Principles

A. Create an atmosphere conducive to acceptance and learning.
Room Set-up: The training room should be set up in a U-shape to accommodate the trainer to move easily amongst, and close to, the participants.

B. Build and maintain interest in the workshop content.
Incorporate different communication styles in workshop design and delivery. Visual learners (workbooks – reading, overheads, video clips), auditory learners (trainer, video, large group and small group discussions) and kinesthetic learners (workbooks – writing, case studies, role playing, exercises that require physical movement, emotional impact).

C. Respect and capitalize on the experience of participants in the group.
Confidentiality is stressed. We will attempt to provide a safe environment for people to share candidly and for others to learn from their experiences. There is considerable opportunity for participants to share their experiences, concerns or questions as the workshop progresses. Typically, front-line and manager groups are trained separately because they have different needs, differing responsibilities and various requirements for discussion and safe sharing within the group.

D. Structure the workshop logically.
Begin the program with information and exercises to develop awareness.
Adult learners will not readily take in policy directives if they don’t know why this is an issue. If the beginning of the day sets the stage for awareness and understanding, people can comprehend the meaning of policy more readily and be more willing to learn about it.

E. Utilize repetition when and where possible.
The trainer/facilitator must link back to the key points in order to anchor the learning throughout the day. The case studies, developed and structured to be relevant to the group, are built into the program to reinforce the organization’s policies as well as relevant legislation.

F. Create an upbeat and positive environment.
Although harassment and violence are serious subjects, people learn well with humor and the workshop design will incorporate humor when appropriate.

G. Satisfy information needs of the participants.
Address different learning styles: Some people need to know the legal reasons, some people need to know the history behind something and some need to know how it impacts their organization or themselves. Some people need to work with the material, others need to see examples. The workshop will incorporate strategies for different learning needs (ie. video, case studies, personal reflection, group discussion and lecture). People sometimes need to share specific situations (ascribed to themselves or others) regarding the subject and explore real solutions to that situation that they can use immediately.

H. Create a low risk environment.
Managers should not be included in the front-line staff groups. This separation of various levels within an organization allows participants to have a risk free atmosphere for sharing personal stories and perspectives. Managers have different issues than front line people so the discussion in the two groups is often very different.

I. Adult Learners need to know they don’t know before they can move forward.
This is why awareness is essential before skill development. A solid theoretical foundation forms the basis for more conceptual learning later in the session.