Homework answers / question archive / Step 1) Review the Training Objectives and Training Evaluation Results received from participants in a training program on "Difficult Interactions"   Workshop Objectives: To learn how to decide which situations are worthy of a difficult interaction, to find the source of the difficulty, and to productively discuss the emotions that difficult interactions can raise, and overcome barriers to action

Step 1) Review the Training Objectives and Training Evaluation Results received from participants in a training program on "Difficult Interactions"   Workshop Objectives: To learn how to decide which situations are worthy of a difficult interaction, to find the source of the difficulty, and to productively discuss the emotions that difficult interactions can raise, and overcome barriers to action

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Step 1) Review the Training Objectives and Training Evaluation Results received from participants in a training program on "Difficult Interactions"

 

Workshop Objectives:

To learn how to decide which situations are worthy of a difficult interaction, to find the source of the difficulty, and to productively discuss the emotions that difficult interactions can raise, and overcome barriers to action.

 

• To reach a common understanding on how to approach and solve difficult interactions we will:
• Learn what difficult interactions are.
• Understand the causes of difficult interactions.
• Learn which types of situations are worth investing time and energy to resolve.
• Gain insight on how to overcome barriers to action.
• Identify the interpersonal differences that trigger difficult interactions.
• Productively discuss the emotions that difficult interactions can raise.
• Learn how to design solutions that incorporate everyone's interests and concerns.

 

Training Evaluation Results:

What part of the workshop provided the most value to you?	What suggestions for improvement do you have?	Any other suggestions or comments to help us improve future workshops?
A dry topic that was made interesting and relevant with a good presentation.   While this had the potential of being a long boring day it was nothing of the sort.	The underlying assumption is that you can only change your behavior, not that of others.  If that is the case, then perhaps a few concrete examples or case studies of that would help to illustrate the point.	May want to consider changing the seating arrangement for the room.  The U shape is preferable to the classroom structure that we grew up with in school.  It provides a more engaging and open style and allows the presenter to move closer to the participants to either address a point or to distribute supporting material. As previously mentioned, case studies or firm examples of how people can deal with a 1. Tyrannical Boss, 2. Lazy Co-worker, 3. Office Clown, etc. could be of some use.
Hearing how others managed their own difficult interactions and feelings on the before and after the situations.  The group activity helped to add to the presentation.  Allows for open dialogue as well.	Fix the remote for the projector....lol.  Probably had a lot on that one.	I think it was well done.  Keep up the good work.  Organized and the work book was great to follow with.
The instructions on how to frame difficult conversations and the interactions with the various groups. I liked the fact that the groups changed for each exercise. Everything was well organized and literature was available.	To have someone from each group do their presentation to the whole group per exercise.	I really enjoyed this workshop and I think it should be part of all our employees training requirements.   I enjoyed the cross section of departments in the workshop and it provided us with different viewpoints.
Different ways on how an issue could be presented.	Lot's more case studies	I enjoyed the workshop.
Identifying and dealing with different personality styles and emotions.   Acknowledging that we all see/respond to situations differently and trying to keep other perspectives in mind.   What may be bothersome to some, may not concern others.	Using different case studies for each scenario.  We were tired of fictitious "Helen" by the end of the day.	You did a great job organizing and presenting this course.
I felt that I really got a lot out of the small group activities. Looking at the situations a listening to others feedback really helped me to see the presented situation in a new light and consider other options and ideas I hadn't come up with on my own. I don't have much experience, and I feel like I really gained from hearing other experiences, good and bad.	One thing that I noticed is that further in the day the small group sessions became shorter and shorter and it was not enough time to work through all the questions posed in the hand book. I think the questions are good and people would benefit from more time to work through them. I know for the last group I was in, we got through one of the eight questions. Just a thought.
Tips and tricks to deal with various difficult conversations	Use different scenarios, the one about Helen was getting a bit repetitive.	Very helpful session, thank you
Discussions on strategies for having these types of conversations.	A think some role playing may have helped.	I have been at other training that utilized a conversation form that guides you to preparing for the conversation. I thought this training was very useful.
I think the personal sharing of experiences was very valuable and well facilitated.	I think the 'Helen' scenario gets played out by the end of the day.  Especially the last group activity.  A new scenario would help people think a little bit more about what they just learned.	Good to have diverse group.  Working in groups is good as it allows people to work with others which they might not usually get the chance to do so.
Working on different scenarios and dealing with the situations.	I think that it was a good combination, discussions and working on case studies.	We had a good host, hospitality, snacks, and coffee, really that is all we need.
I enjoyed the variety of people who attended, it was nice to work with them.	Nothing that I could think of - the pace was good - the material was good - overall very good
I really thought the group breakouts were very helpful as we got to see different perspectives. Mixing up the groups throughout the day helped even further. The slides were great, they were not duplicates of the handouts, but instructed you where the handouts matched the slides.  Nice!		None, the room was comfortable and I really enjoyed the small size of the group. I actually liked not having lunch brought in.   Aside from cost saving, it allowed me to not feel guilty leaving the assembly room and checking email at my desk.
Case studies and working with different group members for each one - gives you a different perspective each time. The followup with real life scenarios is valuable.		Great job! Thank you for allowing me to attend a workshop.
The discussions with other individuals that have had similar experiences during the working sessions. The facilitator did an excellent job of speaking to the subject matter and the binders are great for future reference. The live polling was a fun twist.		It was very informative and taught very well, I honestly can't think of any improvements that are required.
Being part of a seminar that has a number of different departments involved.   Wider awareness of these concepts is key.	I have done some seminars in the past that actually do mock interactions.  I felt that this approach provided good value.	I have also been in seminars that required some pre-reading (whether it be a prescribed book or other resource). It would have been nice to have lunch with the participants.  We rarely get together between groups in this type of setting it may have facilitated even more networking. These learning sessions are great and the HR training programs are very proactive and second to none in my experience.  Keep it coming.  Thanks

 

 

Step 2: 

1. Apply Kirkpatrick's Model of Training Evaluation to the results from the survey.
2. Which of the four levels of training evaluation will you not be able to assess from survey results?
3. What would you recommend training managers do (other than a survey) to evaluate all four levels of the model?
4. Based on this model, and what you know from the survey results - was the training effective?
5. Your answer should be detailed and your rationale based on learning in the course.
6. This assignment will be graded based on the rubric on pages 5 and 6.