Practical Training Techniques, by Lyndon Pugh 2003. Lanham, MD: Scarecrow Press 205 pages, $40.00, Softcover
Intended Audience(s): L
Major Headings from the Table of Contents:
Learners, Trainers, and What Everyone Needs to Know; Putting Things Together; Planning for the Event; Key Skills
How Is the Book Most Useful for Its Intended Audience?
Implementation and application of tested delivery techniques.
The Top Things You Learned from Reading this Book
Appreciation for the validity of both e-learning and face-to-face learning
The how, when, and if
A book that encourages and supports linear thinking!
The competition for student numbers, credibility, and dollars has never been stronger than it is today. Training is a lucrative industry and the education dollar decision-makers are not always cognizant of what it takes to get the best results for the learner. Professional Development is a budget line for most corporations, large and small. Lyndon Pugh has courageously taken on the responsibility of clarifying some of these needs. As learning delivery systems become more complex and expensive, and more men and women need to stay on the information cutting edge in order to sustain their careers, learning options will open up-so the question is, How are these learning options evaluated and by whom? Pugh in Practical Training Techniques has effectively nailed not only the practical application of training skills but, in addition, has presented numerous insightful ways to include the learner in this communications journey, i.e. avoid ambiguity, minimal or no jargon, keep things simple and relevant, stay focused. His movement from an overview of the relationship between e-learning and face-to-face learning prepares the trainer for the required depth of understanding before actually implementing the techniques.
I found the Training Iceberg powerful. In a graphic of an iceberg, Pugh notes that 10 per cent of the iceberg is above the surface of the water (so 90 per cent is beneath the surface). The message is: 10 per cent of the training dynamic is above the service (performance?) and 90 per cent of it is unseen, such as asking questions, listening, learning, managing, tactics, role play, case studies, content, visuals, handouts, order and structure, content and learner knowledge, and I would add, energy! …