Role & structure
Name our 4 pillars!
Onboarding, upskilling, development programmes & early careers
DOUBLE POINTS
Describe a growth mindset.
Growth mindset describes a way of viewing challenges and setbacks. People who have a growth mindset believe that even if they struggle with certain skills, their abilities aren’t set in stone. They think that with work, their skills can improve over time.
What is the difference between a tortoise and a turtle?
Turtles are aquatic and tortoises are terrestrial reptiles!
Name all 4 learner types.
Pragmatist, Theorist, activist and reflector
DOUBLE POINTS
What is a 'switched off' delegate?
De-engaged, not interested of blocked by a learning barrier.
Name 3 of our success measures!
ROI, TAP, evaluations, retention score, attrition, engagement and progression rate!
Describe an abundance mindset.
Those choosing an abundance mindset believe that there are unlimited resources available for every individual, and that long-term success warrants creation of a win-win situation for all.
DOUBLE POINTS
How much did Avatar make at the box office?
(Until November 2022)
£2.9 billion
How do reflectors learn best?
Learns by carefully thinking about how to apply new learning or watching others perform them.
What is a 'clown' delegate?
A distractive, non-serious and overly humorous learner.
Name 3 soft skills our trainers must have!
- Great emotional intelligence, empathy and understanding.
- Effective group management, objection handling and conflict resolution.
- Highly organised and preparedness.
- Efficient explanatory and educative ability.
- Proactive actioning and problem solving.
- Exceptional objectivity and adaptability.
- Efficient time management.
What is our learning culture?
Pull learning.
Being an organisation of learn-it all's who seek resource to learn and develop continuously.
Name 3 benefits of a growth mindset!
- Higher productivity
- Self improvement
- Collaboration
- Willingness to learn and challenge ourselves.
DOUBLE POINTS
What do theorists hate the most?
(when learning)
- Role play that emphasises emotion or feelings.
- Visual heavy material.
Name a challenging delegate and how you could overcome or engage them.
Too many to type...
Trainer - check the slides!
- Consistently and continuously up to date on product knowledge.
- Consistently up to date on changes relevant to campaigns and business.
- Development and maintenance of high performing of individual success measures.
- Application of varied techniques, trends and resource catalogue.
- Upholding delivery of learning methods.
- Exhibit the habits and mindset of an effective individual.
- Collation and maintenance of data.
What is our team culture?
Lean learning!
Delivering personalised, effective & adaptable learning experiences during the window of need without waste.
What is Matt's middle name?
(L&D manager)
Luke!
DOUBLE POINTS
Describe a learning barrier.
Environmental, motivational, emotional and poor learning experience.
GOLDEN EGG QUESTION
Name all 3 years that London hosted the summer Olympics?
1908, 1948 and 2012.
TRIPLE POINTS
Name 4 key responsibilities of a trainer!
- Role model for DDC – values & expectations.
- Putting trainee's learning experience first.
- Following pathways & facilitation guides consistently and effectively.
- Applying established and new learning techniques & trends from self-lead research.
- Delivering engaging & personalised learning journeys for all learning types.
- Ownership of 'day 1 plan', data collation and room standards.
- Embedding & protecting our learning and team culture.
- Building relationships and working cross-functionally with all departments.
Name all 6 principles of Lean Learning!
1. Love the problem
2. Bias towards action
3. Fail fast, fail often
4. Continuous improvement
5. Outcome over outputs
6. Be empowered!
RIDDLE ME THIS
Only one color, but not one size.
Stuck at the bottom, yet I easily fly.
Present in sun, but not in rain.
Doing no harm, and feeling no pain.
What Am I?
A shadow!
Name all 4 steps of the learning cycle!
1. Concrete experience
2. Reflective observation
3. Abstract conceptualisation
5. Active experimentation
Name 3 of the escalation steps.
1. Setting initial expectations.
2. Re-establishing expectations.
3. 1-on-1 discovery.
4. 1-on-1 warning.
5. Escalate to operations personnel.