CSAR has been built to assist training professionals to design, deliver as well as evaluate workshops. That's right, all key training roles can finally eat from the same strategic plate!

 

 

CSAR allows the designer, trainer and training manager to work in sync, combining their skill sets to better assist groups in achieving optimum learner states, and through these, better learning outcomes..

This goes to where Derek Rowe, the creator of CSAR, got the idea for the model:

Derek: "I trained to be High School drama and media studies teacher. A lot of that training reinforced the need for both performer and writer to work together to create great moments, be they on stage or film, for a collective audience to enjoy.

A simple example is that great final courtroom scene from "A few good men". The dramatic tension between Tom Cruise and Jack Nicholson, leading up to the moment where Nicholson explodes, is all about great writing and acting in equal portions. Writing and running workshops is no different; the question is can we handle this truth!

 

Here's how CSAR works as system for designers and trainers

  1. The designer uses the CSAR model (in its classic guise, as well as other variations) to design an engaging, balanced and relevant training workshop. In the Trainer's Notes they make all their CSAR-related decisions clear by colour coding all sections, instructions etc.
  2. The trainer gets their copy of the workshop. They set about preparing to run it, page by page, colour by colour. They reflect upon, as well as practice, changing their behaviour, energy and communication style to better create the training room environment required to support the required learner state.

 

And then there's workshop evaluation...

Of course, if both the designer and trainer of a particular workshop are taking their cues from the CSAR model, it stands to reason that a training manager can use the same model to evaluate the choices made by either party.

For example, Derek has had great success in providing objective performance feedback to very experienced trainers, using CSAR to make key points such as:

  • Many trainers rely on having a style. That's OK, but what if this style doesn't assist learners to achieve all 4 learner states. Invariably, trainers have an ability to create some states more naturally than others.
  • It's the same with designers - some prefer activities and experience over instruction or vice versa.

The invaluable thing about CSAR is that it's a model. It's objective. It reduces the impact of feedback's biggest enemy; the "That's just your opinion" factor!

Derek: "Most times, when I show a trainer or designer the CSAR model, they will start to tell me what their development strengths and opportunities are, often confirming what I've just observed myself. If you've ever faced trainer resistance or push back in situations, CSAR may be a great way to create more willing participants. I think it's the fact that CSAR is a model, thus allowing for a more objective, criteria-referenced framework."

 

Entire training functions can coordinate their workshops via CSAR
 
One final point: an entire training function could conceivably coordinate their workshops with CSAR, creating a situation where all parties understand and utilise the model in their activities.
 
Derek: "Read the section on AIM Vic/Tas in the "Who's using CSAR" page. It outlines a large-scale usage of CSAR within a large public course training function."