When training outside one's culture, it's obvious that certain assumptions no longer apply. That lesson is less obvious when working with a home-grown audience. But even within a society, the cultural touchpoints depend upon the audience's age and geography. If one wants to be thought of as a leading-edge trainer, one has to stay current. That…

Suggests that resistance, noncooperation, and inattention on the part of trainees is often caused by fear. Offers reasons for trainees' fears as well as tips for trainers in calming them. (JOW)

Unstated beliefs adults bring to training may conflict with what they are being taught. Rather than identifying learning objectives, trainers should identify trainee assumptions through questionnaires that force people to confront their beliefs and help unblock them. (JOW)

The biggest concern about resistant trainees are problems their lack of learning can create later. One way to deal with resisters is to establish a link between the person, the job, and the organization's goals. (JOW)

The author developed an instructional-design model consisting of four simple steps. The model is in a circular format, rather than the usual linear series form, so it is named the training wheel. (SSH)

Pretesting not only helps determine the benefits of a training program, it can actually help trainees learn more. (Author/SSH)

A four-style behavior questionnaire is used as an assessment instrument to help in predicting trainees' behavior. It is argued that the four-style behavior theory has been a helpful training tool and it can be used with measurable success in a number of subject areas: interpersonal communication, performance appraisal, and conflict resolution.…

Japan Air Lines has developed a training technique called "unprogramed instruction" in which the trainees set up the schedule and training objectives with the instructor. Advantages and limitations of the self-directing method are presented. (MW)

The 1998 industry report displays graphs and charts depicting the growing investment in workplace training, who gets trained, teaching computer skills to workers, and the use of computers in training. The data are based on 3703 responses from 24,000 organizations in more than 10 industrial classifications. (JOW)

Some methods for getting adult learners to participate in classroom discussions are offered by a training manager. The trainer's attitude and the classroom environment contribute to motivating all trainees to participate, stimulate the nonparticipant to join in, and control the aggressiveness of the overparticipant. (MF)