Effective Communications

& Principles and Methods

of Instruction

By: Engr. Edwin D. Villanueva

DOLE-BWC Accredited OSH Consultant
Principles and Methods of Instruction
CONTENTS

• Definition of Terms
• Instruction Principles, Methods,
Basic Steps & Getting Better Results
• Writing Objectives
• Characteristics of Adult Learners
• Summary

BOSH & COSH Effective Communications & 2

Trainer's Techniques
 Definition of Terms

COMMUNICATIONS

is sharing of information or ideas with

others and gaining understanding.

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Trainer's Techniques
Definition of Terms
Instruct:
to furnish knowledge or information
in a disciplined systematic way with
the expectations of compliance.
Order:
to communicate authority with
employees so as to arrange a more
systematic and productive sequence
of activities.

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Trainer's Techniques
Definition of Terms
Command:
to exercise authority forcefully with
the expectation of obedience.
Direct:
to guide or regulate in order to achieve
a smooth and effective operation.
Request:
to act courteously, to make known your
wishes with out the implied assurance
that they will be fulfilled.
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Trainer's Techniques
 Management Approach:
People vs. Work Orientation
PEOPLE Request Direct
Instruct

Order
Command
WORK
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Trainer's Techniques
 Definition of Terms
Instructing,
Giving orders,
Giving a command,
Directing and
Making a request all fall under
the category of:
COMMUNICATION.
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Trainer's Techniques
Effective Communication Means…
• That we are able to express ourselves,
• both verbally and non-verbally,
• in ways that are appropriate to our
cultures and situations.
• This means not only being able to
express our opinions and desires,
• but also our needs and fears and to
ask for advice and help.

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Trainer's Techniques
 EFFECTIVE
COMMUNICATION:
Information

Feedback

SENDER RECEIVER

Adjusted Information

Understanding

Must Be Two-Way
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Trainer's Techniques
 Principles of Instruction:
The Three (3) B’s
Base instruction on problems at
learners level (needs analysis)
Blend instruction with job experience
(methods of instruction)
Brighten instruction with variety of
illustrations, investigations and group
participation (medium of instruction)

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Trainer's Techniques
 Methods of
Instruction – 1
Good instruction depends on good
planning.
Determine the subject, scope and
sequence.
An objective must be set
then the points are selected that
will enable one to keep hitting at
the heart of the matter.
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Trainer's Techniques
 Methods of
Instruction – 2
Primary aim of the instructor is to
give the participant the things he
must know, then the things he should
know.
It is important that the instructor
emphasizes the major points while at
the same time he stimulates the
participants to grasp the subject.

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Trainer's Techniques
Methods of Instruction - 3
• Lecture
• Demonstration / modeling
• Case study /survey
• Exercises / workshops/role-play
• Discussion / brainstorming
• Games / stories
• Instruments/ hands-on
• Debriefing

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Trainer's Techniques
Medium of Instruction
• Handouts
• Manuals / workbooks
• Flip charts
• Videos
• Slides (using projector)
• Overhead projector and
transparencies
• Multi-media projector
• Plant tours/visits/walk-through
• Hands-on with instruments, tools,
equipment
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Trainer's Techniques
 4 Basic Steps of
Instruction
1. Prepare the worker
o Start on schedule
o Put him at ease
o State the job and find out what he
already knows about it.
o Awaken his interest
o Place in correct position all the
materials and equipment needed.

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Trainer's Techniques
 4 Basic Steps of
Instruction
2. Present the operation
o Tell, show, and illustrate important step
one at a time
o Stress each key point
o Instruct clearly, completely and patiently,
but not more than he can master at one
time
o Ask questions if instruction is understood.

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Trainer's Techniques
 4 Basic Steps of
Instruction
3. Try-out performance and participation
o Have him do the job and correct errors
outright
o Have him explain each key point to you as
he does the job again.
o Make sure he understands
o Continue until you know he knows
o Ask “why”, “how”, “when”, “what”, “where”,
“who”.

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Trainer's Techniques
 4 Basic Steps of
Instruction
4. Follow-up
o Put him on his own, instill confidence
o Designate to whom he goes for help
o Check frequently at start
o Encourage questions
o Complement him on his efforts.

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Trainer's Techniques
 How to get better
results from instruction
 Your instruction/order must be the right
one for the particular situation
 Select the persons most likely to carry the
instructions out well
 Your instructions will be well accomplished
if there’s checking and follow-ups.
 Be sure it is carried out at the time and in
the manner you prescribe.

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Trainer's Techniques
 When should command be
given to employees – 1
 Generally speaking, a request carries
the same weight as a direct order or
command.
 However, a request imparts a feeling
that a worker has some freedom of
action, that he can question any part
that bothers him.

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Trainer's Techniques
 When should command be
given to employees – 2
 Whereas, commands are dangerous
but are necessary in emergency
situations, such as in case of fire or
accident
 Commands are causes of resentment.
It’s best to avoid them until you
really need them.

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Trainer's Techniques
 When should command be
given to employees – 3
 If you use commands only occasionally
your employees will know you are not
bossy.
 They will recognize your change in
approach as being necessary in case of
extreme need of it.

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Trainer's Techniques
 Pit falls to be avoided
in giving orders
 An offhand manner  Choosing only the
 Assuming a worker willing worker
understands  Picking on anyone
 Too many orders  Too much detail
 Conflicting  Playing the big shot
instructions

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Trainer's Techniques
 Spot signs of employees
objections

 Gripes
 Silence
 Facial expressions
 Body movements
(or body language, body English)

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Trainer's Techniques
Aids in removing resistance

• Try a success example

• Try making a guarantee
• Try a demonstration
• Try asking questions
• Try just plain listening

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Trainer's Techniques
 When to put instructions
into writing
 Whenever you change an instruction
that was previously in writing, put
the new instruction in writing too.
 If you give an order that must be
carried over for another shift.
 When instructions are complex and
contain variations from normal, put
them in right amounts and sequence.
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Trainer's Techniques
 Writing Objectives – 1
Well written objectives should be:

S-imple
M-easurable
A-ttainable
R-elevant
T-ime bounded

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Trainer's Techniques
Writing Objectives – 2
Elements present in a well written
objective :
Starts with an action verb (decrease,
increase, improve).
Specifies a single key result to be
accomplished (specific part of objective)
Is quantifiable. Uses numbers to measure
a desired change (example: 50% increase)
Specifies a target date for
accomplishment (time-bounded)
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Trainer's Techniques
Methods of
Teaching
Adults
 Model: Basic Psychology
Levels of Communicating
Communicator Recipient
ADULT ADULT
(mature/prof) (mature/prof)
PARENT PARENT
(mature-biased) (mature-biased)
CHILD CHILD
(immature/irrational) (immature/irrational)
Note: Child-like & Childish Are Different
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Trainer's Techniques
 Characteristics of Adult
Learners – 1
Generally adults are :
• Self directed
• Likely to be rigid in thinking
• Realistic and not easily fooled
• Impatient to achieve their own
objectives
• Different because of their life
experiences
• Anxious about failures
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Trainer's Techniques
 Characteristics of Adult
Learners – 2
Adults:
• Are not a captive audience
• Are not willing to participate if
anxious or have a low self-
concept
• Need to feel success
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Trainer's Techniques
Characteristics of Adult
Learners – 3
Adult learners expect :
• To be treated as mature people
• Value for money
• An enjoyable and satisfying
environment
• Basic good manners and
courtesy
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Trainer's Techniques
 Characteristics of Adult
Learners – 4
Physically, adult learners:
• Need good lighting and few distractions
• Are likely to be tired after work
• Energy, hearing and vision are short term
• Memory deteriorates with age
• Must cope with competing demand for
their time

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Trainer's Techniques
 Characteristics of Adult
Learners – 5
Adult learners respond:
• Positively to acknowledgment or
praise from peers and instructors
• To having their knowledge, skills,
and experience used by the trainer
as a learning resource.

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Trainer's Techniques
 Notes
• Listening is an important
aspect of communication.
• In communicating, don’t do
too much of the talking
yourself, listen to what
others have to say.
• This way, you establish
rapport with your receiver.
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 End of Subject

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