Differentiated Instruction Train-the-Trainer Manual



Differentiated Instruction Train-the-Trainer ManualKrista Jackson CUR/518July 27, 2015Thomas Martin -152400bottomDifferentiated Instruction Training Manual Differentiated Instruction Trainer ManualStarbucks has been evolving exponentially with new products, drinks, coffee beans, and many other changes. Now it is time to change our training to grow in new ways while training. Differentiated instruction has shown to be an effective teaching and learning tool for the learners and the trainers. The new training will revolve around our employees' ways of taking in information. Differentiated instruction is what will be the primary focus of this training manual, and how to effectively use this training strategy with the employees.What is Differentiated Instruction?Differentiated instruction is when teaching or training is used for the learners' particular strengths to help them learn new material (Bush, 2006). Every person including the learners is different, and they deserve the same individualized teaching or training to help them succeed in their training. The same training will not work as effectively for each person because of the different ways that people learn. The differences can be from age, race, intelligence, and gender to culture, background, diversity, and disability. Each characteristic can be the key when trying to learn how the employees learn. When the trainers can solve the puzzle of how each of the employees learns it will be easier to train them. When training is quicker, then that reduces your labor, and the learners can always come back for more questions on any specifics.Differentiated instruction is teaching the trainers how to capture needs and put those particular needs into a training education that the employees can learn (Bush, 2006). At the same time, the workers are learning in a new and different way that they may not be aware. New ways of learning more specified for the employees can bring more interest and motivation while learning the information. If the employees are interested, then they are more likely to retain the information they received during the training. The different ways of learning for them can be one of the most effective ways of learning for themselves. The three major components of differentiated instruction are content, process, and product. The learners need to be interested in the substance of the material being learned. The process of training these individuals should be thought out for each person. The product shows you that the content was determined, and the process chosen worked, (Bush, 2006).What are some differentiated strategies to help the diverse and multicultural employees?First off, the trainers need to address what makes a person varied and multicultural so that the learners can understand the strategies better. Diversity is everything about each that is different: race, color, gender, age, background, disabilities, ethnicity, and intelligence levels, (Masullo, 2013). Multiculturalism is delving into the aspects of different cultures. The different cultures can reveal some of the learning characteristics and understanding their culture and letting them embrace it during training can help with their motivation, (Masullo, 2013). Trainers should have done research and should know about diversity and multiculturalism. If the trainers need, more information has them do their research on the topics. The trainers need to understand their learners thoroughly. A central strategy for diverse and multicultural employees is keeping an assessment to map out the employees learning characteristics. The map will help the trainers while training the employees. Keeping a record of everything and seeing how their learning style increases or changes are necessary to keep up with individualized training. The next two strategies would be giving them choices in their learning and flexibility to experiment with different ways of learning their material. If they already have a good idea of how they learn the best then communicate with the learner and get their opinion before just trying random strategies and activities. Give the employees flexibility while training them in case they want to try a new type of training. Different tasks could have better ways of training for the employee. Any diverse strategy that they mention that the trainer may not be familiar with they should ask questions. The questions give them new ideas on training they had not thought of or had found in research. Scenarios and Examples of Differentiated Instruction:First, an important example is an individual with a disability because you have to follow the American's with Disabilities Act. Every trainer should have a proper understanding of the rights of disabled workers to avoid any legal issues.Scenario: You are training an employee on the differences in coffee, but the employee is having trouble retaining the information because of a disability. Verbal training is not as effective with this training, so it is good to have options. The employee may do better-writing notes, so giving them the extra time to write would be helpful. Another alternative is a booklet that has the information about the different coffee beans. The booklet also gives them something to go back to instead of asking questions often, so the booklet also helps every employee in general. The trainer can also provide the employees the information in different ways to help them remember. The trainer could group together and explain the coffee beans from light, medium, and then to bold and describe their regions and flavors. The trainer could group together and define the regions they come from, and then the light, medium and bold, and their flavors. The trainer chooses the booklet, offers the employee to write notes, and groups and explains the coffee beans in both ways. The trainer then followed up with the employee for the next month to check on their retention of the information. Following up shows that the trainer understands, helping their disability, so the employee has the same chances as anyone else. The different strategies the trainer chose were helpful, verbal training, visual training, memorization, reading, and reviews. The trainer could have easily accepted verbally explaining each one, and not focused on how to deliver the information to the diverse employee. The example shows how differentiated instruction can be helpful in situations with diversity.Any diversity can be a possible issue while training employees because training the employees needs to be effective for each of them. Multiculturalism is another matter because different cultures learn differently than we sometimes do in our culture.Scenario: The trainer is training an employee from Germany, and their cultural background in German. The trainer is polite, calm and is helping step-by-step each process with minimal feedback because they do not want to offend their employee. The trainer is just training the employee on how to call out drink orders inside. Germans are more blunt and direct than Americans, so when they are trained they want you to be direct with directions, and they do not wish you to hold back on feedback. The trainer realizes this after discussing why the employee seems a little frustrated. Communicating with each will give the trainers a better idea on how to move on to effective differentiated instruction. If they are not saying the order right or talking loud enough then you need to let them know. Motivation to learn will come from the way the trainer trains the German employee. If the trainer is more direct with feedback, the employee will be more willing to listen and not get bored. The German employee will see the trainer as treating them like a child in a professional business environment. The negative feelings will affect how the learner retains and is willing to learn the information presented.Just a small issue with not being direct or blunt enough can affect an employee's motivation. Communication is a big problem to realize when training people with diversity and multiculturalism. If the trainer does not communicate effectively, then the employee could be lacking in the training because their learning style is different. When the issue is addressed, the trainer can change their techniques to accommodate because you never want to offend someone. Other cultures can get offended because they know more about your country and culture than most of the people they interact with daily. Doing research into different cultures, and trying new ways of training will help the trainer and the employees. A few examples to point out that will help beginners with this new idea of differentiated instruction and diversity: - Do not use hand gestures like the thumbs up or a backward peace sign. Hand gestures can have different meanings to other cultures, and also an employee's background may relate the gesture as offensive.- If the employee asks for a religious holiday off during training, the trainer should accommodate and make the training for the day after. The employee cannot go without the training, and it would be offensive to not care about the religion they practice. Accommodating makes them happier and motivated and ready to learn when they come in the next day.- Take the employees experience and age into consideration while training them. An age difference could be a problem when you are dealing with technology. The trainer may have to get creative to help older adults fully understand the technology.- If the trainer uses groups then, do not group them according to race, gender, or age. The diversity in the groups helps the employees learn, and they could each benefit from learning more about diversity and the material.Differentiated Instruction Activities while TrainingActivities are at the heart of differentiated instruction because the activities are numerous and can cater to each. Different activities will help the diverse employees understand the training more efficiently. If just one activity is used then, the training is biased to those types of learners, and with the differentiated instruction Starbucks is trying to change this issue in the training department. There are a few examples of activities the trainers could consider for their instruction:- Divide employees into teams for group training because this will help the employees learn the material and learn from each other. Example: An extremely intelligent employee from a different culture is having trouble interacting with other employees. Incorporate this employee into a team that has different cultures, ages, and intelligence. The diverse team will help the highly intelligent culturally diverse employee by showing the team how to do an objective.- Tactile learning activity can be very helpful in this environment because they will have to learn how to do these tasks. Describing and showing the employees how to steam milk is a good example. Then the employee must do the task themselves, and compare the differences between the trainers and their steamed milk pitchers. Getting the feel of how to make the perfect foam is necessary in their training.- Use a variety of activities on the same task to create their assessment for further training. The assessment will keep track of the learning activities, ways of learning, and background information for their next training sessions. Try a descriptive activity where the trainer only verbally explains the idea. Then a visual activity, so they only learn the idea by visually seeing it. Next memorization verbally or on paper as a test to see if standardized testing is a strength. There are many ways to test their learning styles, but the company should keep track of the assessments to accommodate each diverse individual. If you have any further questions before or after the activity, ask anytime. After each trainer will have a one-on-one to assess that they are ready to train employees with differentiated instruction.References Bush, G. (2006). Differentiated instruction.?School Library Media Activities Monthly,?23(3), 43-45. Retrieved from , B. (2011). Examining differentiated instruction: Teachers respond.?Research in Higher Education Journal,?13, 1-14. Retrieved from , A. (2013). The Importance of Diversity and Multiculturalism in the classroom! Retrieved 2015, from Andre Masullo’s Professional Art Education Portfolio: Starbucks Logo Vector. (2015). Retrieved from imageKB: BIBLIOGRAPHY ................
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