 So hello everyone again, this is the third session for open source education track and there will be a talk by Fernando Colione who will share his experience with virtual training in the past two years and will give us some tips and tricks. So a little bit about Fernando, he is an agile coach and trainer at Red Hat with more than 17 years experience in project management and coaching. So welcome Fernando. Alright, thank you, Nora, hello everyone. So yeah, just before I will hand it over to you, I just wanted to mention that if you have guys any questions during the presentation please feel free to use the Q&A section. So now hand it over to you. Alright, thanks Nora. So hello everyone, I'm here today to maybe help you to recognize the great virtual training and I will start things off a little bit differently, right? I will ask for your help. So hopefully you have your mobile phone next to you or if you don't want to use mobile phone you can use maybe just a browser but I would like you to go to slido.com, use the number on the screen 582124 and please tell me one word for you that reflects a great virtual training experience. I'm really hoping that this will work and I'm really hoping that something will pop up in the screen. So I will give you a minute or so, just go to slido.com and try to, okay, I see, great. Engagement, interaction, interactivity, self-directed, simple, hands-on with examples. Alright, interesting. So engagement and interaction seems to be what people are interested in, more short, simple, valuable, accessible. Alright, so great 16 people joined, more people are joining, I'll leave this open just to see. You will have another question later on, so I will ask for your inputs as well. So great, so I can see that interaction and engagement seems to be important before putting fun. Alright, excellent. Alright, thanks for that. So, well, that's me. For you that don't know, I am Brazilian and I have been living in the Czech Republic for the last almost six years now and I work at Red Hat. I'm an agile coach or agile practitioner. That's one side of my job where I am helping Red Hat technical teams to embrace, to adopt agile practices. And the other side of my job that I'm really passionate about is related to training delivery. I'm the training delivery lead in my team and my focus as a training delivery lead is really to help design, help deliver training that can improve how product development teams at Red Hat work, but also any team or any person at Red Hat that is interested in what we offer, we are there to help. And just to give you an idea of what we accomplished in the last, I don't know, three, four years, I will share this slide because it helps you to see how the talk goes. So we as a team, we have now nine training offerings and two of those training offers were really created last year. So brand new. And we delivered more than 150 classes in the last four years and more than 1,700 Red Haters participated in our classes. In the beginning, everything it was really face to face, meaning we had classes like in the map here, people went to Australia, I was fortunate enough to go to Israel, to China to deliver training. By the way, that's me on the right hand corner over there. And it was face to face, but everything changed two years ago and everything went to virtual. And when I say here virtual training, we are talking about instructor led virtual training. So from face to face, instructor led to instructor led, but in the virtual environment. So there is a trainer there, everything online. So that's kind of the idea. And that's why I'm talking here about virtual training because we adapted everything in our offerings to the virtual environment. And we have been having some success, I would say. But coming back to the part here about the great virtual training, I will start with one question to you, to you, right? And the question is, have you ever felt like this in a training or workshop before? Right? And maybe it really goes a little bit against of what you said in the beginning, right? So the interaction or engagement, because this does not seem like engagement, right? So you were there in which you thought it would be this great training, this great workshop, but you're just there listening and listening to the students, listening to the trainer or teacher or instructor go through for two hours in a row, those 152 slides, full of text, by the way, all of the text is over there. So not a lot of interaction, not a lot of engagement. I don't know if you had this experience before. I certainly had. And to be honest, four years ago, I had a lot of interaction, a lot of engagement. I certainly had. And to be honest, four years ago, I was one of this like trainers, right? So I was there in front of people talking. People were just listening, not a lot of engagement and interaction. But actually, that's not where we want to go. That and that's the idea here of the thinking about the great virtual training. And if I give you these two options, right? Option A and option B, please write it in the chat. Which option do you think is correct? Option A or option B? Probably, and hopefully you are putting that option A is the correct one. And this is very powerful, right? So if we know that 70% of the people that enroll in a class, in a training workshop, already know something about the topic, it should change how that training, that workshop, that class should happen, right? Because if people know, it means that they can discuss, they can share experience, right? So it changes and should be the same right here, right now. 70% of the people here already know something about virtual training. So you have knowledge, you have some experience about the topic and we should use that to our advantage if we are developing workshops and training. And you as a participant should know that as well because then it goes back to what you mentioned in the beginning, part of engagement and interaction. So I would like to, again, ask for your help here because we do have some challenges in the training environment, specifically with the virtual classes. So again, going to the Slido, that hopefully you are having it open, could you maybe rank for you what is maybe the top challenges with the virtual classes that you have experienced? So it's your own perspective, right? So first, second, third, fourth, and fifth. Some of the challenges that I faced, so I put it here. So go to Slido and let's see some of the things moving here. Lack of focus and lack of engagement. So I will wait a little bit more for more people to join here and see how things will change. I'm really interested to see what is the top one or nine people. First time we had 16 people, so I will wait a little bit more. Lack of engagement is winning. So that is a challenge. Top one, multitasking number two, lack of focus. Interesting, the use of new tools go into the last position. All right, so these are a few of the challenges that we face in training and it's even more problematic in the virtual environment. So let me jump into the next slide. So thanks for the interaction here. So as you can see, lack of engagement would be one of the main challenges in the virtual environment, but of course in class, face to face, it would be the same. I'm very interested to see that use of new tools came up at the last place. So thanks for your participation. Yeah, so these are the challenges that I usually face in the virtual classes. Lack of engagement is pretty much what I asked you in the beginning. So it's just the teacher or the trainer just talking and you are just there listening and hopefully, hope that you don't fall asleep during the training. And well, that's definitely a big problem. Multitasking is also a big problem and it's even more problematic in the virtual environment because it's a lot easier to just open a new web browser and or get your phone or check your emails while you are in a virtual training. So it's a lot easier just to maybe work while you are in a virtual training. So it's a lot easier to multitask and it is a challenge. The part of the camera is being on and off from a training, from a trainer perspective. It's a little bit more difficult just because we don't know if the person is actually there. We don't see body language. We don't see anything. We have no idea. So we don't even know if the person is actually there in the class. The part of the lack of focus is just because in the virtual environment, usually we are at home. So there are distractions. People have kids. So they might need to do something with the kids or something happened in the house. They need to do it. Maybe you have that package to be delivered. And it happens right in the time of the class. So it's really distracting. So it's difficult. And of course, we have the use of new tools when we go to the virtual environment. And we need to take that into consideration as well because we were going to use video platforms and we might use collaboration tools. And it might be difficult for some participants. And we need to take that into consideration. And with these challenges so that I faced, I think I was able to overcome them in a good way with trying to focus on two main things. And they are really simply breakout rooms in our environment and just thinking about different activities. Breakout rooms because we want people to discuss and work in smaller groups and different activities so that the people are engaged and they interact with one another and actually do stuff. And when we think about breakout rooms, so you can think about Zoom, Google Meet, even Ring Central Meetings, but I don't know if everyone would have access to it. They are not free at least. I know that for breakout rooms, they don't have free capability. This is the open source education track. So just showing that there is this free platform out there, web platform called JITSE that you can have your meetings. And as of December of last year, they enabled breakout rooms capability. So it's a good tool, free tool for people to use if you don't want to use or you can't use Zoom, Google Meet or any of these platforms for training. So it's out there. And the same with different activities. So usually, we can use Miro, Jemboard, Google Jemboard. But there are alternatives, open source alternatives, free alternatives out there like diagrams.net, open board, Scully draw, so that people can have different activities, so free as well. Things to consider. But going to the question that actually I want to answer for you, how to recognize a great virtual training. So these are maybe the key takeaways for you as a participant or if people here are teachers or trainers in the virtual environment. There needs to be a comfortable virtual learning environment, meaning people know what platforms are they using, what tools are they are going to use, expectations are really met before the virtual training starts. So there is no stress about the virtual learning environment. It needs to be the best way possible prepared before. So people go into the class, they don't are stressed out when they join. A good or a great virtual training will have participants working in small groups. So that's why breakout rooms are very important. And they are doing something, discussing, presenting, creating, analyzing something. So it's very important that participants do something and we move away from this idea of teachers or trainers only speak and participants only listen. Because 70% of the people that go into a class already know something about the topic, so they can share their experiences. Well, the focus is not on the collaboration tools. So a great virtual training will not focus their effort on the collaboration tools, rather on the discussion, rather on the activities. The collaboration tool is there just kind of to help maybe put some things into writing or something like that. And the great virtual training should have a variety of activities so that people are engaged, focused, and they interact with one another. Exactly what the words that you put in the beginning. And just to finalize here, how do you recognize a great training in general? So instructor-led, face-to-face or virtual, think that participants should be actively doing something throughout the class. And the learning outcomes for whatever training you're joining are actually actions. So you are discussing, you are analyzing, you are creating, you are identifying something. And not just by the end of this class, I will or you will learn or you will understand, because these are not observable behaviors. As a trainer, I cannot observe you understanding, unless you discuss, unless you do something, and then I can see if you understand or not. And a great training, participants are really learning what they need to learn. So if you go to a two-hour workshop about a topic and you spend the first 30 minutes just going through how the collaboration tool that you're going to use for that class works, something might not be aligned well. Because if you're never going to use that collaboration tool again, so we should be focusing on what participants really need to learn. And these all comes together with they need to apply what they are learning after. So we prepare a workshop or prepare a training. Because after the training, they will do something with it. They will apply in their job. They will apply in their project. So that's how really we should be thinking from generally for what a great training could be. And all of the ideas that I shared, some of the concepts that I talked here, actually came from this great book from Sharon Bowman, Training from the Back of the Room. And to me, it was a life changer in terms of training. The way I perceived it and the way now how I do it. So this is just something for you to maybe help with your next virtual training, how you will recognize it. And that's it from my side. I think I'm on time. Are there any questions? Yes, please feel free to ask. I see some questions. Yes. So are there any hints that the training will be great on before the training starts? You select a pay for it. So great. Before the training starts, I'm usually looking about the learning outcomes. So if I want to go to a training, I already look at the learning outcomes. And if I see the learning outcome is just saying, you will learn or you will understand this, it tells me that maybe there's not going to be a lot of interaction and engagement. And I also look from the other way. So if I see that in the training abstract or what they are saying they are going to offer, there will be activities throughout. So kind of a hands-on way of thinking that for me is actually looking quite good. And if the trainer is a training from the back of the room certified trainer. So I would be 100% sure that the training would be focused on engagement and interaction and people participating. So hopefully that helps answering. Thank you. So there is another question. Trainings are often divided between listening sections and small group activities, both enforces the pace. Do you have experience or opinions about incorporating self-paced section? Yeah, so the shorter, the better. So what usually happens is that we will have a part where we need, as a trainer, teacher, present some concepts. That's for sure where we are talking. The thing to consider is that, well, we as human beings, we're not going to pay attention for an hour. Our brain might be paying attention for 10 minutes. And that's it. After that, we're starting to just think about other things. So usually what I try to do is that part of the concepts where I speak is usually focused on 10 minutes, really 15 minutes at the most where I'm talking presenting a concept. And right after that comes an activity. It can be a 1, 2, 3, 5 minute activity, simple activity, just to reinforce what I presented. And then people are discussing already that. So just divide it into shorter segments, what you could present in an hour. You just divide in shorter segments. And after this shorter segments, let the people do something with what you presented. Thank you. We have another question. So what are the techniques to work with speakers' voice so that he does not sound like he was partying last night too late? So what are the techniques? Can you repeat the question? Techniques? Yeah. No, but I didn't understand the end of the question. What are the techniques to work with speakers' voice so that he does not sound like he was partying on a party last night too late? There is no way that you can control that, right? Because that seems like a bad assumption. Maybe the person is partying too late last night, or maybe the person is sick. So I don't know. It's a difficult assumption to reply to. Maybe the person is partying too late. Maybe the person is sick. Maybe the person didn't sleep well. And the voice changes. OK, thank you. I cannot answer that question. Sorry. OK, another question just came. What were the biggest challenges in starting Tutor's Tech? And what were the problems you had to face, and how did you solve them? I think the problems initially for me was really that I was really focusing initially on really slides and just me sharing information. Really exactly what I showed in the beginning here. And for me, it was OK. But what I started doing gradually is just implementing what I shared here, right? So activities, the ways that people interact. And I just got into a facilitator kind of mode where I'm just guiding people's sharing experiences. And I think it's been successful. Fernando, thank you very much. You are a great speaker. For those of you who would like to continue the discussion, so please, you can move to the Work and Adventure platform. You can meet him there. Or right now, there is a 30-minute break, so there will be guided coffee tasting. So feel free to move to anywhere you would love to. So thank you, Fernando, once again. All right, thanks, everyone.