• Ask people why they want to be at the training
• Model person-centred and outcome-based practice
• Introduce information gradually
• Use real case examples
• Use a mixture of learning methods
• Acknowledge the context that people work in
• Allow time for people to exchange knowledge and experiences
• Ask people to identify what they can do and what change they can influence
• Use the critical reflection tool and action planning tool to identify ongoing learning and actions at the end
• Ask people to identify the support they will have to use their learning
• Consider having a parking zone for issues beyond what you are able to respond to
• Find out where you can refer questions or issues

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