Training Program Implementation

Clean code is nice. But scalable architecture? That’s what makes you irreplaceable. Early in my journey, I thought “writing clean code” was enough… Until systems scaled. Teams grew. Bugs multiplied. That’s when I discovered Design Patterns, and things started making sense. Here’s a simple breakdown that can save you hundreds of hours of confusion. 🔷 Creational Patterns: Master Object Creation These patterns handle how objects are created. Perfect when you want flexibility, reusability, and less tight coupling. 💡 Use these when: You want only one instance (Singleton) You need blueprints to build complex objects step-by-step (Builder) You want to switch object types at runtime (Factory, Abstract Factory) You want to duplicate existing objects efficiently (Prototype) 🔷 Structural Patterns: Organise the Chaos Think of this as the architecture layer. These patterns help you compose and structure code efficiently. 💡 Use these when: You’re bridging mismatched interfaces (Adapter) You want to wrap and enhance existing objects (Decorator) You need to simplify a complex system into one entry point (Facade) You’re building object trees (Composite) You want memory optimization (Flyweight) You want to control access and protection (Proxy, Bridge) 🔷 Behavioural Patterns: Handle Interactions & Responsibilities These deal with how objects interact and share responsibilities. It’s about communication, delegation, and dynamic behavior. 💡 Use these when: You want to notify multiple observers of changes (Observer) You’re navigating through collections (Iterator) You want to encapsulate operations or algorithms (Command, Strategy) You need undo/redo functionality (Memento) You need to manage state transitions (State) You’re passing tasks down a chain (Chain of Responsibility) 📌 Whether you're preparing for interviews or trying to scale your application, understanding these 3 categories is a must: 🔹 Creational → Creating Objects 🔹 Structural → Assembling Objects 🔹 Behavioral → Object Interaction & Responsibilities 𝐂𝐡𝐞𝐜𝐤 𝐘𝐨𝐮𝐫 𝐀𝐓𝐒 𝐒𝐜𝐨𝐫𝐞 𝐈𝐧𝐬𝐭𝐚𝐧𝐭𝐥𝐲 👉🏻 https://lnkd.in/gAEByz2t 𝐀𝐮𝐭𝐨𝐟𝐢𝐥𝐥 𝐉𝐨𝐛 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬 👉🏻 https://lnkd.in/gsTu5Rdw 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 𝐰𝐢𝐭𝐡 𝐀𝐈 👉🏻 https://lnkd.in/gnE5M-Ed Mastering these gives you a mental map to write scalable, reusable, and testable code. It’s not about memorising them, it's about knowing when and why to use them. #softwareengineering #systemdesign #linkedintech #sde #connections #networking LinkedIn LinkedIn News India

During an online CPD session, the energy was flat. Cameras off. Chat silent. Then the facilitator shared a strange photo and asked, “What’s happening here?” Within seconds, the chat lit up. “Looks like a llama in a Zoom meeting!” “Definitely a metaphor for burnout.” Laughter. Curiosity. Connection. That one image transformed the room...virtually. Openers aren't just warm-ups. They're doorways to engagement. Whether in lessons, staff meetings, training sessions or assemblies, the right opener sets the emotional and intellectual tone. You don’t need magic, just something thought-provoking, relatable or surprising. Here are a few that work across settings: 📍 Quote of the day – invite interpretation or reflection 📍 Picture prompt – ask “What’s going on here?” 📍 Mini-debate – “One minute. For or against?” 📍 3-2-1 starter – 3 things you know, 2 you want to know, 1 question 📍 Mystery object – always a hit with everyone Whatever your context: student, teacher, leader, facilitator, don’t underestimate the power of a purposeful start. Start strong. The room will follow. #ZippysClassroom #MakeTeachingGreat #LessonOpeners #IceBreakers #WorkshopStarters

Customer service training budgets are tight. As a training director, I got my CEO to sign off on a budget increase every year. Here's how: 1. Talk to senior leaders Ask them about their goals, strategies, and challenges. These are the priorities your budget needs to address. 2. Focus on *their* goals Create a plan that connects customer service training with improved loyalty, sales, efficiency, or whatever else your executives are focused on achieving. Senior leaders will advocate for your budget if they believe it helps them. 3. Show the $$$ Position your budget as an investment in achieving the organization's goals. Ask your CFO to validate the numbers so they're credible. Your CFO's sign-off makes your budget even more compelling to the CEO. A good budget isn't a wishlist. It's a solid plan to help the organization win.

Before I codified this, one loud voice could hijack my whole session. Now? I handle resistance without losing the room (or my authority) I used to let “just one comment” slide. Until it derailed the agenda. What started as a “quick comment” turned into a 40-minute detour. I watched the energy drain from the group. And from the client’s face. I was bringing my personal baggage Back then, I believed being “tough” made you less likeable as a facilitator. But I wasn’t being kind, I was avoiding discomfort. And that made me unclear. And unclear loses the room. Here’s my 2M framework, I wish I had years ago to protect focus and relationships. 𝗠𝗶𝘁𝗶𝗴𝗮𝘁𝗲 (set yourself up for success): • Pre-session comms to set expectations • Co-create working agreements at the start • Introduce a ‘Parking lot’ early • Ask for permission to re-direct when needed 𝗠𝗮𝗻𝗮𝗴𝗲 (when things go off-track): • Notice and name the disruption, neutrally • Refer back to the group’s agreements • Add off-topic ideas to the Parking lot • Check: “Is this moving us closer to our outcome?” This approach earned me a long-term client who brings me back to facilitate strategy days with their global brand leaders. Why? Because I kept big personalities on track without making anyone wrong. And even had execs thank me for shutting them down. Turns out, clarity earns trust. Fast. And the tougher I’ve been as a facilitator, the more I’ve been respected. ♻️ Share if you’ve ever had to wrangle a room 👇 What’s your go-to move when a session goes off the rails?

Have you ever faced a situation where things did not go as planned when you were in front of a live audience? Maybe the projector broke down, the audience was too tired or distracted, or your allocated time slot was cut short. How did you handle it? In December, I faced such a challenge. I was delivering a communications workshop as part of a broader training to a group of colleagues from Indonesia, Egypt, Ethiopia, Panama, and other countries. Many had travelled more than 24 hours to get to the training site. On the third day of the training, I noticed the participants looked exhausted. The jet lag and the intensive programme were taking a toll on them. I knew that I had to improvise. I could not deliver my session as planned in the afternoon when the energy and attention of the room would be at their lowest. So, over the lunch break, I completely redesigned my workshop. I eliminated all the non-essential parts and made the session half as long. With the extra time, I took the group outside for some fresh air and sunshine. The result? The participants walked out of my session happy and refreshed, and they learned what they needed to learn. The lesson? Whether you are delivering a training or speech, you must be prepared to improvise and adapt to any situation. You need to: • Know your content inside out so that you can adjust it according to the time and attention of the group. • Prepare for the worst scenarios and have a backup plan for each one. • Keep your cool and stay calm, whatever happens. Improvisation is not a talent. It is a skill powered by extensive preparation. And when you are prepared, you can turn any challenge into a memorable experience for your audience. #Facilitation #FacilitationSkills #PublicSpeaking

Sharing an approach I’ll be using to kick off the facilitation of an HSE Leaders Forum tomorrow that I hope others might find valuable. Instead of starting with the usual introductions (name, job role etc), I want to focus on the reason we are there: discussing innovative ways to solve the challenges participants are facing in their workplaces or industries. Each participant will introduce themselves by sharing a challenge framed as a "How Might We?" (HMW) statement. This simple method encourages participants to: 1️⃣ Clarify the Challenge: Turning a health and safety challenge into an opportunity helps focus the conversation on possibility. 2️⃣ Spark Collaboration: Open-ended, opportunity-focused challenges invite diverse perspectives and ideas. 3️⃣ Create Immediate Value: Sharing key challenges helps everyone see where they can contribute and connect meaningfully - on the things that matter. "How might we better communicate critical risk management expectations with subcontractors?" "How might we reduce working at height activities in our business?" "How might we assure critical risk controls in real-time?" I’ve found this approach aligns discussions with what really matters, and leaves participants with actionable insights. If you’re planning a collaborative session, this could be a great way to shift from introductions to impactful conversations right from the start. Feel free to adapt this for your own forums or workshops; I’d love to hear how it works for you and if you have any other facilitation tips. #SafetyTech #SafetyInnovation #Facilitation #Learning

RESPECT AT WORK | Compliance-based harassment, bullying and discrimination training typically involves defining and providing examples of prohibited potential unlawful and criminal behaviours. Not surprisingly, while this approach transfers knowledge, it does little to prevent those behaviours. Many participants fail to connect cognitively or emotionally with the content because they don't feel it's relevant to their behaviour or their experience. Other participants feel powerless to effect change in others' behaviours. Also, we know that learning and behavioural change are more likely when individuals feel they are part of the solution and not the problem—telling learners what they can do rather than what they can't. Effective respectful workplace behaviour training focuses on the underlying stereotypes and biases that devalue some individuals and groups relative to others and transfers skills for identifying and disrupting harmful beliefs whether they manifest as unconscious biases, casual sexism and racism, subtle slights of exclusion, or prohibited behaviours. While not all employees will experience or witness unlawful and criminal behaviours at work, most employees experience or witness everyday biases. When these lower-level harms are left unchecked, the harmful stereotypes and beliefs that underpin them are perpetuated. These are the same beliefs and attitudes that underpin more serious harm. The negative stereotypes that devalue women, diverse genders, or diverse sexualities that underpin a sexist or homophobic joke are the same negative stereotypes that underpin gendered and sexual violence. When employees are empowered to disrupt everyday biases, they become powerful change agents for preventing more serious harm. We support employers in preventing workplace misconduct through workplace culture reviews, risk assessment, learning and development, and employee focus groups. Email info@cultureplusconsulting.com for further information. Additional resources: Why employers need to step up: https://lnkd.in/gkNg_46R A checklist for boards: https://lnkd.in/gP8TMBzX Leadership considerations: https://lnkd.in/gFB7CvDe Identifying risks: https://lnkd.in/gvVYrDUy Managing risks: https://lnkd.in/gKSpxQu5 Evidence-based training: https://lnkd.in/gUN8cwTd and https://lnkd.in/gFB7CvDe Trauma-informed grievance processes: https://lnkd.in/gP5Z5pcc

🤔 How might you infuse more experiential elements into even the most standard Q&A session? This was my question to myself when wrapping up a facilitation course for a client that included a Q&A session. I wanted to be sure it complemented the other experiential sessions and was aligned with the positive adjectives of how participants had already described the course. First and foremost - here is my issue with Q&As: 👎 They are only focused on knowledge transfer, but not not memory retention (the brain does not absorb like a sponge, it catches what it experiences!) 👎 They tend to favor extroverts willing to ask their questions out loud 👎 Only a small handful of people get their questions answered and they may not be relevant for everyone who attends So, here is how I used elements from my typical #experiencedesign process to make even a one-directional Q&A more interactive and engaging: 1️⃣ ENGAGE FROM THE GET-GO How we start a meeting sets the tone, so I always want to engage everyone on arrival. I opted for music and a connecting question in the chat connected to why we were there - facilitation! 2️⃣ CONNECTION BEFORE CONTENT Yes, people were there to have their questions answered, but I wanted to bring in their own life experience having applied their new found facilitation skills into practice. We kicked off with breakout rooms in small groups to share their own experiences- what had worked well and what was still challenging. This helped drive the questions afterwards. 3️⃣ MAKE THE ENGAGEMENT EXPLICIT Even if it was a Q&A, I wanted to be clear about how THIS one would be run. I set up some guidelines and also gave everyone time to individually think and reflect what questions they wanted to ask. We took time with music playing for the chat to fill up. 4️⃣ COLLABORATIVE LEARNING IS MOST IMPACTFUL Yes, they were hoping to get my insights and answers, however I never want to discredit the wisdom and lived experience in the room. As we walked through the questions, I invited others to also share their top tips and answers. Peer to peer learning is so rich in this way! 5️⃣ CLOSING WITH ACTIONS AND NEVER QUESTIONS The worst way to end any meeting? "Are there any more questions?" Yes, even in a Q & A! Once all questions were answered, I wanted to land the journey by asking everyone to reflect on what new insights or ideas emerged for them from the session and especially what they will act upon and apply forward in their work. Ending with actions helps to close one learning cycle and drive forward future experiences when they put it to the test! The session received great reviews and it got me thinking - we could really apply these principles to most informational sessions that tend to put content before connection (and miss the mark). 🤔 What do you think? Would you take this approach to a Q&A? Let me know in the comments below👇 #ExperienceLearningwithRomy

Change management when a company replaces its existing product with a new one! This transition is not about the software - it is about the people, processes, and mindset. When a company is accustomed to using a particular system, they develop a workflow, which leads to challenges in changing to a new one. The key to successful adoption lies in a structured approach: Awareness, Training, Support, and Feedback. 1️⃣Awareness. Users must understand why the change is happening. Communicate the benefits—whether it’s efficiency, cost savings, or compliance. 2️⃣Training ensures users are comfortable with the new system before they fully migrate. This involves hands on sessions, quick reference guides, and scenario based learning. 3️⃣Support - No matter how intuitive a system is, users will face challenges. A dedicated support structure—live chat, email assistance, etc. ensures a smooth transition. 4️⃣Feedback loops are essential. Gathering user concerns and addressing them refines the process and increases user confidence. The goal should be to make the users feel empowered, not burdened, by the shift. #changemanagement #shipsandshipping #maritimeindustry #management #training

Ever missed a turn on a road trip… just because your co-driver forgot to speak up? 🛣️🗺️ Now imagine that happening in a high-stakes project. One missed message. One delayed update. ➡️ And the whole team veers off course. That’s the danger of poor communication during change. In project execution—especially when stakes are high and stakeholders are many—communication isn’t a milestone. It’s a constant. 🔄 📊 According to the Project Management Institute, project managers spend 90% of their time communicating during the implementation phase. Why? Because change doesn’t succeed in silence. 🎯 Picture this: You’re a project manager at Google, leading a transition to a new cloud storage system. If communication isn’t clear, timely, and tailored to every stakeholder—from IT to finance to legal—confusion spreads fast. Deadlines slip. Trust erodes. ✅ Best practices for communicating change: Start early, update often Tailor messages for different audiences Create feedback loops to surface concerns Be transparent about risks and decisions 💡 Great execution isn’t just about what you do. It’s about what—and how—you communicate. #ProjectEconomy #ProjectManagement #ContinuousLearning 🎯💡