan if Leaders don't commit until the last minute before the training? Make sure you get guidance from the Training Organiser if this arises, don't ever be out of pocket. (If I see and buy something for a potential training I now keep a file with annotated receipts to use at a later date if I decide I can use the resources bought at an earlier date). Start your expenses early on in the process - if you leave it too late you might forget to include something.
In this particular example the primary drivers were to provide section trainings that are accessible around the County; and that Adventure is promoted indoors through out the Winter months. We also wanted to ensure we supported Leaders in applying the 5 Essentials when adapting activities to match the interests and abilities of their girls. A tall order!
If in doubt go back and discuss with the Training Organiser!
The bible is of course chapter 3 of Training "Planning and designing a training session" which provides 18 pages of really good solid advice and lots of links. I thought it might be useful over the next 3 posts to cover the practicalities in relation to planning this specific training.
Firstly is at the requirements stage - I really can't impress how important it is to have a dialogue with the Training Organiser (who may be not a trainer herself) as to what the expectations for the training are! A classic methodology is for the training organiser to pick a catchy title and expect you to design the entire training around one statement. Have a number of conversations if possible and don't forget to ask questions about the potential audience. How experienced will the Leaders be? Will there be Leaders with Special needs? What facilities will I have access too? Don't expect that just because the training is in a school that you will have tables - you may be put in the gym! I once went to train in a fire station and I didn't ask, so wasn't told that the training was to be held in the garage where the engine would normally be kept. The impact being that the floor of the garage was really shiny and slippery so I had to change the programme on the hoof to accommodate the fact that we couldn't play active games on the floor. On one occasion I had a lady temporarily using a wheel chair which again meant a quick adaption so we spilled out into the corridor to allow the room required for all the activities.
The training you deliver to perspectives Leaders is very different to delivering the same topic to experienced leaders; if you were to have s significant number of new leaders could you adapt your training to meet their requirements? Could you cover Be our Best, Good Guiding is......., Adventure and Girl Led Guiding all in the same training to new and experienced Leaders?
Secondly the budget allocation - make sure you have agreed what expenditure is allowed. More frequently these days an allowance is made per head participating - but how will you reflect this in your plan if Leaders don't commit until the last minute before the training? Make sure you get guidance from the Training Organiser if this arises, don't ever be out of pocket. (If I see and buy something for a potential training I now keep a file with annotated receipts to use at a later date if I decide I can use the resources bought at an earlier date). Start your expenses early on in the process - if you leave it too late you might forget to include something.
In this particular example the primary drivers were to provide section trainings that are accessible around the County; and that Adventure is promoted indoors through out the Winter months. We also wanted to ensure we supported Leaders in applying the 5 Essentials when adapting activities to match the interests and abilities of their girls. A tall order!
If in doubt go back and discuss with the Training Organiser!
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