Train-the-Trainer讲述说明.ppt

- Reservoir of Experience Professional and Personal Volume and Diversity - Readiness to Learn Motivator – different incentives - Orientation to Learning Problem-centered – deal with current events within their lives Apply immediately - Self-Concept Risk Assessment – placing themselves in a fragile “ego” position Want to manage their learning Defense Mechanisms - Compensation: disguise weak or undesirable qualities with more positive ones - Projection: relegate blame to others - Rationalization: cannot accept real reasons so create reasons - Denial: ignore or refuse the obvious “I don’t know” - Reaction Form: behave opposite of needed “no value to me when it is” - Flight: mentally or physically - Ability to Learn Style and Processing – youthfulness and wisdom Physical, Emotional, Mental (CI and FI) 1. The objective is to change the learner and become more experienced. Learning is a change in behavior and cognitive abilities. 2. Diverger: imaginative ability, group discussion, broad interests Converger: practical applications, technical, independent Accommodator: theory, abstract concepts, research Assimilator: hands-on, adaptable, intuitive 3. Experience: volume and diversity Readiness to Learn: motivation Orientation to Learn: problem-centered Self-concept: ego Ability to Learn: physical, emotional, mental Slide self-explanatory - Purposeful Different viewpoints WIIFM - Experience Known to Unknown / Simple to Complex Tactile/Auditory/Visual Approaches, Richness and Depth - Multifaceted Verbal Conceptual - reflective Perceptual - visual Problem-centered - relevant Psychomotor – activities that utilize more than just the mind - Active - Styles Converger; Diverger; Assimilator; Accommodator Right Brain – spatial, creative, intuitive, emotional / Left Brain – verbal, analytical, objective Holistic – top down, big picture / Serialist – narrow and sequential Dependent – requires guidance / Independent – indepen