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Important to help learners build links throughout the session.

Connect all aspects of the session together with a task / discussion

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This pillar is important because checking understanding ensures that learning objectives are being met and highlights where additional support may be needed.

A strategy that can be applied is to use quick polls, Q&A sessions or short reflective activities during the workshop to check in on progress and adapt delivery.

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Important so you can pitch things appropriately and pick up either in the moment or afterwards on things that can bring real life difference to colleagues' impact in their workplace.

I do this by using careful questioning, building on my knowledge of learners/cohorts

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Important so no-one is 'lost' along the way.

I do this by using a variety of interactive menti tools, group discussion and breakout rooms. I ask for feedback and clarification of breakout discussion to be shared with the group. I incorporate breaks throughout, as required. I ask for various types of engagement to suit all learners

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Make it fun! Learning is easier and more impactful when it's fun.

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This pillar is important because active participation helps embed knowledge, build confidence and improve retention compared with passive listening.

A strategy that can be applied is to invite engagement via different methods such as discussions, case studies, role plays or problem-solving exercises to keep everyone involved.

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Relating back to managing expectations from the beginning. Love the slide shared by Tom today, would like to use this.

Popping into breakout sessions, once they have started, to ensure all are clear of activity and strong voices are not dominating conversations. Encouraging those who have not yet shared their thoughts.

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Check that key concepts have been understood and can be built upon.

Check that pitch of the session is right for the group - implement necessary modifications in real time.

Mini-plenaries - what have you taken from this so far?

Regular opportunities for learners to ask questions.

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Importance - these are the skills we encourage our learners to employ so an opportunity to role model the skills

Strategy - review workshop feedback and make subtle improvements

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Call to action at the end. As a result of today's learning what will you commit to doing?

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This pillar is important because personalising content makes learning more relevant and meaningful and helps learners connect it to their own roles and experiences.

A strategy that can be applied is to adapt examples, scenarios and activities to reflect the group’s real-world challenges or ask participants to share their own contexts.

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Embedding the learning and having sustained change

Reduce the forgetting curve

Include a follow up in the next 121

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No one wants to come and be talked at (which ironically is sometimes difficult not to do with some of the workshops)

Learning with and from one another is powerful learning.

I do this by helping learners to make connections and share experiences. Setting a tone for doing this confidently and compassionately.

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Important to revisit concepts and build on previous workshops.

Helpful to consolidate learning and prepare people for their EPA conversation.

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Use a variety of assessment methods. Quiz's, word clouds etc

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Important to ensure everyone is 'on the workshop journey' together.

I do this by constantly checking understanding / asking for questions / answering queries and using various menti collaboration tools

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Reflect on impact of workshop in next 121 and explore what they have started doing differently because of what they have learnt

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Never single out people or do the 'Mexican Wave of S**T' where you go round and get everyone to introduce themselves - it's toe-curling and everyone hates it! Instead, ask people to talk when they are comfortable.

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Importance - if learners are not progressing then we all have a problem !

Strategy - quizzes and follow up's after workshops in 121. So learners see them as integrated not separate

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Checks your approach to teaching/coaching is working for learner .

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I think this depends on the learning, the experiences of the learners and what the purpose of the workshop is

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To remind learners how far they've come - and to keep them on track with the formative assessments on the programme. We can use quizzes in workshops, and breakout rooms - ask them what's going well, what's an opportunity, and what's a barrier at the moment. Or specifically ask them how they have used the new learning from last time in their role.

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To help embed to long term memory. Connect practical to theory. Recaps and summaries good way to cover this.

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Important to ensure the content is landing and concepts making sense.

Getting people to explain certain concepts as we go through ensures it has made sense and provides a new way of saying it which can help support learning for others

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Helps the learners to feel connect to their coaches and to each other.

Helps embed new learning.

Higher learner satisfaction.

Break out rooms;

variety of interactive menti tools;

Use Co-Pilot to design discussion tasks that are relevant to each industry;

make links back to module content for further study / consolidation

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This pillar is important because setting high expectations shows learners that you believe in their potential and motivates them to stretch beyond their comfort zone.

A strategy that can be applied is to set expectations via contracting at the start of the session.

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To evidence the impact of the T&L. Use quizzes, word clouds etc

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Plan in breaks. Encourage people to use these to grab a drink, stretch and step away from the screen

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3 hours online can be VERY dull! This ensures learners remain in a place where they can learn and benefit.

Strategy: Breaks, variety, crowd control!

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Important to ensure the learning was embedded and full y understood and to gather feedback to improve in the future.

I do this by discussing the workshops in the following 121s and asking for their take away thoughts and actions

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When possible (not always easy with mixed cohorts), gaining sense of learners needs within group.

Using this information to adapt session to needs e.g. breakout v group, content, emails sent out prior to session to reduce cognitive load.

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Continuous improvement, allowing for reinforcing learning and challenging perspectives

I would usually aim to have a coaching discussion after the workshop in 121

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Identify gaps, ensure progress, understand next steps. Quizzes are good for this!

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Importance - to create an inclusive environment

Strategy - discuss in 121s contributions and link to learning outcomes around communication and similar

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Makes learner feel valued and helps them to learn better as learning would be tailored to their context.

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Applying theory in controlled environment, builds confidence, links to job role

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Encourage questions as you go so anything not understood can be clarified

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Helps embed what they are learning, can stretch and challenge them

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Get thoughts via speaking, Teams chat and/or Menti.

This is important to keep people interested and engaged

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It sets the boundaries and expectations before the workshop begins.

I do this by providing an agenda and the slides in advance and setting expectations around camera (if possible) and contributions

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In real time - to ensure the content is being understood and to adjust as required for the group

Strategy: Questions/check points

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This ensures people learn in the best way for them.

In highly technical workshops, I ensure that people can choose whether to follow along technically or just watch so I can cater to both groups.

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Quiz's can be fun! and they can be anonymous so people don't feel too much pressure

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Importance- makes the learning more relevant to the learners

Strategy - relate examples to the organisations of the learners attending

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Meet needs of learners with mixed abilities, ensures everyone benefits

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Makes the learner feel that we care - build trust.

Better outcomes for the learner and for Corndel.

Adapt content / discussion points for specific industries/roles.

Take account of learners' individual learning needs and preferences - variety of discussion types/ use of menti / use of chat/ balance use of test and images on screen

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As a coach we ideally should know the group we're working with, so can ensure we explore the topics that matter to them and the environment they are working in. This way it can help with tangible impact for their development but also their organisation

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Important as it supports engagement to provide clarity on the output and avoids misunderstanding

Setting expectations early on, and consistency in approach.

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1 - learners understand that there views are valued ,as are those of all group members. Building a environment of collaboration and diversity of thought.

2 - clearly managing expectations from the beginning.

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So new concepts stick. Depending on what it is, I get them to practice it in a breakout; summarise what we did at the end of the workshop; and then ask them about it in the next 121 - has it been useful, have they used it etc.

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Talk to learners about how they are feeling about an upcoming workshop. This can often bring up conversations about learning needs etc

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Ensures professionalism and buy in from learners

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To give them and you confidence that they are on the right track

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To engage all individuals and understand their personal viewpoints/learning styles.

I do this by varying content to meet learning styles and using my knowledge of the learner's roles by mentioning specific examples / employer specific information throughout the workshop

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Important - sets high standards.

Strategy - holding learners to account for agreed house rules, cameras on, all contributing etc (while understanding some may have reasons for needing a different approach)

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Q1. Value for the learner - if they are attending, the effort should be made to ensure it meets their needs and isn't wasted time

Q1. Inclusivity - ensuring all learners can participate and take value

Q2: Ask your learners in 121s about their workshop preferences and needs

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I think it helps to set some of this in advance through the calendar invite. I tend to send out about cameras, being somewhere quiet etc. in the invite so learners understand this before joining

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Important because we are striving for excellence and high quality experiences/learning for individuals.

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When people leave, they remember and actually put new stuff into practice

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So learners know and understand what is expected of them. Use probing/open questions to delve deeper on answers that have given. This enables the group to explore topics in a deeper way

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Provides clarity and boundaries.

I ask for engagement via Menti or Teams chat

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Important as it satisfies the "what's in it for me" and will aid engagement ..

I do this by thinking about the cohort/learners and adjusting the content as necessary

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Stretch and challenge to ensure new insights for all learners.

Ensure the integrity of the qualification.

Set open-ended discussion topics and problem solving challenges.

Use academic references / models and encourage critical thinking / reflection on their application within their own settings.

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So that people feel the learning was designed just for them!