CDT Training & Facilitation Techniques 2 — Questions and Answers
Question 1: A participant repeatedly speaks over colleagues from underrepresented groups during a diversity workshop. What is the most effective facilitation response?
- Ask the dominant speaker to leave the session
- Ignore the behavior to avoid confrontation
- Pause and use a structured turn-taking protocol while naming the pattern without shaming (Correct answer)
- End the activity and move on to a lecture format
Correct answer: Pause and use a structured turn-taking protocol while naming the pattern without shaming
Naming the pattern and instituting structured turn-taking addresses the behavior without shaming and models inclusive facilitation.
Question 2: Which learning design principle ensures that diversity training content connects to participants' real work contexts?
- Transfer of learning (Correct answer)
- Bloom's taxonomy
- Kirkpatrick's Level 1 evaluation
- Spaced repetition scheduling
Correct answer: Transfer of learning
Transfer of learning refers to designing training so skills and knowledge are applied back in the workplace.
Question 3: When designing a diversity training for a global virtual team, which accommodation is most critical?
- Using only English to maintain consistency
- Scheduling sessions at times convenient for the facilitator
- Accounting for time zones, cultural communication norms, and language accessibility (Correct answer)
- Limiting participation to team leads to save time
Correct answer: Accounting for time zones, cultural communication norms, and language accessibility
Global virtual training must address logistical and cultural factors to ensure equitable participation across all locations.
Question 4: What does 'psychological safety' mean in the context of a diversity training session?
- Participants are protected from any disagreement
- Learners feel safe to take risks, speak up, and share perspectives without fear of punishment (Correct answer)
- The room is free from physical hazards
- Facilitators agree with everything participants say
Correct answer: Learners feel safe to take risks, speak up, and share perspectives without fear of punishment
Psychological safety, coined by Amy Edmondson, means participants can share authentically without fear of ridicule or retaliation.
Question 5: A CDT facilitator uses fishbowl discussions in a diversity training. What is the primary benefit of this technique?
- It limits the number of voices in the room
- It allows observers to witness dialogue modeled by a small group, then debrief (Correct answer)
- It replaces the need for a skilled facilitator
- It ensures only experts speak on diversity topics
Correct answer: It allows observers to witness dialogue modeled by a small group, then debrief
Fishbowl discussions create an inner circle of speakers while outer observers watch and reflect, deepening learning through observation and structured debrief.
Question 6: Which evaluation method best measures behavioral change after diversity training?
- Post-session satisfaction surveys
- Pre/post knowledge quizzes
- 360-degree feedback and manager observation at 30/60/90 days (Correct answer)
- Attendance records
Correct answer: 360-degree feedback and manager observation at 30/60/90 days
Kirkpatrick Level 3 (behavior) evaluation requires observational data from the workplace over time, such as 360-degree feedback.
Question 7: A facilitator notices that a breakout group is avoiding discussing race entirely. What is the best response?
- Let them avoid it since comfort is the priority
- Reassign the group to a different topic
- Check in with the group, acknowledge the difficulty, and provide a structured prompt to re-engage (Correct answer)
- Report the group to HR immediately
Correct answer: Check in with the group, acknowledge the difficulty, and provide a structured prompt to re-engage
Checking in and offering a structured prompt respects the group's discomfort while still guiding them toward the learning objective.
CDT Training & Facilitation Techniques 2
A participant repeatedly speaks over colleagues from underrepresented groups during a diversity workshop.
What is the most effective facilitation response?