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In our 4MAT train the trainer and instructional design courses, engaged learning professionals come from all over to explore how to design and deliver learning experiences that create measurable, lasting impact using the 4MAT model. Think about how you invite training participants to move beyond thinking and engage in feeling. In the 4MAT Leading Training Needs Analysis to Define Results-Focused Learning Outcomes Online Course, we delve into how to elicit these concepts from high performers (subject matter experts). When working with subject-matter experts, the trainer should be focused on determining these concepts, the “big ideas.”  This might sound easy.
Asking questions that zone in on the different ways that subject matter experts approach the learning content will help you define the right learning outcomes and elicit the content that should be included in your training design. If there were “one thing” that most people don’t get about this area of content, what would that one thing be?
If someone were to get “all caught up in the details” around this content, what “big picture” might they miss?
If you were watching a high performer and a low performer applying this side-by-side, what differences would you see?
What kind of situations would require someone to get creative in applying this information? What advice would you give someone to help them prepare for the barriers they might run into when applying this content? Last week, I headed over to the Southwest Learning Summit hosted by ASTD Dallas to lead a train-the-trainer workshop on how to connect performance-based outcomes to activity choice. 2-Each team is instructed to build a structure that will support the marshmallow without piercing, cutting or otherwise mutilating it.
3-Teams are given 12 minutes from “Go” to grab their bag of materials and create their structure. Once you focus the content, you can then think about how you will organize the delivery of the content. Here are 7 ways to organize lecture including examples of how this might look in a product knowledge course on  haircare products. Example: The lecture is organized around the causes of common hair issues and how the products work to address these issues.
Example:  Visual icons are introduced at the beginning of the lecture which represent the different needs of different haircare clients.
In our 4MAT instructional design courses and train the trainer courses, we often hear trainers share how difficult it can be to focus and sustain learner attention. If you want to create sustained behavioral change, you must generate focused attention on the behaviors that must be executed consistently to generate the desired training result. The questions the trainer asks in this step should be aimed at focusing the learner’s attention on the quality of the practice application of the content being learned in the course. As a result of some interesting dialogue in one of our 4MAT train the trainer courses, Karen Hann, Senior Education Manager, and Denise Johnson, Performance Improvement Consultant, of Tupperware came up with a visual concept of how the 4MAT model improves performance internally and externally in an organization. 4MAT creates a foundation for leadership and coaching skill development—4MAT is a simple framework for leading, managing, coaching and performance improvement.
4MAT provides a model for execution—The 4MAT four-step model is a framework for getting things done.
4MAT dramatically improves the impact of training—4MAT dramatically increases the measurable impact of instructional design and delivery by organizing the essential content around four critical learning outcomes that deliver on expected training ROI.
4MAT provides a framework for engaging others—The 4-step model directly applies to planning meetings, sales presentations, coaching and marketing.
4MAT builds complementary teams—Team members and leaders can use the awareness of individual strengths to assemble teams with complementary skill sets.
In our 4MAT Train the Trainer workshops, the question is often raised of whether we should simply match the training style of the trainer to the learning style of the learners in every class.
1-Every learner, regardless of learning style, moves through a four-step cycle when learning new information. 2-Our research confirms that organizations, as a whole, represent a composite of learning styles. In any well-designed training program, there should be a finite number of learning outcomes with supporting learning content that delivers on each outcome.  To reach every learning style, the outcomes must be directly linked to activity choice. If you were delivering a course to leaders and managers on how to effectively address performance issues, how might you vary the activities so that they appeal to all learning styles while also reinforcing the desired learning outcome?
Self-Assessment of Practice- Participants assess the effectiveness of their role-play using criteria provided and adapt, as needed.
If you haven’t experienced 4MAT, you may enjoy one of our free train the trainer web classes which explain the 4MAT 8 Steps of Design.
The 4MAT model is a framework for understanding how people take in and make meaning of new information. Each 4MAT assessment tool delivers a top-line, easy-to-digest description of the user’s style strengths.
The primary and secondary approach descriptions combine to give a clearer picture of the individual’s approach. To gain the most benefit from the assessment of style strengths, you should pay attention to the degree of focus on all four approaches.
Learning Type Measure or LTM assesses preferences in taking in and making meaning of new information. Hemispheric Mode Indicator or HMI assesses preferences for right-brain or left-brain processing. Leadership Behavior Inventory or LBI assesses preferences in four critical leadership approaches. Training Style Inventory or TRSI  assesses preferences in four critical training roles: facilitator, presenter, coach and evaluator.
If you are familiar with the 4MAT learning styles model, you know that there are four primary preferences related to the process of taking in and making meaning of information. A manager’s learning style influences their approach to communicating, planning, coaching, project management, prioritizing and more. When a manager or leader understands how to form and lead groups that will generate balanced thinking, results increase exponentially. Role design-When analyzing a project or team function, a manager that has awareness of the different learning style approaches of each individual on their team will organize the work to align with the thinking strengths of each individual.
Job Placement-When hiring for a position, a manager with a strong understanding of thinking preferences will look to see if the functions required in the role align with the natural strengths of the individual.
Organizational design-The extensive research on 4MAT learning style preferences in different functional roles confirms that different thinking styles gravitate to different functional roles. There are many benefits to understanding learning styles and the way that learning happens. The Type One leadership approach is highly collaborative, team-oriented and focused on  people. The Type Three leadership approach is highly practical, action-oriented and focused on performance. The Type Four leadership approach is highly intuitive, adaptation-oriented and focused on possibility. As part of the session, participants shared tools and resources being used to create elearning. How to stay up-to-date on rapid elearning design tools: Subscribe to the Rapid E-learning blog by Tom Kuhlmann. For more elearning tools, you can visit our post from our visit to the Elearning Guild’s DevLearn.
This highly-charged, energetic and interactive workshop is designed for trainers & individuals to operate independently and inter-dependently to conduct learning that enables people to grow and develop.

This 4 day Train the Trainer workshop offer the participants a distinct advantage over other trainer programmes in terms of long-term commitment values, professionalism in designing and delivering training modules. Through one of the most powerful human change concepts, Neuro-Linguistics Programming that would be embedded in this usual training, it creates competency for context setting and have participants devoted to achieving recognized standards as trainers to deliver new heights and create new paradigms in trainings and overall learning experience. Individuals new to project management or project managers seeking a more formal approach to project management. Over the four-day intensive workshop, delegates will go through all the fundamental and important aspects of real-life practical-based project management issues through interactive discussion, case studies and debriefing. Applying his knowledge and experience from a variety of industries including construction(as CEO), project management, general trading, shares and options trading, unit trusts and real estate, Vince is able to connect with individuals from all walks of life.
In his strive to develop excellence in his endeavors, he underwent various life-changing and powerful programs such as Born To Be Free by IHK (Institute of Hard Knocks), Leadership Program (AsiaWorks Training), Memory Techniques, Born Rich (Robert Proctor), Metaphysics, Master Class Train The Trainer (Result Asia), Hypnosis & NLP Practitioner and MIM Certified Professional Trainer, approved by the Human Resources Development Fund (HRDF). Vince is also very active in Toastmasters (a public speaking club ) and won the humorous contest twice consecutively at club level.
He strongly believes that training should be practical which is then followed-up with coaching to make the training sessions more effective. Bank in and then scan the Bank-in slip and email to us before the coursecommence to confirm your seat.
Our most popular Train the Trainer programme, will teach you how to design and deliver effective, interactive training sessions to groups of people professionally and internationally accept. It is challenging to hold a group training session be it for new trainers or even seasoned trainers.
Whether you are a manager, supervisor or trainer, our experienced trainers will give you the skills you need to handle learners effectively, structure training sessions and ensure that everyone in the group absorbs information quickly and effectively. There will also be professional assessments with valuable feedback on what you’re doing well, and where you can improve. By the end of this powerful programme, you will take back with you knowledge that you can start writing and delivering a great training session for your own team. Handling your Audience - using different techniques to handle your group – make sure everyone gets involved, and learn how to deal with difficult customers!
The Clean Tech Train the Trainer is unique program is offered to engineers, technical managers and professionals who wish to embark on a rewarding career of training others in the clean tech industry. Part 1: 8-weeks of intensive training in photovoltaic, thin film nanocomposte technology, wind energy, electric vehicle, advanced battery technology with hands-on workshops, teaching techniques and how to become a trainer.
Part 2: 4-week practice period enabling participants to give seminars and teach at the institute and other training organizations in the clean tech industries.
Location: at the Clean Tech Institute located in Fremont and at the NASA Ames Research Center.
As you are aware, OSHA regulation 29 CFR 1910.178 holds employers responsible for ensuring that all of their lift truck operators, regardless of experience, be trained, evaluated and certified in lift truck use and operation.
Our lift truck 'Train-the-Trainer' course is backed by a 100% SATISFACTION GUARANTEE and complies with all lift truck laws and OSHA regulations.
How To Eliminate And Prevent Deadly Horse Riding Accidents Using The Power Of The Little Things!
Here's what Sandy had to say about Brad's DVD: "Hi charlie, i just finished watching "The Little things - Brad Meyers". Professional Trainer Diana Quintana teaching the horse important calming and stopping technique with inner tube! Plus, learn how to get your horse desensitized, ready for bits, yielding to pressure,staying with you and so much more. Professional Trainer Linda Braddy demonstrating how to get the right answer from your horse! How To Get Your Horse Doing Exactly What You Want By Showing Him The Right Answer!PlusLearn how bits work on the horse and know which one(s) you should be using right now! What a joy it is to watch an accomplished instructor and trainer teach riding basics in a 4-H Clinic. How To Lunge Your Horse, Teach Him To Lead, Teach Him To Come To You, And Drive Him From The Ground To Keep YOU Safer In The Saddle!
One of the most important things you need to learn is how to control and stop your horse when things go bonkers.  If you can't stop your horse from running, bucking, rearing and other dangerous actions then it's just a matter of time before you get hurt. Learn The Safety Checks You Must DoBefore You Ride Your Horse AndKnow If He's Saying"Yes!"  Or "No!"  To You! How To Successfully Communicate With Your Horse Using Guided Pressure And Giving To The Bit !PLUSProblem Solving Techniques Nearly Anyone Can Do! Watch how Aaron turns a cynical,untrusting horse into a willing,Do-What-You-Want Masterpiece! How To Teach Your Horse To Conquer His Fear Of Those Horse-Eating Monsters So You Can Ride With Confidence! Plus, learn dozens of valuable and effective horse training gold nuggets that solve nagging problems and prevent many from happening! Using Dressage Techniques To Better Your HorseHorse Training Techniques A British Horse Society Trainer Uses To Get Incredible Results With Horses!
After reading the book, Fascinate, I am wondering if what we are really trying to figure out as trainers is how to become more fascinating. Mystique: If you trigger mystique, you’ll encourage others to learn more about your message.
Do you share just enough information before a training session to make learners eager to fill in the gaps?
Vice: If you trigger vice, your message will tempt others to stray from the path of goodness and light. Do you focus on a core message that is repeated consistently throughout the experience (4MAT aficionados would refer to this as the “concept”)? Hogshead goes on to share that a company might choose to focus on a dominant trigger or create a combination of triggers to achieve the desired impact with the consumer.
One of the characteristics is relevant to the conversation around how to help novices gain mastery in a particular area of competency. This sounds like a simple solution, but one of the outcomes of growing expertise (unconscious competence), is the tendency to forget what it is like to be a novice (unconsciously incompetence).
When faced with something new, we ask ourselves “How does this connect with what I already know?” The 4MAT model of instruction, which we share in our instructional design courses and train-the-trainer courses, guides learners through a complete learning cycle which begins with the learner’s experience.
The goal is for the marshmallow to be positioned at the highest point possible from the base.  The structure must be stand-alone.
In our 4MAT Train-the-Trainer sessions, we invite trainers and instructional designers to evaluate what it takes to deliver lecture well.
Visual-organize the content using a visual organizing structure such as icons or color coding.
The icons are used as a coding system to identify the type of clients which would find each product appealing. Let’s explore how you can use 25 Coaching questions to focus the attention of the learner during the 4MAT Practice step.
What one behavior (or thought) if executed consistently would make the biggest difference in your application? Bernice McCarthy, over 1 million people have discovered their learning style strengths using the 4MAT® Learning Type Measure. Project teams can utilize this framework to build a plan and identify potential barriers for successful execution.
To learn something, we must move through the complete learning cycle that engages us at a personal level, shares the necessary information, allows for practice and equips us to assess and adapt the information in the real world. In other words, when you look at the whole of an organization, you will find a balanced mix of  learning style preferences and hemispheric mode preferences (right- and left-brain) . Equally, if not more importantly, you will also find a balanced distribution of least preferred learning style preferences.

Below are some examples of training activities that appeal to all learning styles that collectively address the desired outcome of equipping managers to lead performance conversations. The key to reaching every learning style lies in intentionally choosing activities and placing them in the right sequence to move learners through the complete learning cycle. The model can be applied to learning, training design, training delivery, coaching and leading.
When you look deeper at the assessment profile, you will find that most users have a primary preference for one approach and a secondary preference in another.
The illustration above shows how the combination of preferences described by the 4MAT Leadership Behavior Inventory illustrates leadership approach. The 4MAT assessment tools are designed to foster understanding of personal strengths and deliver strategies for maximizing those strengths. At an individual level, this tool is helpful for understanding how you process information and how to identify your natural thinking strengths. On an individual level, this is an excellent tool for understanding your preference for the two dimensions of creativity: abstract and concrete. At an individual level, this tool will help you understand your natural strengths when training others.
Most individuals have a dominant preference in one of the four learning approaches while others have a secondary approach that is also frequently used. If managers and leaders are using one or two dominant information sharing and processing approaches to manage people, programs and processes, it is likely that productivity and overall effectivess of the team and the organization suffers.  For example, a senior leadership team that relies heavily on the 4MAT Type 3 and Type Four approach when communicating  will miss half of the organization with their message. This tension is healthy when it is acknowledged and celebrated as a valuable element of the team’s diversity. For example, our research shows that the majority of entrepreneurs and strategic planners have a preference for the 4MAT Type Four learning style while the majority of bookkeepers and operations managers have a preference for the 4MAT Type 2 learning style.
If you want to invite leaders in your organization into this conversation, one of the most effective ways to do this is to assess their leadership approach through then lens of the 4MAT Leadership Behavior Indicator (LBI). Xtranormal allows you to convert text into dialogue using pre-designed avatars and settings. We love Tom-he will be joining us on our 4MATion web education calendar delivering examples of how to use Articulate to design powerful 4MAT opening activitities. Constantly seeking to show others how to be more self-aware and get more out of life, he has made training and coaching his life ambition. His creativity coupled with his sense of humour, versatility and passion to make a difference in the lives of others have compelled him to become a Master Trainer and Coach and work towards building a world where people live to contribute their best. Today, being a trainer and coach allows him to share a different perspective of the world with others and to connect with them at a very personal level. It will be good if the training can be extended so that I can learn more on becoming a good trainer.
The Value game in the EQ session opens up my staff for better management of their work and relationship. Telegraphic Transfer- You can also opt to use GIRO or telegraphic transfer of payment via international banks. Those found in violation of this regulation can face fines of up to $7,000 per untrained operator.
According to Fascinate author Sally Hogshead, the answer is “fascination.” Fascination is the most powerful way to influence decision making. Do you incorporate mythology, stories and intriguing elements into your 4MAT instructional design?
How might you use this influence to guide learning in and outside of the formal learning environment? In our 4MAT e-learning instructional design courses, we play around with all the different ways we can simulate the personal interaction and reflection that is often missing in e-learning environments.
Diana Monk of Time Warner Cable, opened her 75-minute session with a fun, impactful simulation that took less than 20 minutes.  Yes, this was 20 minutes of a 75 minute presentation-sounds like a lot.
When structuring your lecture, challenge yourself to identify the main topics and limit the total to 7 maximum. For example, if you were teaching a product knowledge course, an obvious way to organize lecture would be by product categories.  There are many other ways that you can structure the organization of the information. What you notice and pay attention to over time shapes the neuronal connections in your brain. In this step, the learner applies the content and the trainer moves into the role of “Coach”. This is one of the most common ways that individuals are introduced to the 4MAT model-by identifying their individual learning style strengths.
If you are a Type One learner, go to Susan’s session where we will explore personal stories related to the content and spend a good portion of our time in partner exercises. For example, a leader may have a strong preference for the 4MAT Type Four leadership approach with a secondary preference for the 4MAT Type Three leadership approach. A significant part of the process of maximizing strengths involves addressing potential weak areas to the extent that they may diminish the potential impact and contribution of the individual’s strengths.
This means that a manager has a preferred approach and every individual on their team has a preferred approach. The value of understanding learning preferences lies in understanding that your 4MAT learning style refers to the part of the learning process that you prefer and tend to linger in the longest.
This indicates a feeling and reflective approach to interacting with others with a strong disposition towards listening that would serve well in the role of caretaker.
For example, a strong Type 4 team member will focus on possibilities while a team member with a strong Type 2 preference will focus on probabilities. The differences between these functions in an organization create healthy tension and balance between possibilities and probabilities. On Tuesday, I led a session on designing outcome-based 4MAT elearning training designs and had a chance to connect with a great group of instructional designers, training managers and corporate university directors. Do you use deadlines, perceived negative consequences and even danger to move learners into positive action?
Learners often describe painful lectures as “wandering”, “disorganized” and “all over the place”. There are many ways to shift the delivery approach and increase the entertainment factor: stories, images, interactive processing, visual organizers, visual data presentation, and props all work to entertain and engage.
Think about how the learner will use the information to help you determine the best way to structure the delivery of the content.
In the illustration below, you will see that this increased self-awareness is the launch pad for a common language that can be used  to improve teaming, communication, engagement, training, execution, leadership and coaching. On a team level, this tool helps identify the composite training strengths of a team offering new possibilities for team teaching and colleague coaching. To produce optimal results, we must move through the entire learning process in our planning, communicating and learning. Partnering these two thinkers on a new product development project will deliver well-thought-out solutions that are innovative and likely to be successful, based on past performance.
We tend to think that learning simulations require a great deal of time, but that’s not always the case.

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