The reality is that training is chicken ribs, and you can listen or not. What's the problem? Training does not meet the demand? Is there a problem with the curriculum? The lecturer is not competent enough? Training does not land? Training didn't follow up?
Internal trainers have a long way to grow up, Xiu Yuan ~ Today I will look at a small aspect of training internal trainers: teaching methods of different course types ~
First of all, as internal trainers, we should understand that there are three kinds of training courses, from easy to difficult: knowledge-based, skill-based and ideological ~
Knowledge courses, such as product knowledge, rules and regulations, are simply courses to impart knowledge.
The goal of this kind of course is to make the other party master knowledge and use it flexibly, and the highest level is to make the audience like this knowledge. Therefore, the teaching methods are recommended as follows:
First, explain the basics:
You can use lecture method and video method. The advantage lies in efficiency, and the disadvantage lies in low interactive participation.
Students can also read knowledge or teach themselves, and lecturers can ask questions. The advantage lies in the high degree of participation, which can verify the learning effect. The disadvantage lies in the long time required.
After learning, you must have a test and repeat your memory many times in order to remember it effectively for a long time.
Second, the use of knowledge.
It is shameful to learn knowledge without using it! Therefore, we can give participants the idea of using knowledge by scene simulation.
If it is impossible to simulate one by one due to time, a follow-up form can be made after the training, and the supervisor of the trainees can assist the trainees in practicing. After the supervisor puts forward his opinions, he will fill in the follow-up form, and the internal trainer will take it back as a reference for follow-up counseling.
Third, fall in love with knowledge
This is a kind of brainwashing! Let trainees fall in love with knowledge depends on four aspects:
The eloquence of the first internal trainer made the students really feel that the products and systems are very good!
Second knowledge can bring fame or status to students!
Third knowledge can bring money or material to students!
Finally, knowledge can help students develop in the future!
The eloquence of the internal trainer is the foundation, and the second, third and fourth are the training courses.
Whether there are rewards (excellent students, prizes, etc.) for fame and fortune during the training period. ), the benefits of fame, the benefits after training (internal publicity, setting an example, salary increase, etc. ), whether there are specific development routes and methods in the future (career planning guidance, reserve talent development plan), and whether students can see their improvement with the naked eye (after-school homework, after-school work inspection), these are all things to be considered in curriculum design.
Training is never just your own business, and good internal training is employee management!
Skills-based courses, such as sales skills and communication skills, are the learning and application of skills and technical skills. The difficulty of this kind of course lies in application!
First of all, it is suggested that internal trainers make an operation manual, such as sales skills, which are divided into three steps: pre-sale, sale and after-sale. The specific skills are decomposed step by step, so that students can do things according to the operation manual and know what to do first and then what to do!
Of course, methods can be appropriately added in the operation manual, such as how to operate the instrument in any special circumstances, such as sales, how to answer customers' questions, and so on.
The quality of the operation manual depends on the internal trainer's mastery of this skill. Of course, you can also ask professionals to write it and polish it yourself.
Secondly, we must practice in the course, set up corresponding scenes, and let students keep talking and practicing. Exercises should account for more than 60% of the course time. Even if you read the speech, you should let the students read it ten times. Students can blurt it out after reading it, which is better than listening to us for ten times!
Finally, if time and energy allow, the best way to master skills is to go to the scene!
The internal trainer takes students to the first-line factory for practical operation, to the first-line sales site for sales, to communicate with leaders, to negotiate with customers and to motivate subordinates!
This method can see the best effect, but it is the most time-consuming and laborious. You can adopt the elite system, that is, select elites, teach in small classes, and then teach other employees after the elites have studied. ?
Ideological courses, such as positive attitude and professionalism. In short, it is to let students accept positive and innovative ideas in the mode of thinking and mentality, which is called brainwashing for short.
This kind of course is a great test of the ability of internal trainers. In order to teach this kind of courses well, auxiliary tools are very important, because teaching alone can easily arouse students' disgust. Auxiliary tools include videos, music, games, psychological tests, etc. Experiential teaching can be adopted. If there is a fee, you can introduce foreign training, expand training and sand table.
How to improve the brainwashing ability of internal trainers? Start from four aspects! Why is brainwashing difficult? Because I know everything you say! Why is it difficult to brainwash? Because everyone talks big! So, to improve your brainwashing ability, you can do this:
First of all, add the latest news!
Everyone said the same thing. Who wants to hear it? If you tell him what he knows, who will listen? Tell him a hot news that he doesn't know, to introduce the theme and instantly attract attention. For example, the tearing war between Alipay and WeChat, such as the tearing war between Didi and Uber. This news should be popular, there should be gimmicks and conflicts, and everyone will enjoy it!
Second, change the angle!
When interviewing for this job a few years ago, the interviewer asked, "You changed three jobs only two years after graduation, and the stability worried us." I replied, "Because I have changed too many jobs before, I must do this job for several years, or I will not find a job if I change again!" " So, enter smoothly!
A thing has objective side A and side B. Normal people use side A, so we have to consider side B! For example, giving alms to beggars is offering love on side A, and what is side B? Is to encourage begging!
Change the angle, it's refreshing!
Third, change the method!
If you can't change the angle, you can only change the method and switch from students to classes! Discuss different topics in groups. Students come to the stage to explain their own topics, or give lectures in groups on the same topic. We will defend our words and let the students speak for themselves!
Fourth, the heart should land.
Everyone can preach, why can't they live a bad life? Because you can only think, but not do! Therefore, the landing method should be designed for brainwashing content! Let the students act together and establish a mechanism of inspection, reward and punishment! For example, in the professional quality course, you can set several checkable goals, such as dress, smile, email format and so on. Then after the training, the trainer will check the addition and subtraction points according to a certain frequency, and the person or department with the highest score will be rewarded, and the person or department with the lowest score will be punished!
Teaching method is just a methodology, and its purpose is always to improve the quality of training. Remember that students are the center, and any method that can improve students' acceptance and learning effect is a good method!