1. FACILITATION METHODS & ENVIRONMENT ERIN COLLINS SAM FITZHERBERT RHONDA LONGWORTH

2. LEARNING OUTCOMES At the end of this session participants should be able to:  Define what a learning environment is  List a minimum of four learning environments  Define facilitation  List a minimum of four facilitation methods

3. INITIAL ASSESSMENT Complete the Initial Assessment sheet answering as honestly and accurately as you can

4. TYPES OF METHODS & ENVIRONMENTS

5. SMALL GROUP DISCUSSIONS What are small group discussions? An effective method by which learning takes place among a limited number of participants. Its effectiveness relies upon good communication between engaged parties in order to convey ideas, meanings, and values

6. SMALL GROUP DISCUSSIONS Studies have shown that when looking at long term retention, the ability to apply knowledge and solve problems, critical thinking and development of positive attitudes, results consistently favour small discussion classes (McKeachie & Kulik, 1975, McKeachie, 1994).  learners discover and engage in a range of perspectives ideas and back grounds  Provides learners the opportunity for more active involvement in their learning  encourages students towards self‐directed and independent learning  provides more opportunities for peer learning  provide opportunities for learners to develop cooperative behaviour including critical thinking and group problem solving  providing more opportunity to develop skills in communication (listening, responding, interacting) and interpersonal relations Advantages

7. SMALL GROUP DISCUSSIONS  Greater chance of conflict between individual learners  Less extroverted individuals can feel intimidated and be hesitant to contribute  The trainer may need to intervene and provide leadership  It's easier for individuals to avoid doing any work and let others do it all  Things can get rowdy and out of hand  Risk of an individual taking on a 'boss' role and being a dictator Disadvantages

8. ON-THE-JOB MENTORING What is on-the-job mentoring? On-the-job mentoring involves providing an employee with an experienced coach to oversee his or her learning experience:  Can be voluntary by the employee or mandated by management  Can be formal or informal  The mentor or coach provides advice and instruction, but is not performing the job with the employee as in on-the-job training  The employee learns the job firsthand and may consult the mentor or coach at any time for assistance

9. ON-THE-JOB MENTORING Advantages  Mentoring or coaching is often personalized  The experienced mentor is available to offer advice to a less experienced employee  There is rapid feedback of action and performance improvement  The employee is self-motivated to learn with confidence  The employee experiences growth within the organisation Disadvantages  Mis-matched pairs – strained relationships can be counterproductive  Heavy reliance is placed on the experience of the mentor – this may limit scope for development  The individual style of the mentor and their practices are the focus and may not be “best practice”

10. OUTDOOR/EXPERIENTIAL EDUCATION Process of learning through experience and is more specifically defined as ‘learning through reflection’. In experiential learning the learner plays a comparatively passive role. What is outdoor/experiential learning?

11. POSITIVES & NEGATIVES Advantages  Environmental Immersion  Feedback  Faster and in-depth learning experience  Simplifies complicated areas Disadvantages  Learning outcomes cannot always be controlled  Can create powerful negative experiences (Tom Sawyers Cat)  Facilitator must be very proficient in the area

12. FINAL ASSESSMENT Complete the Final Assessment sheet reflecting on what we have discussed today