Competency Category:

17.2 – Deliver Information Sessions or Workshops

Purpose & Context

Career Development Professionals (CDPs) deliver information sessions and workshops to share information and engage participants in interactive activities to learn and practice new skills.

Effective Performance

Competent career development professionals must be able to:

  • P1. Prepare session, for example:
    • Identify people with first aid skills, if possible
    • Prepare site arrangements, e.g. book room, organize equipment and refreshments
    • List facility policies, e.g. parking, access to building, emergency procedures
    • Prepare materials and supplies for session, e.g. name tags, handouts
  • P2. Prepare site, for example:
    • Assess site based on session plan, participant comfort and safety
    • Test equipment or remote delivery platform
    • Confirm refreshments are available, if applicable
  • P3. Create a positive learning environment:
    • Welcome participants
    • Introduce self
    • State qualifications
    • Ask participants to introduce themselves
    • Discuss participant expectations
    • Explain objectives
  • P4. Ensure comfort, safety and security of participants:
    • Explain safety measures, for example:
      • Location of defibrillator and first aid supplies
      • Fire alarm procedures, e.g. wait for instructions, convene at designated meeting spot
      • Location of emergency exit(s)
    • Indicate location of washrooms
  • P5. Deliver session:
    • Apply presentation and training techniques, for example:
      • Demonstrations
      • Group discussions
      • Learning circles
      • Lecture
      • Role playing
      • Simulations
    • Consult session plan for guidance
    • Acknowledge contributions made by participants
    • Close session, e.g. summarize key messages
  • P6. Adapt delivery to audience, considering:
    • Personality types
    • Linguistic, cultural, generational and educational differences
    • Cognitive, mental and physical abilities
    • Fatigue and attention span
  • P7. Adjust session plan to accommodate individual or group needs, for example:
    • Simplify content to enhance comprehension
    • Integrate participants’ suggestions
    • Adjust pace
  • P8. Provide opportunity for all participants to engage:
    • Encourage participants’ contributions
    • Stimulate discussion about content, e.g. ask about applicability to participant’s situation
  • P9. Accommodate participants, for example:
    • Identify barriers that exist in materials and environment
    • Adjust physical environment, e.g. adjust heating and lighting, change room set-up
    • Offer aids or supports, e.g. induction loop for hearing aids
  • P10. Manage group dynamics, for example:
    • Speak to every participant
    • Encourage participation through dialogue
    • Resolve inappropriate behaviours, for example:
      • Stay calm
      • Take break, use time to decide approach
      • Take participant aside to discuss behaviour
      • Move participants into new groups
      • Sympathize with symptom, address the cause
      • Move discussion to new topic to change pace and reduce escalation of the issue
  • P11. Administer session evaluation:
    • Describe process and time allotted
    • Describe how results will be used
    • Seek permission to share results or use as testimonials
  • P12. Report on session evaluation:
    • Compile information
    • Analyze findings
    • Summarize recommendations

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Budget allocations, e.g. funds available for food and beverages, room rental, transportation, supplies
  • K2. Techniques to deal with disruptive behaviours, e.g. monopolizing conversation, negative comments, profanity, side
  • K3. Logistical information, e.g. location of washrooms and exits
  • K4. Content of the session or workshop, e.g. participant guide, presentation, exercises, agenda
  • K5. Technology enabling remote delivery

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Training techniques are dependent on learning objectives and participant needs.

Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.

Demonstration: describe skills to an audience while performing them.

Group discussion: facilitated exchange of information among participants.

Learning circle: participants speak in turn without interruption or rebuttal while sitting in a circle.

Lecture: verbal presentation to convey content.

Role playing: unrehearsed, informal dramatization in which participants act out prescribed scenario.

Simulation: portrayal of system, process or situation.

Information Sources and Resources for Consideration


Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?



Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of designing and delivering 10 information sessions or workshops on a range of topics to varied audiences.


Practitioners typically perform this competency without supervision, and alone.


It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!