What are the most common workshop design and delivery challenges?

One of the challenges is to design the same course to find your participants have a different levels of experience in the topic or the field with considerable gap in between. Take for example this situation you are conducting a leadership program for 15 participants 5 of them are people managers for 12 years, 3 of them are managing people for 8 years, 4 of them are managers for 2 years , and 3 are just newly promoted. Don't ask how did that happen. Believe it or not it can frequently occur in inhouse training sessions where the company want to maximize ROI so they include all managers.

To implement industry standards in team workshops: 1.Define objectives and scope. 2. Prepare materials and engage team. 3. Provide resources and support. 4. Reinforce importance of standards. 5. Monitor progress and provide feedback. 6. Continuously improve. Encourage participation, collaboration, and ongoing learning to help the team effectively understand and apply the standards.

From my perspective, here are some challenges that a trainer should be aware of 1- the diversity of participants in knowledge and personality This implies that the trainer should make the workshop interesting for all of them (i.e. stimulate their participation and everyone is motivated to participate). 2- No. of participants As the No. of participants increase it requires more focus and effort from the trainer to control and guide trainees through the workshop to reach objectives. 3- the design of the workshop itself to be stimulating and serve the company's objectives and deliver the required knowledge/experience. 4- the feedback and assessment of workshop result is crucial to maintain the knowledge/skills retention after training

The same is rewarding experience but it comes with its own set of challenges and need to address with experience like (1) Relevant Audience- Work shop should be designed for concerned audience, to keep GAP away. (2) Time Management- keep time in alien to target is the most challenging, as to answer the countered question by audience by so many audiences becomes difficult and may lead to ignorance. (3) Learning adaptability -Some time we come across different preferences of learning, some prefer visual aids, while others may prefer hands-on activities or auditory instruction. (4) Technical Issue – very commonly encountered like malfunctioning equipment, poor internet connection (for virtual workshops), Software issue, even being attentive.

There are several challenges to design the workshop, and the first one in my opinion is to make sure that we are able to pass the message and to achieve the aim of the workshop. Having in mind the type of audience and the timeframe, we have to make sure to manage the subject matter issue, participation and contribution from the participants and at the end to motivate the audience about the subject. The delivery challenge is to be able to direct discussion according to the objectives aiming to maximize the result.

Sometimes it is useful to combine. Personally, I suggest starting with classroom, then give participants 4 weeks of implementation, to be followed by a virtual group session to discuss. We might also do one on one virtual coaching to boost performance and address implementation challenges.

L'utlisation des jeux et le travail en sous groupe son pour moi très efficace pour transmettre des concepts. Trouver des situations trés éloignées du travail, pendre des situations de la vie quotidienne

There is still a tendency to try and cram as much content as possible into a day. That wastes everyone’s time. The brain can only take in so much information. If you’re going to take people out of their jobs- it better be worth it so plan accordingly.

In my experience, I've found it best to begin my design by detailing all the things I want to say, and then cut it back by 30-50%. While the 10-20-30 rule is good, I'd like to suggest the 5-15-45 rule. 5 slides, 15 minutes (leaving 5 minutes for questions) and 45 point font. For my 90 minute sessions, I try to design no more than 75 minutes of content. Because I am designing for others to deliver, I want them to be able to breathe during delivery.

For example, in a business email writing workshop, the challenge lies in mixing theoretical instruction with practical exercises. It's vital to teach the principles of effective communication, such as professional tone and conciseness, and then let participants practice by writing, receiving feedback, and revising. Managing time to balance these components is key. The goal is to keep sessions engaging and directly applicable to workplace scenarios, ensuring participants can immediately apply learned skills.

Training activities must be relevant to the training topic under discussion so participants can link this to that. The level of challenge must be adjusted to their skill level, not too easy, not too difficult. Instructions on how to do and what is expected must be crystal clear. I have faced many times with delegates doing other things than what is required in the activity.

One of the things I try to do is have (at most) half as many slides as I do minutes. So, if the meeting is 30 minutes I try to have no more than 15 slides but preferably even less. Although, the 10 slides 20 minutes 30 point font is also a great rule of thumb.

Utiliser des situations déja vécues par des membres de l'équipe et tenter de "rejouer le film" avec l'aide du groupe. Partage d'opinion et critiques positives sont à aopter.

Who sits with whom and the members of each group is essential consideration. I also prefer -for maximum- exposure to reshuffle the groups in each session or each training day.

Selection of approach method will help to manage the group dynamics. Participant’s having job experience may create a group where the dynamics need to covert as a co trainer may mange the group dynamics. Seek help during the workshop may another way to mange.

No treinamento o interessante é observar os participantes, porque nem todos est?o no mesmo nível (experiência). Alcan?ar uma boa distribui??o de conteúdo. Entender as necessidades do público alvo. Para isso pode usar pesquisas pre-workshop. N?o sobrecarregar sei público.

if mood is going down run a discussion, activity or give a break. Avoid the spillover effect (Pouring water into a full glass). If delegates are full avoid giving more information. You passion as a trainer is highly admired, yet everyone has a learning capacity.

Designing and delivering workshops often presents challenges. Once, in a communication skills workshop, participants were disengaged. The challenge was bridging diverse learning preferences. Addressing this, I incorporated interactive exercises, visuals, and group discussions. Another hurdle is time constraints, requiring concise content. Balancing depth with brevity ensures participant engagement. Technical issues may disrupt virtual workshops. Hence, a pre-session tech check is crucial. Lastly, knowing participants' prior knowledge helps to customize content, ensuring relevance and effectiveness. Overcoming these challenges enhances workshop impact and participant satisfaction.

A organiza??o de um workshop realmente é delicada, por vezes as informa??es mais relevantes requer o mínimo de conhecimento, e para alcan?ar um público que prolifere o assunto a posteriore se torna menos interessante para os mais experientes, mas devemos observar as rea??es presentes para alinharmos o saber de acordo com o retorno também.

Dans toutes les formations suivies ou données, l'important est dd capter l'attention des participants. Avoir une bonne répartition entre cours et activités ne suffira pas si l'on ne ma?trise pas le sujet (vulgarisation, explications plus techniques) et si l'entrain mis par le formateur est trop mou. Il faut donc être bien préparé et demeurer dynamique pour prendre avec soi les participants.

One of the most common challenges in designing content for workshops is determining how much and which content to develop as we strive for balance in the delivery by incorporating impactful data in the narrative along and practical activities in the allotted time. Very often we pack too much content making the workshops appear more like a lecture with limited audience engagement. Or worse, there can be so much content prepared that time can be up before key points are covered.

One of the biggest challenges workshop professionals face is proving ROI for training. Setting clear objectives with stakeholders that align with specific organizational goals is key to measuring success. Pre and post workshop surveys or assessments should be used to measure changes in participants' knowledge, skills or behaviors on the desired workshop topics. Tracking participants' future progress helps determine long-term impacts to desired KPIs like increased productivity or revenue growth. Comparing these results to benchmarks through a data visualization, sharing case studies or testimonials can help present ROI results. Demonstrating the workshop's successful ROI is the best way to secure future investments in workshop training.

No treinamento o interessante é observar os participantes, porque nem todos est?o no mesmo nível (experiência). Alcan?ar uma boa distribui??o de conteúdo. Entender as necessidades do público alvo. Para se preparar melhor pode usar pesquisas pre-workshop. N?o sobrecarregue seu público.