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Michael Jordan was an African-American man, born in 1963, in the slums of Brooklyn,
New York.
He had four brothers and his father's wages were not sufficient to provide for the whole
family.
He grew up in a poor neighbourhood which was full of discrimination, to the point where
he could not see any hope for the future.

When he was 13 years old, his father gave him a piece of used clothing and asked: "What
do you think the value of this outfit would be?"
Jordan replied, "Maybe one dollar."

His father asked, "Can you sell it for two dollars? If you can sell it, it would mean that you are a
big help
to your father and mother. "

Jordan nodded his head, "I'll try, but no guarantee that I'll be successful."

Jordan carefully washed the clothes clean. Because they didn't have an iron, to smoothen out
clothes, he levelled it with a clothes brush on a flat board, then kept it in the sun to dry. The next
day, he brought the clothes to a crowded underground station. After offering it for more than six
hours. Jordan finally managed to sell it for $2. He took the two dollar bill and ran home.
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After that, everyday he was looked for used clothing, washed and ironed it and  sold it in the
crowd.
More than ten days later, his father again gave him a piece of used clothing, "Now think of a
way that you can sell these clothes for 20 bucks?"

Jordan said, "How is it possible? This outfit can only fetch two dollars at the most. "

His father replied in an effort to inspire him, "Why don't you try it first? There must be a
way."

Finally, Jordan got an Idea He asked for cousin's help to paint a picture of Donald Duck and
Mickey Mouse on the garment. Then he tried to sell it in the school where the children of the
rich study. Soon a housekeeper, who was there to pick his master, bought clothes for his
master. The master was a little boy of only 10 years but was very fond of clothes. He loved it
so much and he gave a five dollar tip. 25 dollars was a huge amount
for Jordan, the equivalent of a month's salary of his father.

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When he got home, his father gave him yet another piece of used clothing. "Are you able to resell
it at a price of 200 dollars?" His eyes lit up.

This time, Jordan accepted the clothes without the slightest doubt. Two months later a popular
movie actress from the movie "Charlie's Angels", Farah Fawcett came to New York for her
Movie promos. After the press conference, Jordan made his way through the security forces to
reach the side of Farah Fawcett and requested her autograph on the piece of clothing. When
Fawcett saw this innocent child asking for her autograph,
she gladly signed it.

Jordan was shouting very excitedly, "This is a jersey signed by Miss Farah Fawcett, the selling
price is 200 dollars!“ He auctioned off the clothes, to a businessman for a price of 1,200 dollars!

Upon returning home, his father by broke into TEARS and said, "I am amazed that you did it My
child!
You're really great! "

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That night, Jordan slept alongside his father. His father said, "Son, in your experience
selling these three pieces of clothing, what did you learn about success?"

Jordan replied, "Where there's a will, there's a way."

His father nodded his head, then shook his head, "What you say is not entirely wrong! But
that was not my intention. I just wanted to show you that a piece of used clothing which is
worth only a dollar can also be increased in value, Then how about us - living & thinking
humans? We maybe darker and poorer, but what's the difference? "

This thought enlightened young Jordan. Even a piece of used clothing could be made
dignified, then why not me? There is absolutely no reason to underestimate myself.

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From then on, Michael Jordan felt that his future would be beautiful and full of hope.

Our potential is so great, and should not be viewed small & low only because of our status,
looks or wealth. Even a diamond is just a stone before it has been polished.
Keep improving yourselves, trying your best and striving ahead!

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Psychological Factors in Learning
Personality has a great influence on learners learning and those psychological factors affect their

performance and achievement in language learning. Motivation, self-esteem, and anxiety are the main

psychological factors that affect learners oral performance.

Training: Pay now or pay later

 According to Broad & New storm in
1992, an estimated $50 Billion was
spent on formal training, with another
$90 – 120 Billion on structured training.

 In 2010, that US organizations spent

$125.88 Billion dollars on training.
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 
In 1780 Abigail Adams stated, "Learning is
not attained by chance; it must be sought for
with ardor and attended to with diligence"

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Criteria for Accepted Practices in Safety,
Health & Environmental Training

 The training program shall, at a minimum,
include the following elements:
- training development, including needs
assessment,
- learning objectives,
- course content and format,
- resource materials, and
- criteria for course completion

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Criteria for Accepted Practices in Safety,
Health & Environmental Training

3. Training Program Administration and
Management:
 training delivery by Competent Trainers in a
suitable training environment
training evaluation and a continuous
improvement system

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 Effective training: Case Study (Oil & Gas)

1. Compelling content:
 Must be interesting, credible, and compelling.
Lessons learned proved to be significant
(relevant story).
 Use Adult learning theories.

2. Identify the players:

 The “Master” in the group to act as a narrator
for video, describing task and potential hazards.

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Source: ASSE Professional Safety: March 2011
41
 Pareto Principle: Background

In 1906, Italian economist Vilfredo Pareto created a

mathematical formula to describe the unequal
distribution of wealth in his country, observing that
twenty percent of the people owned eighty percent
of the wealth. In the late 1940s, Dr. Joseph M. Juran
inaccurately attributed the 80/20 Rule to Pareto,
calling it Pareto’s Principle. While it may be
misnamed, Pareto’s Principle or Pareto’s Law as it is
sometimes called, can be a very effective tool to help
you manage effectively.

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 Pareto Principle: How to Implement

1. Determine which people are the top 20%
producers
2. Spend 80% of your “people time” with the top
20%
3. Spend 80% of your personnel development
dollars on the top 20%
4. Ask the top 20% to do on-the-job training for the
next 20% (Multiply vs. Growth)
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Source: John C. Maxwell
 Greatest Motivational Principle: People
Do what People See


Step 1: I do it.

Step 2: I do it and you’re with me.

Step 3: You do it and I’m with you.

Step 4: You do it.

Step 5: You do it and someone is with you.

Compounding (Multiplication) happens when you equip
someone who equips someone else.
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Source: John C. Maxwell

 Effective training: Case Study

Avoid Common Mistakes:

 Do not use professional actors, the CEO for

videos. The worker knows much more about the
job than an outsider.
 Best choice for the master trainer is the person
who looks the part and speaks with
occupational (not organizational) authority.
(Master/Maestro)
 Use language that is understood by the workers
and is a cultural insider.
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Source: ASSE Professional Safety: March 2011

Engaging Learners: Techniques To Make
training stick

The Training Process: According to Kline (1985):

[T]raining emphasizes the psychomotor domain of

learning. Training that is done in the cognitive
domain is generally at the knowledge level or lower
part of the comprehension level. Education, on the
other hand, teaches a minimum of psychomotor
skills. It concentrates instead on the cognitive
domain, especially the higher cognitive levels. (ie.
High comprehension & above)
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Source: ASSE Professional Safety: August 2011
 Engaging Learners: Techniques To Make
training stick

Adult Learners retain:

 For Trainer:

 20% of what they read Building Rapport:

and hear (Connecting)
 40% of what they See  38% Tonality
 50% of what they Say  55%
 60% of what they Do Physiology
(People do what people See)  7% Words

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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick
1. Talk:
 All kinds: monologues, dialogues, discussions,
debates, interviews – promotes creative and critical
thinking.
 Lecturing is the most common form of training –
only 20% what is heard is retained.

2. Role Playing:
 Based on believability of scenario and participants
-will gain life & interpersonal skills.
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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick
3. Group Projects with single response:
 Break-out into 3 or 4 groups, give a scenario with
same question, ea. group responds to 2 questions, and
has a time-limit for answers. Each group will deliver
their responses.

4. Group Project with Individual responses:

 Similar to 3., with instructor choosing one person
and each person writes their own answers.

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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick

5. Group Examination:
 Each group has a different scenarios and questions,
each group give outcomes.

6. Accelerated Learning:
 A combination of games or activities which
involves imaginary and all of the senses in order to
create a rich memorable moment (ex. Bingo).

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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick

7. Student Demonstrations: Show what they know:

 Allow students who “know” or are proficient in a
specific area (Maestro/Master) and allow that person
the opportunity to show their proficiency by allowing
five minutes to demonstrate skill.

8. Peer Coaching:
 One-on-One: observe work and give positive
feedback

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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick
9. Guided Discussions:
 This method is useful when a trainer is trying to
help students develop their ability to asses a situation
and “think on their feet”

“Thinking is the hardest a person can do that is why

so few engage in it.” – Henry Ford

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Source: ASSE Professional Safety: August 2011

Engaging Learners: Techniques To Make
training stick
10. Simulations:
 A training environment set up to produce a
comprehensive “workplace-like” experience.

11. Storytelling:
 “The single most effective training is telling relevant stories
and having students reflect on them” (Blair & Seo. 2007)

“Reflection + Experience = Insight” – John C. Maxwell

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Source: ASSE Professional Safety: August 2011

 Engaging Learners: Techniques To
Make training stick
11. Storytelling: Cullen

(2007) Four types:
 Hero Stories: larger
than life characters who
saves another worker or
prevents a crisis.

 Villain stories: one

who is opposite of hero
and causes the loss of life
or crisis.
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Source: ASSE Professional Safety: August 2011

 Engaging Learners: Techniques To
Make training stick

11. Storytelling: Cullen


(2007) Four types:

 Adventure stories: tell

of a specific event drama.

 Fool stories: character

who does things wrong
and creates loss of life or
crisis.
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Source: ASSE Professional Safety: August 2011

 Process of giving value in a story
a. Distract: From the present story they are currently
listening to (emotionally, mentally, physically etc.)

b. Dispute: Strategy to have individual back-away from

their present limited belief. –Having a good strategy makes
you stand out.

c. Inspire: To Behave different differently. Inspire to do

more, challenge, think outside their present thinking – add
value. Don’t simply tell it, Experience it. Only then will you
draw the audience in with you by using your emotions,
tone, and body language. You want to take the audience
there and experience the moment with you – that’s
connecting. 56
 Reflection

 Create an environment conducive for the employees growth.
 Identify Influencers in the group and equip them to Multiply
others.
 Engage critical thinking and challenge limited belief systems
with any of the groups discussions or questions. This will
also increase communication, life, and inter-personal skills.
 Use Storytelling as a way to Inform, Challenge, and Inspire
employees.

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WE IS THE KEY!
We is the Key!


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Ray (film)
Ray is a 2004 American biographical film focusing on 30 years in the life of rhythm and
blues musician Ray Charles. The independently produced film was written, produced,
and directed by Taylor Hackford, and stars Jamie Foxx in the title role. Foxx received
an Oscar for Best Actor for his performance as well as the Golden Globe, BAFTA,
Screen Actors Guild, and Critics' Choice awards, becoming the second actor to win all
five major lead actor awards for the same performance, and the only one to win the
Golden Globe in the Musical or Comedy (rather than the Drama) category.
Plot
Raised on a sharecropping plantation in Northern Florida, Ray Charles Robinson went
blind at the age of seven, shortly after witnessing his younger brother drown. Inspired
by a fiercely independent mother who insisted he make his own way in the world,
Charles found his calling and his gift behind a piano keyboard. Touring across the
chitlin circuit, the soulful singer gained a reputation before exploding onto the
worldwide stage when he pioneered the incorporation of rhythm and blues, rock and
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roll, gospel, country, jazz and orchestral influences into his inimitable style.
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