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Do you know who owns what?

When I was working with a designer (the brilliant Jakenna Creative Design) to develop the logo for The Trainers CPD Club I was reminded of a pretty horrifying experience one of my clients had with Intellectual Property Rights (IPR). At

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The Unintentional Trainer’s Guide to the 70:20:10 Learning Model

The 70:20:10 learning model basically provides a formula for trainers and L&D professionals to use as a guide when they are creating learning solutions.  By the time you’ve finished reading this post, you’ll have a basic working knowledge of the

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The Unintentional Trainers Guide to External Factors which Can Affect Learning

It is generally accepted that how people learn is a complex and individual process, with each person learning in different ways; through different methods and each having a preferred method of learning. If you want to learn more you can

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The Unintentional Trainer’s Guide to The Learning Cycle

The Learning Cycle is key to being able to develop an effective session. It helps you ensure you provide all the components of learning to ensure success. By far the most well known models is David A. Kolb’s 1984 model

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The Unintentional Trainer’s Guide to Structuring Training

Structuring your training session: it can be difficult to know where to start when you are designing your session.  What goes first?  How much background information (if any) do you give? How much detail do you provide? How long should

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The Unintentional Trainers Guide to Group Training Techniques

It can be easy to fall into a design rut – where you use the same types of exercises and techniques to deliver content over and over.  It’s always good to freshen up your material regularly.  Not least because you

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Key Factors to Consider when Developing Training

There are a number of key factors to consider when developing training.  Not doing this may lead to you creating something which isn’t fit for purpose, or worse, something which doesn’t get off the ground at all! What is you

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Doing a TNA – Where are we now?

Following on from our recent post about understanding the purpose of a piece of training/learning, this post looks at how to determine where your target group are now. In short, you need to assess the current degree of competence against

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Doing a Training Needs Analysis: purpose of the learning?

The need for a Training Needs Analysis will arise from a variety of circumstances, but typically these include: • Performance issues with an individual, department or team • Planned introduction of a new system, task, piece of technology, process or

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‘Pin the tail on the donkey’ anyone?

A little while ago, I found myself in a training session discussing the issue of workplace gossip (totally off topic I might add!)  The group I was working with were participating in a bit of “idle chit-chat” – their words

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40 top tips for terrific training