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Learning Delivery

The process of enabling learning and consensus-building.
Level 1 Demonstrates introductory understanding, directing people to the appropriate source for further information.

BEHAVIORS

  • Arranges on-site physical and/or virtual sessions.
  • Administers learning management systems.
  • Coordinates duties with facilitators and trainers.
  • Coordinates learning environments (e.g., books training rooms, schedules online meetings, creates online learning spaces).

QUESTIONS

  • Discuss a course delivery where you were responsible for the physical setup administration.

Probing Questions

* What key support issues did you concern yourself with?

* What went into the discussion about the room itself?

* What activities did you do to ensure that everything needed was in place?

* Were there any crises that came up? How did you handle them?

* Was the activity a success?

  • Tell us when you managed a significant amount of participants and training delivery information.

Probing Questions

* Why did you have to manage this information?

* What tools did you use to manage this information? How did you become familiar with the information management tool?

* What did you have to "create" yourself to effectively manage the large volume of information?

* What issues did you identify with the information management process?

* How were your reports received?

Level 2 Applies the competency in common situations that present limited difficulties, working with a moderate level of guidance.

BEHAVIORS

  • Develops learning objectives according to the established curriculum.
  • Facilitates participation for all individuals in learning sessions and activities.
  • Creates opportunities to initiate and maintain learner interaction.
  • Uses varied, creative, and effective learning methods.
  • Uses information from participant evaluations, evaluation summaries and feedback from trainees to identify opportunities to improve training.

QUESTIONS

  • Tell us about a situation where you compared course learning objectives to overall curriculum objectives.

Probing Questions

* How did you identify the different objectives?

* How did you manage issues between course objectives and overall curriculum objectives?

* How did the objectives influence your approach to learner participation?

* What changes did you determine needed to be made?

* Were your recommended changes accepted and made?

  • Describe a specific example where you modified your delivery method to ensure a successful learning activity.

Probing Questions

* What caused you to examine your presentation approach?

* What delivery approach or methodology was not working? Why?

* What other learnings and development tools/activities were at your disposal?

* How did you determine what change would be more effective in the situation?

* Was the overall training exercise productive after all?

Level 3 Applies the competency in the full range of typical situations, requiring guidance in only the most complex or new situations.

BEHAVIORS

  • Develops consensus on tasks, deliverables, issues and learning objectives.
  • Mediates complex or heated discussions between learners.
  • Incorporates best practices in adult education into learning delivery.
  • Creates an environment conducive to learning and discussion, regardless of delivery format.
  • Evaluates client or stakeholder satisfaction at all stages of the session.
  • Uses feedback to improve course materials and training and facilitation skills.
  • Contributes in developing or improving training materials and curricula.
  • Adjusts presentation methods, use of language, and group management style to match learners’ level of expertise and learning style.

QUESTIONS

  • Tell us about a time you analyzed feedback from participants to highlight areas of improvement for a specific course.

Probing Questions

* Why was this analysis necessary?

* How did you identify materials to be reviewed?

* How did you collect feedback? From whom did you collect feedback?

* What were your findings?

* What reports did you produce? What were their purposes?

  • Tell me about a time when you delivered a course as the primary trainer.

Probing Questions

* What training need did the course address?

* Who were the participants? Where did they come from in the organization?

* How did you determine which training techniques to incorporate?

* What was the result?

* What would you do differently?

Level 4 Applies the competency in new or complex situations and advises others.

BEHAVIORS

  • Adapts training and facilitation methods and materials to meet participants’ needs and the objectives of the session.
  • Provides learners with feedback on their performance.
  • Creates opportunities for diverse participants to contribute to group discussions.
  • Uses differences in opinion to enhance delivery.
  • Models the standards for adult learning and professional development.
  • Facilitates discussion of emotionally-charged topics and issues.
  • Manages the emotional level of others to maintain a safe, objective, and comfortable training environment.

QUESTIONS

  • Describe a time when you were delivering training and realized that some participants were not participating in discussions.

Probing Questions

* What was the training about?

* What did you determine would be best for the whole group and for successful learning?

* What did you do to move forward with your thoughts?

* What feedback did you get after the training was completed?

* How did you measure the success of your chosen option?

  • Discuss a time when you conducted an evaluation of a training program?

Probing Questions

* What did you decide were the key issues that needed to be addressed?

* What tools and resources did you have at your disposal?

* How did these different tools help identify potential changes that were required?

* What changes did you recommend and why?

* How did your work influence the program?

Level 5 Develops new approaches and methods in the area. Is recognized as an expert within the organization.

BEHAVIORS

  • Analyzes organizational culture and climate in identifying stakeholder needs and building tailored training and facilitation solutions.
  • Facilitates complex meetings and learning sessions (e.g., town hall meetings, sessions with executives, sessions with senior external stakeholders).
  • Advances internal best practices in training and facilitation.
  • Develops new training and facilitation techniques to share with other professionals.

QUESTIONS

  • Talk about a time when you were responsible for delivering an information/discussion session for large numbers of staff.

Probing Questions

* What were the key messages you needed to get across?

* What approach did you determine was best to handle the large numbers?

* What factors influenced your choice?

* What processes did you use to get feedback from the large group?

* How was your message received?

  • Give me an example of a time you developed a business case for new training approaches.

Probing Questions

* What were the key elements for inclusion in the business case?

* How did you move forward with establishing the financial impact/burden the new approach would create?

* What benefit analysis did you conduct?

* How did you package the business case to give it the highest chance of success?

* Did you move forward with the new approach?