Toojays Blog

ROLE PLAY!!! There we said it...!!

The phrase that can send shivers down so many trainees backs as the over enthusiastic trainer smiles smuggly knowing that they are about to inflict a pain worse than death on the audience...!!

(Well maybe not all trainers think and act that way...- Ed) 

Role play doesn't work

Lets face it as the picture shows theres a right way and wrong way to embed the learning.

Role play often comes with the tag of doing something that's not real, relevant or going to add benefit.

It's also often embarrassing for those asked to participate...from standing in front of the group massively outside of one's comfortzone...to running around in plane costumes - Learning SHOULD be fun, not embarrassing or isolating the learner.

Our tips for effectively embedding the learning...

1. Assessment - Check whether there is a need for practice or demonstration in the first place. Is there another way of assessing understanding? Plan to have a number of assessment processes - and use the one the fits with the group profile, atmosphere and desired outcome best.

2. Fact not fiction - Make sure any task or exercise is REAL and RELEVANT to the learning. You're not assessing the acting ability or imagination of individuals!

3. Challenge by Choice - Never force people to do anything they are not comfortable with. Explain the exercise, the reasons, the outcomes and the value to be gained. Then its a choice if individuals participate.

4. Respond to feedback - Capture and use feedback on the activities. Did it work? Why? What could be done differently? Amend process and exercises in the future

Our team of facilitators have found using these 4 points effective in ensuring the learning is embedded and groups don't feel embarrassed in anyway...making for an enjoyable value adding experience.

A True Story

No this isn't a ghost story or management theory on conflict management...although both can be pretty scary!

This is infact a true story.

Yesterday I took my 9 year old daughter for an eye operation. The procedure, of being sedated, operated on and her eye ball stitched, would be daunting to most let alone a 9 year old little girl.

Whilst waiting with her I asked how she was feeling. She said scared. I asked if she'd been this scared before...hoping to help her relate to an experience and how she came out of it OK.

She replied with "Yes...the first time I went to school...the first time I went into the classroom. I wish I knew how things were going to be."

I smiled and agreed with her. Then to my surprise she pulled out a piece of crumpled paper and said "That's why Daddy,  I've got these".

"What have you got there?" I asked.

"These" She said proudly "are my questions to ask the Doctor!"

Excellent set of Questions

She unfolded the piece of paper and I could see she had written in her best handwriting the following question's.

1. What will happen?

2. Will it hurt?

3. What if it goes wrong?

4. Are you a good surgeon? (OK she'd actually written 'sturgeon' but we knew he wasn't a fish!)

"An excellent set of questions" I told her...and the attentive Surgeon dutifully answered all of them as he sat with her pre-Op.

His calm reassuring manner and answers put her mind at rest and reduced her fear.

Her actions and particularly the reference to her previous classroom experience got me thinking about how do we as Trainers handle the fears of our delegates?

Lessons for all trainers

Do we take the time to explain:

• The process? "What will happen?"
• The engagement needed "Will it hurt?" 
• The benefits or consequences "What happens if it goes wrong?"
• Our Credibility as the trainer "Are you a good Surgeon?"

So check your introductions...are you addressing these fears?

How do you ensure the learning lasts?

You may have attended the best training course ever....or have your staff come back enthused and energised full of new knowledge or skills but how long does it last? 

A day, a week, a month later how much do you recall? How much are you able to put in to practice? Does the old behaviour continue...? Is there a need to go on a course or a refresher a few months later?!! 

Studies show that the lack of knowledge retention increases over time.

So what's needed to ensure the longevity of the training course...and of the investment made?

Well Lee Martin MD of Toojays, identifies a number of key things to consider.

1. Pre & Post Training agreement

The trainee and their manager should identify what expectations each have from the training, prior to the event.. What's going to be gained? A new skill? Knowledge? Process? Awareness? Most managers ensure this happens. However not enough managers have the conversation AFTER the training event to identify HOW the new skill/knowledge/behaviour is to be applied, by when and how improvement will be measured.This conversation should be a two way process with the individual identifying what help, support or rescources they need to enable them to implement the learning.

2. Facilitator Follow up

How will the trainer or facilitator follow up with delegates after the training? Again there are a number of options availalbe.

a. Quiz or Assessment - This can be issued via email or hardcopy or increasingly popular these days by mobile phone or on line learning

b. Forum discussions - Continuing the group learning with discussions or debates with the training group as they explore implementation. 

c. Issuing notes, handouts, reading and supplementary materials - again all methods post event to bring the learning to the fore again.

d. Running refresher workshop - Often a technique used to address barriers or obsticles individuals have experiences since the initial training session.

Ultimately there should be a plan in place with either the training provider or from the line manager (or both!) to ensure maximum retention of learning is utilised. 

Failure to have this plan in place will increase the liklihood of training being needed again in the near future!

Toojays Training have teamed up with recruitment specialist Focus Search and Selection to provide guidance on three key areas of getting that new job.

Namely CV preparation, Interview Skills and Presentation Skills. You can access them free of charge at the following links.

CV Preparation Guidance   Interview Skills Guidance  Presentation Skills Guidance

You may also find the following short video of interest when considering how to get that interview...

For more information on how we can help contact us at This e-mail address is being protected from spambots. You need JavaScript enabled to view it