The individual you choose will need to be highly skilled at prioritizing training session topics, especially when everything might feel urgent right now. I understand that this Training Specialist position has been vacant for three months now. Then, I will prioritize the must-have and should-have features. Then, I can determine if the task or training is a 'won't-have,' meaning it's time to scratch that particular idea. Moving down the list, I ask if the task or session is a 'could-have.' Perhaps it's optional or could be visited at a later time.
Then, I ask if it is a 'should-have,' which also makes the task or session a priority. With the MoSCoW model, the first step is to ask if the task or session is a 'must-have,' making it the ultimate priority. I also find it the easiest method to use when I need to explain my reasoning to the leadership team after making training schedule recommendations. I have been trained in Agile methodology and lean toward this model because it focuses on company goals and employee needs. "Typically, when I am prioritizing tasks or training session topics, I will use the MoSCoW model. People who visit Training Specialist, also visit the following I will be proactive about implementing necessary changes and updates to my training sessions and happy to identify weaknesses so that the sessions are as impactful as possible for your deserving team."Įxplore expert tips and resources to be more confident in your next interview.Ĭontinue practicing by visiting these similar question sets Rather than taking feedback personally, I will look inward to understand further what I can do to improve. When I am hired as Company ABC's Training Specialist, I will continue to use feedback as an opportunity to improve. I have learned to filter through feedback and listen to what is constructive. It's never easy to receive negative comments however, I will always consider helpful and honest criticism. The next time I facilitated the same training session, my lesson plans and delivery were much more in-depth, and I received a 100% feedback score from the trainees. (Result) As a result, I felt much more confident that I could offer future trainees the best possible learning experience because I possessed a much stronger knowledge of their work environment and industry. I gained a much stronger understanding of manufacturing environments, operational best practices, and business processes and performance in a manufacturing environment through these courses. (Action) I quickly enrolled in a few courses, including Six Sigma for Beginners, Lean Manufacturing, Manufacturing Process, and Process Control. (Task) I knew that this trainee's feedback was accurate, and it was my responsibility to improve so that I did not disappoint more trainees in the future. I came to the role with a human resources background and previously worked in the logistics industry however, I wasn't as knowledgeable in manufacturing as I could have been. This trainee was correct, and I felt a sting of embarrassment at first. The trainee said that it seemed I did not have an in-depth understanding of their industry, which is manufacturing. "(Situation) When I first joined Company XYZ as their Training Specialist, I received criticism from a trainee in an anonymous post-training survey. Result: Last, talk about the specific, measurable outcomes that resulted from your actions. Action: Next, offer a detailed description of the steps you took in this story. Task: Continuing to set the stage, give the interviewer an idea of your role and responsibilities in this story. Situation: Provide the contextual information the interviewer needs to know to make sense of your story. STAR is an acronym for Situation, Task, Action, Result. When answering a behavioral-based interview question, try using the STAR framework to form an engaging, story-based response. They also want to see evidence that you take feedback and apply it to improve your work performance. The interviewer wants to know how you sort through criticism. By applying the information you receive in constructive feedback, you can ensure that your training sessions generate the best possible results.
As a Training Specialist, you know it's essential to make regular improvements to your training materials and methods.
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However, criticism can be beneficial if you learn how to accept the feedback and implement appropriate and timely changes.
After a busy and demanding day of training, the last thing you want to hear is negative feedback toward your work.