Professional Development Workshops

Through myriad lectures, I am finding that I learn best kinesthetically. Hands-on activities provide kinesthetic learners with a deeper understanding of material that they do not receive with lectures alone. Simply reading a textbook or following a power-point is great for note-taking, but I have found that notes are not enough for me. By actually doing, I benefit from practice, and the content is better stored in memory. Even with simple flashcards for memorizing vocabulary or historical dates, I will excel further than by skimming over a sheet of paper or by listening to the information repeatedly read aloud. If I achieve my goal of becoming a crime scene technician, my learning style will take me far because the job will require me to collect

Learning: By applying the rubric to the assessment, I am able to see Johns’ understanding or lack thereof. His work allows me to see where he is in terms of progression of the concept while also allowing me to see the need for adjustments to instruction. Because I am able to see his work, I can go ahead and make decisions regarding and instruction adjustments that may need to

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Results of the VARK self-assessment quiz indicated that I have a strong preference for kinesthetic and weak preference for Read-Write learning style. Second quiz for intelligence shows I have high percentage for Visual-Spatial and low for Rhythmic-Musical. Being a strong kinesthetic learner and with high Visual-Spatial intelligence, I will likely to teach by demonstration and less on reading and writing. Furthermore, I will have more hands-on and role-play and arts and crafts activities and less on reading and writing assignments. Create projects and activities in which all five senses (sight, touch, taste, smell, and hearing) will be used. This style of teaching will benefit the kinesthetic learners with Visual-Spatial and Bodily-Kinesthetic

There are a number of barriers to professional development within my role and a number of things which you need to think about when booking/planning training for your staff. I have outlined the potential barriers which I am likely to face within my role:

This type of training is provided away from workplace in order to minimize distractions and encourage trainees to pay full attention. It includes lectures, case studies and simulation…

Begel A., Garcia D. and Wolfman S., "Kinesthetic Learning in the Classroom", ACM SIGCSE Bulletin, v. 36, n. 1, March 2004

Visual learning is useful to encourage imagination and creativity, looking at charts, graphs, and pictures help me to grasp new concepts. Kinesthetic learning lets me interact with information; engraving it into my brain. I have a “multimodal learning preference”; meaning, I “may need to process information in more than one mode in order to get a thorough and satisfying understanding”

Research by Lee, Frenzelas, and Anders (2008), supports that if an organization wants to achieve better results from their training methods. It is important to consider the benefits of blending training techniques to achieve desired results (p. 363). There are several blending training methods that would be recommended for the training plan at Backwoods Mail Order Company. Part of the development of a training plan would include interactive lecture and group discussion along with relevant audio and visual aids. According to Birnbrauer (1979), lectures are not as effective if the trainees is not participating in the discussion. Even though audio and visual aid are helpful tools unless relevant to the lecture it can be ineffective as well (p. 35). By implementing in the training plan

I learned in this interview about professional development that professional development is not just learning how to teach, but learning how to take care of your class room. Child abuse and CPR training is important. I did not know that schools offer the training. I always thought you had to go somewhere to a conference to do professional development. I always thought after many years of teaching you would know lots of things, but it turns out that you don’t know lots of things. The reason why is because the world is always changing. The reason why it is important for educators to engage in good professional development activities throughout their careers is because they need to learn new ways to teach students. It also good for educators

Workshops attended/Conducted/Plan to Attend This Year: Professional Development Meetings at PS9 (every Tuesday at 8:05 am), Staff Development for Music Teachers on November 3, 2015 at Roosevelt High School, and Annotated 3-8 ELA Questions: Implications for Instruction on October 7, 2015 at Yonkers Montessori Academy

- Training the Trainer – A course created to teach the best ways to ‘train’ another member of staff or group of people on a given subject. This is key for developing my management skills – and how best to transfer my knowledge to others in the business.

• Ray: “Your telephone message about an error in your tender was a waste of time. You can’t change the rules. The best you can do is to withdraw”

Trainees will be asked for feedback in the form of criterion-referenced test and performance tests. Also, Kirkpatrick 's Four-Level Training Evaluation Model will be utilized to evaluate and assess overall training. The four levels are reaction, learning, behavior and results (Mind Tools, 2015). Reactions can be assessed directly after the training is complete in the form of questionnaires, surveys, or feedback forms. Questionnaires would be a good short term method for ensuring the training plan has translated into desired performance. It is quite simple and low cost to gather employee reactions this way in a group setting. It is important that employees provide constructive feedback when recounting their training experience to coworkers who are determining whether or not to undergo the same training. The company should make sure that trainees were not troubled or dissatisfied. The questionnaires should be given out every day towards the end of the conference.

Whilst at least eight training evaluation models have been identified (Osbourne 1996, Eseryel 2002), the