Learnathon S4 - Quiz 1

Who do you think would be the best facilitator for a workshop on soft skills for corporate employees?

• David Wells

  • David is a senior consultant at a leading training firm with over 15 years of experience in delivering workshops on soft skills, communication, and leadership. He holds multiple certifications in coaching and has authored several books on emotional intelligence and team management. His workshops includes theoretical models, and research-based techniques to help participants understand key concepts. 

• Susan Carter

  • Susan is a former Vice President of Operations at a Fortune 500 company with over 20 years of hands-on corporate leadership experience. Throughout her career, she managed diverse teams across different departments, often facing challenging situations that tested her conflict resolution, negotiation, and leadership skills. She believes in learning from real-world experiences and that is what her workshops are all about, having had to deal with high-pressure decision-making, employee motivation, and stakeholder management. 

Alex, Jordan, Taylor and Casey attended a workshop involving a leadership challenge where they had to lead a project team through a simulated crisis. Each faced different setbacks and made decisions under pressure. After the session, all four participants reflected on their experiences. Which participant do you think gained the most valuable takeaways from the experiential learning session?

• Alex

  • Alex was given a difficult team with communication problems. He focused on delegating tasks to resolve the issues. Although his team completed the project, they struggled with collaboration. In the reflection session, Alex mentioned that he believes the main reason for the challenges was the team's lack of skills, and that the problem was largely out of his control.

• Jordan

  • Jordan faced unexpected conflicts between team members during the project. Instead of addressing the root cause of the conflict, Jordan decided to focus on the technical aspects of the project and let the interpersonal issues resolve themselves. While the project was completed, Jordan admitted that the conflicts negatively impacted team morale. During reflection, Jordan stated that next time, they'd prefer to work with a team that already functions smoothly, as managing conflicts takes too much time.

• Taylor

  • Taylor was placed in a leadership role where they had to manage a team with poor motivation. Taylor tried to push the team harder to meet deadlines, but the project suffered delays. In the reflection, Taylor acknowledged that their approach was too forceful and that they hadn't listened to the team's concerns. Taylor realized the importance of building trust and motivation before expecting high performance and stated they would focus more on team dynamics in future leadership roles.

• Casey

  • Casey was managing a project where the team's resources were suddenly reduced, which led to missed deadlines. Casey took full responsibility for the failure and, in the reflection session, expressed frustration with the circumstances. However, Casey didn’t identify any specific strategies to handle similar issues in the future and instead focused on the unfairness of the situation.

Following a successful experiential learning program, which of the following professionals carried out the most effective approach for measuring the impact of the program?

• Sophia Patel

  • Role: Learning & Development Specialist

  • Approach: Behavioral Change Assessments and Follow-up Sessions

  • Description: Sophia believes in the long-term impact of experiential learning and uses behavioral change assessments combined with follow-up sessions to measure the effectiveness of the programs. She schedules check-ins with participants several months after the training to evaluate how they have applied new skills in their roles and the resulting changes in their performance and behavior. This approach allows Sophia to gather detailed insights into the practical application of skills and the program’s overall effectiveness.

• Ethan Green

  • Role: HR Manager

  • Approach: Net Promoter Score (NPS)

  • Description: Ethan uses Net Promoter Score (NPS) to measure the impact of experiential learning programs. He asks participants how likely they are to recommend the training to their colleagues. It provides him with a quick snapshot of participant satisfaction and perceived value.

• Lisa Wong

  • Role: Training Coordinator

  • Approach: Customer Satisfaction (CSAT) Scores and Surveys

  • Description: Lisa relies on CSAT scores and immediate surveys to gauge participant satisfaction with the experiential learning programs. She collects feedback right after the training sessions to assess the participants' enjoyment and perceived usefulness of the content. These scores provide her valuable immediate feedback.

 The path towards having better learning is to look for unused capacity in your brain 

• True

• False

• 1. Depends on the situation or task at hand

• 1. I’m confused 

Sarah has always identified herself as a "visual learner" and prefers watching videos to understand new concepts. During a recent workshop, she also participated in hands-on activities and group discussions, which surprisingly helped her grasp the material better. After the workshop, Sarah wonders which approach really suits her learning style.

What should Sarah conclude from this experience?

• • Sarah should stick to her preferred learning style (visual) because it's the most effective for her.

• • Sarah’s preference for visual learning is not important, she should try auditory or kinesthetic as they are better

• Engaging in multiple learning methods, rather than focusing on just one style, can lead to deeper understanding and better learning.

• • Sarah should avoid group discussions and hands-on activities since her learning style is visual.

During a company training session, Mark struggles to stay focused after just a few minutes, and he jokes that his attention span must be shorter than a goldfish’s. His colleague, Lisa, manages to stay engaged for the entire session by taking notes and asking questions throughout. Mark starts to wonder if his short attention span is something he can't change.

What could Mark learn from this experience?

• With the prevalence of social media, humans' attention span has decreased. So it's natural for Mark to feel this way and there's not much he can do to improve his focus.

• The training could have been made in such a way that it could accommodate Mark's learning style, and not just Lisa's

• Mark can improve his attention span by actively engaging with the material, just as Lisa did during the session

• Lisa was faking it

Which movie did Arun mention on his podcast on Busting the Myths of Learning?

• Transcendence

• Limitless

• Ghost in the Shell

• Lucy

There was a workshop conducted for CGI by FocusU and we received a rating of 10/10 - does that mean the workshop was effective?

• 1. Yes, of course that’s so obvious

• 1. No

• 1. Don’t know - maybe or maybe not

• 1. Yes because Arun said so

What would help determine the effectiveness of a workshop?

• Great Ratings

• 1. Learning Transfer Evaluation Model & similar other models

• 1. Great CSAT

• 1. We cannot determine the effectiveness

Which is the crux of the last Myth Arun talks about? (70-20-10)

• 1. Learning needs to also happen outside the classroom/ conference

• 1. Always question when research provides rounded numbers

• 1. 70-20-10 is a survey done by CCL for leaders but it does not apply to all cohorts

• 1. All of the above