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- Obedience Training. Command ‘Heel’.
Training your dog with Mark
Recent years have seen an increase in popularity of dog training and obedience.
This is largely due to the popularity of dog professionals as Cesar Milan , Ivan Balabanov, and Ian Dunbar
The training a dog for obedience goes back as far as 3000BC where dogs with what appears to be collars on their necks appear in paintings on the walls of ancient civilizations.
Many many years after these painting in 1910 a German Colonel by the name of Kongrad Most published “The Dog Training Manual” thus becoming the father of modern dog training. The methods described in The Dog Training Manual use correction and punishment quite heavily. Something that would pretty much be looked down on by positive trains. But despite its apparent cruelty it is still in use by some military training facilities.
Ironically his principals will later give rise to “clicker training”.
The idea of clicker training was first introduced by Marian and Keller Breland in 1943 who teach animals of different kind for televisions, shows and commercials.
Clicker training is basically a mechanical object that signals to the dog that the action it has performed was correct and a reward can be expected. It does that by you guessed it a sound of a “click.
” This “click” sound is more technically referred to as a “bridge word” among dog trainers and of course can be replaced by any sound or human voice. (For example YES.
) Another major change clicker training has bought to the world of dog training was the evolution of what is now commonly referred to as “positive only training”.
“Positive only training” refers to a method of training where the dog is given total freedom of choice in relation to performing the task given and gets rewarded by the use of treats. (www. heavenlydogtreats. net ) when it performs correctly.
This method of training has grown in popularity over the years and of course caused quite a bit of controversy between advocates of positive and the more traditional trainers of dogs.
Let’s take a quick look at the pros and cons of both methods.
Positive Training. Pros: It looks good as the dog is given freedom of choice.
Cons: It is unreliable as shown by the relative scarcity of positive only trainers at the high level of obedience trails.
Traditional Training. Pros: Works well and reliable.
Cons: As the dog is forced to perform the action it can develop side effects such as fear, shutting down, or in the worst cases aggression.
Of course when you are a new dog owner this can cause quite a dilemma do I want reliability or do I want a dog that is happy and not afraid of training? Well luckily there is a third method of training one that has been pioneered and developed by people such as Ivan Balabanov.
It is a mixture of both traditional and positive training methods. The idea behind this third approach is to develop a reward system and other key words such as YES and NO that lets the dog know when it is doing right or when it is doing wrong. The “game “is used to reward the dog.
This way the dog gets rewarded when a task is performed correctly (positive training) and punished when the action is performed incorrectly. (Traditional training.
) The major difference between the previous two training methods and this one is that by the use of key words a trainer can clearly communicate to the dog weather the action is correct or not.
This is somewhat similar to the old children’s game of HOT/COLD. Whereas an object is hidden and the player knows where it is by listening to other players saying Hot, Hotter.. or alternatively Cold Colder.
Similarly when training the dog a trainer can signal a correct action by stating YES and rewarding the dog or alternatively can signal an incorrect action by stating NO and withholding the reward.
This way with small approximations and practice the dog trainer can create a happy environment for the dog to learn in as well as maintaining reliability.
For some dog training equipment visit: www. rapidresultsdogtraining.
- 1.5 Year Old GSP! Private Training Seminar in Fort Lauderdale, Florida! Dog Training with Nick White
Soccer Training Programs
A good coach will vary his or her soccer training drills during practices.
There are so many different ways of coaching soccer, what you want to have are practices that the players like to come to and look forward to the next one.
I have found that there are basically 5 different tips or suggestions for coaching soccer to young players. Here are the 5 points.
1. Be Ready
A good coach comes ready with all of his soccer training drills and skill sets planned out. You also need to have the fun activities planned out. The worst thing is to have downtime for the players while you come up with the next drill.
2. No Downtime
If you have prepared ahead of time and have all your drills, skill sets and activities ready there should be no downtime. Downtime is deadly for a practice the players get bored while they wait for you and that is when you loose them and their interest.
3 Make Sure Your Practice Area Is Safe
Make sure that your practice field or area is safe and ready for the players. You will have to do this before the players show up or the night before. Simply go the field where you plan to practice and scope the ground for dangerous materials and discard them. The worst thing is to have a player making a slide tackle and getting cut up and he slide across a piece of glass.
You always need to make sure you have enough equipment for all the players to use. Extra balls, a pump to pump up flat balls, extra shin guards, goalie gloves, cones, pinnies, whistle etc. You don’t want to have to end a practice or not even start because you forgot equipment.
5. Be On Time
You will want to emphasis with your players and coaching the importance of being on time. You probably have a limited time on the field so making sure the players and coaches are ready to go at practice time is important. This will ensure that you have successful soccer training programs.
As a trainer, it’s part of your role to get people in a receptive state for learning and to keep them engaged, interested and energised throughout the training.
There are lots of ways to do this, I won’t go into all of them here. Let me just talk about energisers.
Energisers are activities which are meant to, well – energise people.
Many of the activities which are described as energisers have nothing to do with the training material. In fact, that’s the point. One of the ways to energise people is to let them do something which has nothing to do with the course. It gives their minds a break.
Also, most energisers involve physical activity, getting people moving around.
This is important because sitting still for long periods leads to fatigue, simply because the blood isn’t flowing and carrying oxygen round the body as well as it does when people are moving around.
So, these are two approaches to energisers – get away from the course material and get people moving.
You can use a number of activities – throwing a ball around, a treasure hunt around the room where people find hidden items, a game of charades, all kinds of team games which you can find in books or on the internet.
However, I think you need to take care with energisers.
If you’re not careful, they can actually distract people and make it harder for you to get them focused back on the training. This can happen if they take too long or if they involve a lot of running about and people get “overexcited” as my Mother used to say. In other words, they get so involved in the energiser that they take a long time to settle again.
Also, it can be tempting to rely on energisers to make up for dull training materials or methods. Energisers should not be a substitute for making your training interactive and interesting.
You can, of course, use activities as part of the training itself – use games, quizzes, group work to get people moving around and inject some fun into the learning. Keep people energised throughout rather than leaving it for specific times, such as after lunch.
If you do get the sense at some point that energy is flagging, then change what you’re doing. Use variety in your approach to keep people’s interest and make sure everyone is involved in the learning, avoid too much presenting or lecturing which leads to people switching off.
I always remember a good example of an energiser going wrong from a course I ran several years ago. I asked one of the participants to come up with an energiser to use after lunch on the last day.
After everyone had finished eating, he asked them all to go outside to the car park. During lunch, he’d taken a screwdriver and removed the number plates from all the participants’ cars. He’d hidden them in the grounds of the hotel.
People went mad. They couldn’t believe he’d taken a screwdriver to their nice shiny cars and they weren’t pleased about having to search the grounds for their number plates. The activity took ages, especially since he’d forgotten where he’d put most of them.
When they had finally found their plates, it took a long time to get them focused again, in fact we had to have a break to let them calm down.
I learned a few lessons from that, I must say.
So, yes – keep people energised and watch out for fatigue setting in, but do it mainly through your training methods and don’t just rely on energisers to get you through the day.