Training the Trainer
24.02.10
Day 1:
Feelings:
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Well, happy, honoured, feeling positive and want to learn from the bigger group
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Confident and excited
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Happy and honoured to be part of the trainings
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Happy to be in the training and happy that I got an application form from St Josephs to be a nurse
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Excited for the training, I have never been a professional trainer before so I can go out there and train others
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Physically tired but honoured to be part of the training, I have always wanted to change peoples lives, people I used to look up to I can be a part of
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I have flu but I am happy to be back again and I want to learn more
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I am excited to be part of the team, to get to know everyone better and for everyone to get to know me
Group norms:
o Punctuality (time management must be focused and professional as that is what we must be as well)
o Respect others opinion
o Participation (fully)
o Responsibility, take ownership and take the lead
o Cell phones off and to make sure that we stick to the time there will be timekeeper
o Start time 09h00
Tea break 11h00-11h20
Lunch break 13h00-13h45
Time Out 16h00
Extra time if needed up to 30 minutes.
Objectives and aims of the training:
- Group 1
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Good trainers and facilitators
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To have listening skills (listen to each other, your trainees and what they are actually saying)
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To have presentation skills
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Good approach towards the trainees (way to talk to them)
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To be able to treat every trainee equally
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To learn from each other (not being spoon fed)
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To learn to understand your trainees capability (people working in the rural areas doing community work can be illiterate but they can listen)
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To be a good facilitator
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How to manage group with different backgrounds, language, age and culture as the facilitator
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How to make people pay attention when facilitating (be creative)
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Learn different ways how to make group participation (make the group members participate)
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To see changes to our communities in rural areas
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To learn more how to be confident when facilitating (have knowledge)
Concerns/fears and hopes/expectations:
Using different colour paper the group had to draw their hands on the page and write their hopes and expectations on each finger on the one hand and then on the other hand they had to write their concerns and fears
1. Hopes and expectations
- to go out to other province to learn other peoples view
- to learn more how to deal with people in rural areas
- to experience their problems and challenges they face
- to be a trusted trainer to my NGO
- to empower people with good information
- to meet people of a different background
- to travel to places that I have never been
- a salary increase
- to be the very best that I can be as a trainer
- to share skills with different people
- to be a good facilitator
- to be accepted by the communities where I will do the training
- to meet people who are willing to learn about HIV
- the training to be a success
- my family and children to be well while I am away
- to gain more knowledge about what other NGO’s are doing
- to gain self confidence about my work
- to have fun
- to travel and meet people to learn how they cope with HIV
- Cooperation
- Happiness
- Traveling
- To be a good leader
- Good communication and focus
- To sleep in the Bed and breakfast
- To meet new and interesting people
- To learn new things
- Respected by other people in my field of work
- Making friends with other NGO’s
2. Concerns and fears
- Are they going to accept me
- I am concerned about those who are old because they see this as a disease of the youngsters
- Am I full of knowledge to feed these people
- Leaving husband and children
- Sigma in the area
- To be away from the family
- How people are going to accept me as the trainer
- Of going to a place that I have never been before
- Of getting sick while I am away from home and forgetting my ARV’s
- Thunderstorms in the other province
- How I am going to attend my UNISA lectures
- What if I get sick in the rural areas at night
- Behaviour of those that we will train
- Accommodation
- Environment and atmosphere
- Understanding
- Travelling
- Leaving my house
- Who is going to prepare my child for school when I am gone
- Leaving behind my colleagues
- The people that I am going to travel with (language)
- Leaving behind my girlfriend
- Being away from my centres
- Being away from the Yabonga premises
My titles:
The group had to write down on a piece of card all their titles/titles that they think that they have or that others would give them. We then looked at what’s the feeling when one gets called by their title:
· Special
· Honoured
· Motivated
· Loved
· Ambitious
· Respected
· Cared for
· Accepted
· Feeling that you are in the right place
· That this is me
· Famous – at a certain level
· Proud of who I am
· Confident
· Feel human
· Kind of person people can rely on
· Feel healthy and stringer
· Recognized
· Helpful
· Valued
The group then looked at when you see these titles do they really define you? When you look yourself what do you see?
- They do define me and its how I see myself, that is me, its my reflection of myself
- Yes and no, some of it is what others call me but overall it is me
The group then went around the circle and they had to say something about another person in the group, what they see when they look at that person. It was a very moving exercise as the group shared some very thoughtful and deep feelings they had about others in the group and they were so complementary about one another. Here are some things that were said;
Sondie speaking on Nonte – She is a hard worker, trying to succeed in life, pushing hard in everything she does, not holding back so she can go forward
Nolwazi speaking on Josh – He is realistic, transparent, hard worker, encourages others to do good, nice, confident and keeps things confidential
Nandi speaking on Sobs – humble, nice guy, wants to learn more about everything, confident, sweet, good listener, tries his best
Sobs speaking on MaVuyie – go getter, never says die, determined, encourages everyone, mother, sister
Phumla speaking on Nandi – supportive and always focuses on you when you need her
MaVuyie speaking on Nolwazi – Strong person, good listener, good voice, determined
Nonte speaking on Nolwazi – At first she was a silly little girl, she is a string person, makes you understand, what you see is what you get
Josh speaking on Lara – she shares ideas, motivates people, is determined, doesn’t leave stones unturned, will be a good mother one day
Nolwazi speaking on Sondie – She understands, has skills to help you, is soft, a loving person
Ana speaking on Nolwazi – she is unique, knows how to work hard to achieve and is a fighter, go getter
The group then had to reflect back on what people were saying of them and how they can use them to benefit them, their work, family and organization.
We then had to ensure that everyone is on the same education level and comfortable facilitating on all topics:
The group wrote down all the HIV Education topics that they would be the least comfortable in presenting:
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Loss and Grief
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PMTCT (because of the protocols) – Mothers to Mothers will come in to workshop this
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HIV in children (treatment and testing) – MSF will come in to workshop this
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Sterilization
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ARV regimens (people are taking ARV’s only 1 x per day now) – MSF will come in to workshop this
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HIV vs traditional medicines – Nolitha to come in and workshop this
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Pap smear
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HIV life cycle
We then went through each topic that the group was uncomfortable about in order to determine what it was they were unsure of, clarify and teach anything that was needed. These are some of the topics we covered in depth.
Loss and Grief
This is mostly because people are not comfortable in doing this due to the emotions, unresolved issues and memories that come up. Not due to the lack of knowledge on the subject.
But this always come up in trainings when it is around HIV due to the loss of others so we cannot avoid it, or say that we will not train on it. We would need help on how to facilitate this. We should ask Father Jim from DEACSA for a weekend away on how to facilitate this process.
Sterilization
Everyone who is sexually active and does not want babies and is over 18 years can be sterilized (HIV positive or not). When you are HIV positive they look at your viral load and CD4 count, which must be over 350, you must not look sick and have no opportunistic infections. Sterilization is free of charge at certain government clinics. Before sterilization there is a counseling session that one must go to. A pap smear must also be done beforehand. The procedure takes 15-20minutes and is 1 day. One doesn’t sleep there. One is given an injection where you are put to sleep for about 30 minutes. The open the belly button with a small hole and put an instrument in (which is also a camera to see your fallopian tubes) and then instrument will either cut and tie your tubes or will just tie ones tubes. On the day one cannot drink anything or eat anything. After the procedure you feel a bit weak, dizzy and sick. You are allowed to sleep for 30 minutes in the bed before going home. The doctor will then give you 10 days sick leave off where one cannot be expected to work hard, no washing of clothes, lifting heavy things and no sex. One must be sure that they don’t want children as it cannot be reversed. Very few people fall pregnant after being sterilized 9it is 99% safe). One must go for check ups every 12 months to see that the tubes are still tied.
HIV Lifecycle
Window period
This is the period where one has the virus but don’t know yet if you are HIV positive or not. The virus is undetectable.
Stage 1 – Asymptomatic stage
One knows about their status but has no symptoms
Stage 2 – Symptomatic Stage
There are minor symptoms
Stage 3
Opportunistic infections start to appear like TB and meningitis
Stage 4
This is the full blown AIDS stage and is the dying stage
Can the stages be reversed created much debate but what was finally said is that the WHO first said that one cannot reverse back in terms of stages, so when you are in stage 4 you cannot go back to stage 3. But now due to new research and findings it’s said that one can reverse back so if you have a high CD4 count and no opportunistic infections one can actually go back to stage 1.
Mutation
Mutation creates a factory to manufacture millions and millions of HIV in a very short period. But the factory doesn’t employ someone as quality controller so HIV gives birth to deformed HIV babies. The virus is deformed and the tests that will be done on an individual won’t show the deformed HIV (only the healthy HIV). Your ARV’s then stop working and they have to do further blood tests where they will discover mutations. These mutations do damage and start to break down the wall that the ARV’s have created. Therefore creating a mutation of HIV.
RNA structure is one string which is weaker and the DNA structure is a combination of string which is stronger. This affects HIV in that in order for HIV to reproduce it must have a mate as it can’t do anything on its own. So this is the immune system. So HIV joins the RNA structure, as it is weaker, and then the DNA structure which the HIV then cuts into smaller pieces to destroy.
GP120 are receptors. HIV needs a receptor which it can attach itself to and then change itself.
Check out:
- Day was interesting especially the drawing of the hands with the expectations
- Interesting to hear what people thought of you and it was surprising how someone can understand you, even better then you understand yourself
- It was great to get to know one another and be reminded about things that we have forgotten
- Interesting because we know all these things but felt like it was from ages ago. I am going to go home and look for my manual
- Gives one that Vavoom again to be curios on things and now I want to find out more (when we were trained as PE’s we were very curious but you loose that over the years)
- Feeling good and interested to learn new things everyday as don’t like looking bad in front of trainees
- Impressed especially to learn more detail about HIV (as we forgot it)
- This is the beginning of a long journey for 2010
- Excited, this is the best thing that I like about my job (training)
Day 2:
Recap on the previous day:
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Sterilization
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HIV Lifecycle
What is facilitation?
- According to your own understanding what is facilitation and what is not?
- Give the qualities of a good facilitator
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What is facilitation:
o It is to lead a group of people attending a session
o It is to manage and control a particular group
o It is to give direction on what is going to happen to the group
o To see that each and everyone in the group understands and participates in what the session is all about
o To prepare and plan a days session
o To asses the groups situation (mood and problems)
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What is not facilitation?
o Teaching
o Bullying
o Taking all the time not giving participants a chance to talk or ask questions
o Giving advice and answers all the time
o To be sympathetic
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Qualities of a good facilitator
o You must be presentable
o Not have favors/bias
o Non judgmental
o Be on the same level as your group
o Good listening skills
o Being fully prepared (materials there, water)
o Good listening and observation skills (see if something going on with the group, be able to give them opportunities to talk, hearing them and what they say, probing, clarifying, body language and eye contact)
o Creative (sharp minded, thinking on your feet)
o Encourage dialogue (don’t be the only person talking)
o Passionate and enthusiastic (must want to share with others, body language)
o Communication (body language important – be careful the way that we interpret things with the body)
o Assertive (to know what you want, take initiative, in control of yourself, confident)
o Leadership skills (to be in charge, stand up for what is right, take control, lead people)
It is not easy being a facilitator, you have to rely on each other, listening, communication, trust, team work
Group Dynamics:
Role Play
The trainees are to act out a role play that will clearly demonstrate different group dynamics. Half the group acts out the role play while the other watches and observes and then feeds back on what the saw.
Josh had to oppose everything that was said
MaVuyie was to be rude
Nandi was to be bossy
Nonte was the facilitator
Feedback after the role play was done:
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The facilitator was not strong enough to control the group, the facilitator changed during the group (as one of the group members took over)
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One has to search for suitable topics to discuss (as one could see that the topic for the day was not suitable to the group) because everyone was fighting and wanted a different topic to discuss
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There was bullying going on the group
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Josh character – he was a client, he was just there fore the sake of being there, he wanted his own topic to be discussed, his voice was low so people couldn’t really hear him. The other clients were giving him a problem, he felt like he was nothing, not important and would think twice about coming back to the group.
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Nonte character – she was too soft and gave up easily, doesn’t stand up in her position and was not a good leader. She felt overpowered and nervous.
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Nandi – took over as facilitator, not observant as facilitator, autocratic, didn’t consider what others wanted. She felt strong and told herself not to worry about others.
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MaVuyie – was a rude person, bullied others, doesn’t want to listen, threatening, loud, and wants people to be scared. She felt powerful, in control of them all and could so whatever she wanted.
Characteristics:
Every one then had to look at the group and analyze each other and the characteristics we see. Looking at ourselves and identifying the characteristics we think that we play.
The following characteristics can be identified easily:
The turtle (Withdrawing)
Turtles withdraw into their shells to avoid conflicts. They give up their personal goals and relationships. They stay away from issues and people that might cause conflict. Turtles feel hopeless and helpless to resolve conflict. It is easier to withdraw.
The lion (Forcing)
Lions try to overpower people by forcing them to accept their solutions to conflict. Their goals are more important than relationships. They are not concerned with the needs of other people.
Lions presume that conflicts are settled by one person losing and one person winning. When lions ‘win’ they feel that they have achieved something and if they lose, they feel that they are weak and a failure. Lions try to win by attacking, overpowering and intimidating other people.
The teddy bear (Smoothing/Denying)
Relationships are the greatest importance, while goals are of little importance.
Teddy bears want to be liked and accepted by others. They think that conflicts should be avoided and in fact can’t be resolved without damaging relationships. They give up their goals so that no one gets hurt.
The fox (Manipulating)
Foxes are moderately concerned with their goals and about relationships with other people. Foxes seek compromises and look for solutions where both sides give up part of their goals.
The owl (Accommodating/Compromising)
Owls value their goals and relationships very highly. They view conflicts as problems that need to be solved while still achieving their goals as well as the other person’s. Owls think that conflicts can improve relationships by reducing tension - they may even begin a conversation that identifies a conflict. Owls try to maintain relationships by seeking satisfactory solutions. They are not satisfied until a solution is found and tensions have been resolved.
The monkey
Fools around, chatters a lot and prevents the group from concentrating on any serious business.
The ostrich
Buries his/her head in the sand and refuses to face reality or admit there is any problem.
The cat
Is always looking for sympathy. It is always difficult for them to do this…..
The Donkey
Is very stubborn and cannot change his/her point of view.
Strengths and weaknesses:
Identifying our own strengths and weaknesses and then looking at each others weaknesses and seeing how we can help each other to improve on the weakness.
Thinking hat exercise
As an energizer the group then had to make a thinking hat in 5 minutes which they could wear. This created lots of laughter.
Skills needed when running an effective workshop:
- Planning
- Preparation
- Presentation
1. Skills needed:
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Knowledge of what you are going to tell people)
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Assertiveness (take charge/control)
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Listening skills (body language)
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Communication skills
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Commitment
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Leadership skills
2. Planning a workshop:
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Venue (spacious)
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Time and date
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Material (to be used by the facilitator)
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Refreshments
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Energizers (when people get tired, need to know when to use this)
3. Preparation:
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The training room must be prepared (chairs and teaching material in order)
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Water and snacks must be on time to avoid up and down movement
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Facilitator must be prepared on the topic for the day
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Every facilitator must know his/her role or part
4. Presentation:
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Introduce self to the group and your organization
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Setting of ground rules/norms
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Learning aims of the day (programme0
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Expectations from participants/concerns and fears
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Content of the day
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Evaluation of the day at the end, what was learnt, what liked or didn’t like
Check out:
Good day starting from where left off yesterday. I have learnt a lot from people what to do on my personal weak points
Feeling good, I want to thank the group when I was sharing what was bothering me you were there the ones who I trust the most. I can see that the new trainees that you are leaning lots
I learnt lots from my weaknesses but now it depends on me how to handle it. Sometimes I do wish parents and family could see who we really are.
It has been a good day especially the energizers in the beginning. IT was good to go outside and think about our strengths and weaknesses and now I will start to work on my weaknesses
I have learnt a lot especially during the role play and the way you have to be as a facilitator
I have learnt lots about facilitating, I was happy to share about my weaknesses with everyone so that I could get advice. I have picked up on everything that everyone said and will strive to do my best and change my thinking skills
Early this morning I was not ok but now I feel better. It was also good to see myself and my weakness
So grateful for the day. Yesterday I had butterflies in my stomach as it was the first day and I tried to prepare myself and its been exciting to be around people that I adore the most. When I was writing about my strengths I didn’t know what to do as Im not sure about who I am but here I am finding myself step by step. I look forward to discovering more
Thanks for the honesty and for trusting myself and Lara to be open about yourself
Day 3:
Recap:
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Looking at characteristics
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Doing our weaknesses and strengths
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Qualities of a good facilitator (listening, leadership, assertiveness, creative, flexible)
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Facilitation skills (creativity)
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Energizer
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Role play (educational)
Story telling:
This was an exercise where we all had to contribute to the story, we were all going to tell a story that comes from us.
What one can learn about from that story:
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Is to be a fast thinker
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Need to be creative and flexible
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Listening skills
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Good communication skills
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Correct use of language
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Group work
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Full participation
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Everyone understood what they had to do
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Live life once and we all have very different perspectives in life
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We all see things differently
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Life can be unfair
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Must use the opportunities given to us
Manager versus Leadership:
1. What is the manager:
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Person who manages a particular place, thing, programme
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Who tells you what to do and how he/she wants it
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Who want things to happen in his/her way
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Doesn’t take views from the staff
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Can be stubborn
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Makes decisions most of the time
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Not patient (is harsh – you must produce)
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Failure and success of that particular company depend on him/her
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Safety of the staff is their responsibility
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Ensures that everyone is paid
2. Differences between a manager and leader:
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Manager
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Makes decisions
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Can hire and fire employers
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Responsible for everything in organization
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Manage large number of people
3. Leader
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Leads certain group of people
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Doesn’t make all the decisions
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Messenger to supervisors
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Link between manager and team
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Represents the group/speaker
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Gives direction
What is the leadership style used at Yabonga?
- See managers as the leaders
- Umbrella of those who need support (cover)
- See leaders as comfortable and comfortable to share
- Sometimes are managers as they put pressure on when something needs to be done
- When all the staff are here no one can differentiate between management and employers as they are treated equally
- Channel of communication that been taught is working
- Place that empowers others (those that want to be empowered to go empower others)
- Non judgmental, get chance to express something
- Consultation from management, we are asked about things
- Soul doctor and workshops we get prepare us to face everything
- Easily approachable managers
- Training people (didn’t know anything when got here, now im independent)
- Firing people is not a priority
- If there is a problem they will assist you
- Gender equality
Characteristics of a leader:
1. Stable
2. Unstable
3. Extrovert
4. Introvert
Leadership Styles:
1. Controller – gives specific instructions, close supervision for inexperienced people
2. Facilitator – gives people freedom to plan their work, people allowed to make own decisions
3. Consultant – ask opinions, involve in decision making, for more competent people
4. Guide – provides encouragement, asks questions, for people who are beginning to grow
Looking at your support centres the group then had to analyze which leadership style was needed.
Other basic leadership styles:
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Directing – give direction, monitor, gives specific instructions, use for enthusiastic and committed people and people with little or no experience
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Coaching – Continue to direct and monitor task accomplishment, use people who are lacking commitment, open to suggestions and support, give feedback and involve people in decision making to restore dignity
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supporting – involve in decision making and share responsibility, people don’t need too much direction, support people who know their job but lack confidence or motivation, they have the skills but need support and make them feel a part of the team
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delegating – turn over the decision making and responsibility and problem solving to teams, works for people who are self reliant and have competence, people who are committed and people who are able to and willing to work with little or no supervision
Why do people loose commitment/interest:
· high expectations (sometimes by both or just one person)
· unfulfilled promises
· lack of motivation
· lack of understanding
· lack of support (from management and each other)
· lack of communication
· lack of appreciation, encouragement and praise
· unresolved personal issues
· just see it as a job or pay (she is there because she has to be there)
· bored
· lack of creativity
· laziness
· lack of interest (to learn, do new things, experience new things)
· realize that good commitment doesn’t pay
· sometimes as leaders we don’t see the good jobs that others do or their good performance
· sometimes work isn’t praised but the negatives are only highlighted
· job is difficult (when thought it would be easy)
· don’t think there is a reward
· lack of direction and then therefore a lack of confidence
Competence versus commitment:
v When person not performing well its either a competence problem or commitment problem (or both)
v Commitment is a combination of confidence and motivation
v Confidence is the feeling of being able to do the task without much supervision
v Motivation is the persons interest and enthusiasm in doing the task well
v People are more developed in some areas and need supervision on some things
PRA tools:
We then did various exercises using different PRA tools, which one can draw on when facilitating.
Anagrams exercise
Making words out of the mixed up letters:
Pvtmedeeoh Development
Catdnueoi Education
Paptiocaitrni Participation
Sscnduisoi Discussion
Pentrwmeome Empowerment
Mmcuntaincnoo Communication
Nslysaia Analysis
Fncerltoei Reflection
Tcnaoi Action
Tlraicey Literacy
Flower Power
Looking at power - what makes you to be powerful
money, education, house, belonging, age, love, status (marital), religion, culture, gender, job/employment, race, politics, sexual orientation, colleagues, position (fieldworker, manager), language, ownership, car, ability, social class, knowledge, support, body, brains, geographic area, nationality, identity, democracy, family
- Do you think that these can cause conflict
Tree tool
Tool for discussing a problem and trying to find solutions to it
- Brainstorm the major problems/challenges at Yabonga
a. Salaries
b. Uniforms – poor quality
c. Centres to be looked after – lack of repairs and maintenance
d. Food parcels
- Take the one problem that is seen as the biggest challenge at the moment (the group took salaries)
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Look at where the problem comes from
Not enough funding, superiors do not appreciate the work that we do, management being tight on money because they want to ensure that we are sustainable over a few years, staff don’t have formal education, we have HIV, big number of staff working at the organization, undermined, not good enough, don’t produce, money is not for blacks, already management thing we get enough money, not treated as humans – as if we are nothing
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Now how can we improve this problem/work out a solution
Communicate, arrange meetings with management, get involved with craft to make more money, gardening, selling soup, fundraising – get people to do just that, strike, toy toy, stay away, go slow, work harder, use more initiative, be visible in communities, be creative and save money
T – true
H – honest (don’t talk about people talk to them)
I – insincere (be considerate)
N – necessary
K – kind (think about others, treat people the way that you want to be treated)
F – false
E – evidence
A – approaching
R – real
Extra skills to use when you are a facilitator:
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Phrase your sentences (have a clear way of saying something)
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Phrase questions in a way to guarantee participation
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Make sure all members participate
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Don’t forget ground rules during discussions (remind group members)
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Discussion must be open for all to participate
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Remember adults are personally responsible for their own learning
Web exercise with string – Personal connections
Using string to connect yourself with people that you would like to be connected with or feel connected to already.
Check out:
- Enjoyed the day as I learnt lots. I got stuck with the anagrams. I want to learn more and improve
- I learnt a lot and enjoyed the refreshers
- Learnt a lot especially on the problems/challenges exercise and working together was good
- I learnt about the difference between a manager and leader
- Learnt about leadership styles and organizing sessions
- Enjoyed most the leadership styles which will help me at my centres
- I enjoyed the string game that connected us all
- I learnt to be creative and the difference between a manager and leader
