Council of Mayors best practices database. The What Works Clearinghouse , a review of studies of educational programs from the U. A downloadable page sourcebook on youth violence prevention from the Centers for Disease Control. Skip to main content. Toggle navigation Navigation. Choosing and Adapting Community Interventions » Section 6. Chapter Chapter 19 Sections Section 1.
Ethical Issues in Community Interventions Section 6. Promoting the Adoption and Use of Best Practices. The Tool Box needs your help to remain available. Toggle navigation Chapter Sections. Section 1. Main Section Checklist PowerPoint. Learn how to ensure that you address community problems and issues as well as possible by the adoption and implementation of success proven methods or programs. What is a best practice? Why promote the adoption and use of best practices?
When should you promote the adoption and use of best practices? Who should be involved in promoting the adoption and use of best practices? Where do you find best practices? How do you promote the adoption and use of best practices?
In general, a method or program gains such status by being: Measurable. That means that its goals are clear and that progress toward them can be measured. A smoking cessation program, for instance, can find out exactly what percentage of the smokers it served quit, and remained smoke-free after a year. It can also compare that percentage to similar percentages for other smoking cessation programs and for the general population.
Notably successful. The method or program not only gains good results, but makes more progress toward achieving its goals than most others with similar aims. According to those criteria, best practices have all or many of these characteristics: They are comprehensive, aiming at all aspects of an issue. They are flexible and responsive, reacting to the needs of the population and changes in circumstances and conditions.
They look at issues and people in their context — family, history, community, etc. They target the underlying causes in addition to the symptoms of an issue or problem. They have — and stick to — a clear mission. They evolve over time, as need dictates.
They are managed by competent people with appropriate skills. And then there are all the online surveys you regularly receive from vendors. Fill them out to get the report at the end of the process. This is the kind of information you will need to support your request for a new training and development initiative. While working on the plan for the Mirage, we asked other startups what they did, what they would do or not do again, and what they would do differently if given the chance.
Most of the companies we contacted were outside our market, so they were willing to share information with us. We visited more than other companies that had launched new businesses, and the No.
We made important connections through that benchmarking research , and many of those connections have continued to exchange information with us—to our mutual benefit. The best source of information about organizational performance and needs are your current employees. We held focus groups to see what current employees wanted and needed:.
Management always has operating goals: better performance, productivity, quality , or customer satisfaction, to name a few. Once you know the goals, you can design targeted programs. Additionally, look for others in your company who have needs that could be satisfied by training: Legal usually supports compliance training, marketing and sales might support training that promotes quality and consistency, and most departments will support supervisory skills training that promotes employee satisfaction.
Design onboarding procedures and new-hire training that ensures employees will be knowledgeable, and focused on standards and customer satisfaction. Partner with regulatory agencies like the Occupational Safety and Health Administration health and safety , the Department of Labor wage and hour compliance and the Department of Justice harassment and discrimination training for compliance training.
Get help designing your materials. Consider contracting with teachers from your local public schools and community colleges. Get supervisors training on how to improve their communication and coaching skills , and on how best to train a multi - generational workforce.
Every new business starts with a strategic plan. Make sure you draft a plan for your training effort that includes all the classic elements:. When making promotion decisions, give preference to employees who completed training and performed well.
A promotion should be one of the rewards for their efforts. Celebrate achievements and successes. Training involves the presentation of content and participation in the form of practice, feedback and assessment of the behavior that was to be learned. Presenting does not require activate audience participation, apart from questions at the end. This article is about creating more effective training, not more effective presentations. Best-practice design methods are different for training and presenting.
Let me be clear—this is not an argument against PowerPoints. In fact, they can be a wonderful tool to supplement curriculum. The advice I give companies on this topic is simple: Does the PowerPoint bring value to the topic you are trying to convey? Is it necessary, and does it supplement the curriculum? If so, then PowerPoint away! Skip to content. Analysis Who is the audience and what are their characteristics?
What is the desired behavioral outcome? What types of learning constraints exist? Storyboard creation for your training. Design the user experience. Development Create and assemble content that was created in the design phase. If you see a recurring question or issue creating confusion, step in and provide clarity. You genuinely care about their success. Active learning also addresses different learning needs and cultivates a strong sense of community.
Consider methods like these :. Two side effects of our interconnected world are limited attention and diminished comprehension. According to a study published in the journal Computers in Human Behavior , people are more likely to begin multitasking with their other devices after 15 minutes.
To avoid this, keep the content direct and concise, and aim for under 15 minutes per video or presentation. Attention can also suffer when met with too much data in too short a span. This is called "data fatigue", and it can affect even the most diligent learners. To avoid it, build break times into lectures and presentations, and adopt a "chunking strategy".
Again, telling participants the answers is never as effective as leading them to the solutions, and well-designed questions make such a journey possible. Do they provide plausible answer choices even for incorrect choices? Are they focused on high-priority information? Good questions go beyond multiple choice.
Online training and eLearning open the doors of education to the world and make it easier than ever to ensure the success of your employees. Remember that remote training and instruction are not the same as face-to-face teaching, and should not be approached as if they were. Merely digitizing the employee handbook, for example, misses the point.
Embracing the full potential of remote learning means following Instructional Design best practices that recognize the unique challenges and opportunities. The best Instructional Design takes steps to bridge potential interpersonal gaps of remote learning and establish rapport with students and employees.
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