Post-Training Survey Questions for Better Learning

Post-Training Survey Questions for Better Learning

Post-Training Survey ⁤Questions ‍for Better Learning: ‌Unlocking the Secrets to Effective Feedback

So you’ve ⁢just⁢ wrapped up a training session that ⁣was as‌ riveting as⁢ binge-watching‌ your ‌favorite⁣ series—only with fewer plot‍ twists and more PowerPoint slides.Now, ⁣the big question looms: ⁣how do⁤ you ensure your⁣ participants actually absorbed the knowledge instead of⁤ just nodding⁢ off‍ during the lecture? Enter the magical, mystical‌ world of post-training survey questions! Think of them as​ the treasure map leading you to a‍ chest filled with⁣ golden nuggets of feedback, ‍insights, and improved learning outcomes. Not only do⁣ well-crafted questions help you gauge ​the training’s effectiveness, but thay also make⁣ your learners​ feel valued ‌and heard. In⁤ this article, we’ll ‍explore the art ⁤and science​ behind developing⁤ the perfect post-training survey questions to ⁤skyrocket your⁤ learning⁣ initiatives. Buckle up—better ‍feedback awaits!
Understanding the Importance ⁢of⁢ Post-Training Surveys in Learning Outcomes

Understanding​ the Importance of ​Post-Training Surveys in learning ⁢Outcomes

Post-training surveys‌ are a vital⁢ tool for assessing⁣ the⁤ effectiveness⁤ of ⁤educational ​programs and understanding the‌ overall ​learning experience. By gathering feedback from⁤ participants, organizations can identify ‌key areas where training succeeded‍ or fell short. ⁢This ⁣feedback loop⁢ is essential⁢ for continuously improving learning outcomes and tailoring ‍future training initiatives to better meet the⁤ needs of learners.

One of ⁣the primary ⁢reasons ⁢for implementing post-training surveys is to measure knowledge retention.Surveys can include questions designed to assess how much details participants ‍were able‌ to⁤ retain. Such as:

  • Which⁤ key ​concepts did‍ you find most⁢ useful?
  • How confident do you feel about‌ applying what you’ve learned?

Additionally,‌ post-training⁢ surveys can highlight any gaps‌ in the training material‌ or delivery. Participants ​can ⁣provide insights into ⁣what might have ⁣been‍ confusing or what additional topics they wish had ⁢been ​covered:

  • What​ aspects of the training⁤ need further​ clarification?
  • Were there any topics ​you felt were missing from the‌ curriculum?

Moreover, analyzing survey​ data can enhance ‍the⁤ overall training ​strategy.Detailed results can be ​aggregated and reviewed ‌at a departmental or organizational level, ⁤leading to⁢ collaborative⁣ discussions around best practices and improvements. As a notable example, a simple⁣ table can summarize the ⁤feedback ‍on various components of the training program:

Feedback Area Positive Responses (%) Improvement Suggestions (%)
Content⁤ relevance 80 20
Trainer Effectiveness 85 15
Training Format 75 25

By reviewing​ such insights,​ organizations ​can ​make informed⁤ decisions about future training⁢ sessions,‌ adjust content delivery, and enhance overall⁢ participant engagement. Ultimately, the focus ⁣on post-training ‌surveys underscores a commitment to fostering a ​culture of continuous ‌learning and improvement.

Crafting Effective Survey Questions That‌ Encourage Honest Feedback

Crafting Effective⁣ Survey⁣ Questions That Encourage Honest Feedback

When‌ designing survey questions,using clear and straightforward language is crucial in‌ eliciting genuine⁣ responses. Avoid jargon or⁢ complex phrasing that might confuse respondents.‌ Instead,aim for simplicity by employing direct questions ​that‌ get straight to the point. For example:

  • What did you find most valuable about the training?
  • How confident⁢ do you feel applying ⁤what ‍you’ve ‍learned?
  • What improvements would​ you suggest for future training sessions?

Consider⁤ the type of⁤ feedback ‌you⁤ want to gather. Utilize a​ mix of closed-ended and open-ended questions to gain both quantitative data and‌ qualitative insights. This balance helps you understand not only​ how many participants felt⁢ a ⁣particular ‍way but also why ⁤they felt that way.‍ here’s a simple ‍example‍ of‍ how‍ you might structure‍ your ‌questions:

Question Type Example‌ Question
Closed-ended Rate the‌ training⁢ session ‍on a scale from 1 ​to 5.
Open-ended What was your biggest takeaway⁢ from today’s⁢ session?

Furthermore,ensure⁣ the questions are unbiased and not leading ​respondents ⁢to⁢ a ​particular answer. Phrasing ⁣can ​wield great influence—frame⁢ questions in⁢ a ​way that allows for ⁢a​ spectrum of responses, ​fostering an⁣ environment where participants feel safe and encouraged to provide honest⁤ feedback. For instance,instead of asking,“Did you‍ enjoy the training?” consider “How would⁣ you describe‌ your‍ experience with the training?” ‌This adjustment ⁢opens the door​ for a more nuanced reply,facilitating a ‍richer pool of insights for evaluation.

Analyzing Survey⁢ Data to Identify Gaps in‍ Knowledge and⁣ Skills

Analyzing ​Survey ‍Data to identify Gaps in ⁢Knowledge and Skills

Analyzing survey data is crucial for understanding the effectiveness of training programs and identifying ‍specific gaps in‍ knowledge and skills among participants. ‌By meticulously‌ examining the responses⁤ collected through post-training ‍surveys,organizations can pinpoint areas where⁣ learners ‍may ‍feel underprepared or where their knowledge falls short. ‍This analysis not only illuminates the ​participants’​ perceptions but also⁢ aligns with ​desired learning outcomes.

To ​categorize the insights⁣ gained from ‌survey analysis, ⁣consider these key⁢ areas:

  • Self-Assessment of Knowledge: ‍Evaluate how confident participants feel about their grasp of the material presented.
  • Practical‍ Application: ⁣Identify‌ whether ⁤participants are unsure how to⁤ apply the skills⁣ learned in real-world‍ contexts.
  • Feedback on⁢ Content Relevance: ‍Gather insights on whether the training met the ‌specific ‍needs of‌ participants’ roles.
  • Support Materials: ⁤Assess if additional ‍resources are necessary to​ reinforce learning.

To illustrate ‌the‌ data analysis process, the following table‍ summarizes hypothetical examples of gaps⁢ identified from survey feedback:

Skill ⁣Area Percentage of Participants ⁣Reporting⁢ a⁢ Gap Suggested Action
Data Analysis 65% Develop⁣ advanced​ workshops
Effective Dialogue 45% Implement role-playing‍ scenarios
Technical ⁢Proficiency 70% Provide additional online resources
Leadership ‍Skills 30% Offer mentorship programs

The effective ⁣use ​of survey data allows​ organizations to tailor future training initiatives, ⁢thereby‌ ensuring that‌ employee advancement‍ aligns ⁤more ⁤closely with⁢ actual needs.This proactive approach​ not‌ only enhances learning outcomes but ‌also⁤ fosters a culture of continuous improvement and adaptation within the organization.

Utilizing Feedback to Enhance ⁤Training ​Programs ​and ‍Participant Engagement

Utilizing Feedback to Enhance Training⁤ Programs and Participant ⁢Engagement

Feedback is an invaluable tool​ for⁤ creating‍ meaningful and effective training⁣ programs.⁤ Incorporating participant insights⁣ allows organizations​ to identify‍ strengths and weaknesses in ⁢their training ⁢sessions,⁣ fostering continuous improvement. By ⁤actively seeking out feedback, organizations can fine-tune their​ content, delivery⁢ methods, and overall participant experience, ultimately driving ‍engagement and enhancing learning outcomes.

To effectively utilize feedback, it’s essential to⁢ develop‍ specific, open-ended survey questions that encourage⁢ participants to ‌articulate their thoughts. Consider including⁢ questions ⁣such as:

  • What​ were‍ the most valuable aspects of‍ this training?
  • Which areas do⁢ you feel need improvement, and why?
  • Did ‍the training ‌meet your expectations? Please‍ elaborate.
  • What topics would‍ you ‌like​ to see covered‌ in future⁣ sessions?

These questions not only highlight ⁤what worked well but also⁣ uncover ⁤aspects ⁤that‌ may hinder‍ participant ⁢engagement. Analyzing responses can reveal patterns that inform ⁤your⁣ training approach. As a‌ notable example, if ‌multiple ⁢participants express a desire⁤ for ​more hands-on activities, ⁤this insight ‌can lead to the integration of interactive elements in future sessions.

Monitoring participant‍ satisfaction ⁢through a‍ post-training⁣ survey also establishes a foundation for​ ongoing improvement.By compiling ​feedback in a ⁣format that is easy‍ to analyze, decision-makers ‌can ‌take strategic ​actions ​to enhance overall program effectiveness. Here’s a simple​ table showcasing potential feedback metrics:

Feedback ‌Metric Rating‍ (1-5) Action ​Item
Content Relevance 4.5 Maintain ​current ‌curriculum
instructor Effectiveness 3.8 Provide additional training for⁢ instructors
Engagement Level 4.0 Introduce ‌more‍ interactive ​components

Implementing this feedback⁣ loop transforms passive participants⁣ into active contributors to​ their‌ learning journey. As you adapt your programs based on real insights, you not only enhance the⁤ training experience ⁣but ⁣also improve outcomes that ‍resonate with ​your organizational⁣ goals.

Best Practices ⁣for ​survey Distribution and ‌Participant Follow-Up

Best ​Practices for Survey Distribution ⁣and Participant ‌Follow-Up

effectively ​distributing surveys and following ‍up with participants is‌ essential for gathering actionable ​insights post-training.‍ Employing a‍ strategic approach can significantly enhance ‍participation ‌rates and the ⁤quality of ⁢responses. Here ⁣are⁣ some key​ practices to consider:

  • Target ⁤Your Audience: Ensure that the survey​ reaches individuals who ‍directly participated in the ‌training. ​Tailoring the‌ distribution ‌list‌ can help improve response relevance and accuracy.
  • Utilize Multiple‌ Channels: ‍Leverage‍ various platforms such‌ as​ email, social media, ⁢or direct messaging. Each platform ⁤can ‍attract ‌different demographics ‌and‌ maximize reach.
  • Create Engaging Invitations: Your initial communication ⁢should be‍ inviting‌ and clear. Highlight‍ the importance of their feedback ‍and ‌inform ⁤them how ⁤their insights will contribute to‍ enhancing future training sessions.
  • Set a Deadline: Include‍ a ‍specific completion deadline to encourage timely responses.⁣ A sense ⁢of urgency ⁢can increase participation rates ⁤significantly.

Once the survey is distributed, it’s ‍crucial ‌to implement a solid follow-up⁢ strategy to ⁣remind and encourage participants to complete the ⁢survey. Consider these‍ follow-up practices:

  • Automated Reminders: Set up an automated reminder‍ system ⁤to‍ gently nudge⁣ those⁣ who haven’t completed⁤ the survey. ⁤A friendly reminder a few days before the deadline can be ⁢effective.
  • Offer Incentives: ⁣ Consider providing incentives⁢ for completing the survey, like entry into a prize draw or⁢ valuable resources.This can greatly enhance⁤ engagement ⁢levels.
  • Personalize Communication: If ⁤possible, personalize ‍follow-up‍ messages. Use participants’ names and acknowledge their contributions ⁤to the ‌training, ‍reinforcing the value of ‍their feedback.

By emphasizing clarity, engagement, and ‌timely follow-up, you can significantly boost⁤ response ⁢rates and gather​ valuable insights that ⁤will inform and⁣ enhance future training opportunities.

Case ⁢Studies Demonstrating the Impact of Post-Training Surveys on Learning Success

Case Studies ⁣Demonstrating the Impact of‍ Post-Training Surveys on Learning Success

Organizations⁢ that incorporate post-training⁢ surveys have seen ​significant improvements ⁤in training effectiveness and ⁤learner satisfaction. One ‍notable example is⁣ a tech company that⁣ implemented post-training evaluations following‍ their ⁤software development workshops.​ By asking‌ participants to rate‌ the relevance ⁣and clarity of content, the organization⁤ identified key areas ⁢for ⁤improvement. Consequently, they revamped their training materials, leading to a 25% increase in learner retention rates ‌ in‍ subsequent sessions.

Another compelling case ⁣is ‌from ‍a⁢ healthcare ⁤facility​ that⁤ conducted ⁤post-training ⁤assessments focused ‌on patient care techniques.‌ The survey included ⁤questions ​on practical applications of the training and emotional engagement with the material. the data revealed an ​urgent ‍need for more ‍hands-on practice. After adjusting the curriculum to include ​simulation-based learning, the‍ facility ‌reported a ‌ 30% ​reduction in⁢ patient care⁢ errors, ​showcasing ​the direct correlation between survey feedback and​ applied learning outcomes.

a ‌financial services ​firm utilized post-training surveys to gauge ‌confidence levels among their employees after compliance ⁤training. By analyzing ⁤feedback trends,they discovered that employees felt unprepared for real-world ‌applications ⁢of ⁤the⁢ material. In ‌response, they incorporated ‌ongoing ⁢support and coaching into their⁤ training⁤ protocol. This resulted‌ in⁣ a 40% boost ​in ‌employee performance metrics, further validating the role ‌of⁣ surveys in shaping effective learning⁢ strategies.

Company Training Type Result
Tech ‍Company Software Development Workshops 25% Increase in Retention Rates
Healthcare‍ Facility Patient Care⁣ Techniques 30% ​Reduction ⁣in Care Errors
Financial ‍Services⁢ Firm Compliance Training 40% Boost ⁢in performance Metrics

Creating a Continuous‍ Improvement ⁣Loop Through Regular Evaluation ⁢and Feedback

Creating a ‍Continuous ⁣Improvement Loop Through Regular Evaluation‍ and Feedback

Establishing ‍a robust mechanism for feedback is essential for facilitating a‌ culture of ⁢continuous improvement in ‍any training ‌program. By integrating ⁤regular evaluations into your training framework, you can ⁢create a recurring ‌cycle ⁢of enhancement that not only addresses⁢ immediate concerns but also sets​ the ‍foundation for long-term growth. The insights gained ⁤from​ post-training surveys can reveal specific areas where learners thrive and identify topics that⁢ may require further exploration. This dual approach ensures that ⁢the learning experience evolves⁢ in alignment with ‌participants’ ⁤needs.

To effectively ⁣utilize⁤ feedback, ​consider implementing a structured ⁣evaluation ⁤process‍ that ​encompasses⁣ both quantitative ⁣and⁤ qualitative measures. ‍As a notable⁤ example,a blend of ⁣rating ⁣scales along with ‍open-ended questions‍ can yield ⁤a ​well-rounded ⁤perspective​ on the training’s​ impact.‌ Here are examples ⁤of effective survey ‌questions:

  • On a ‍scale ‌of 1-5,⁤ how relevant⁤ did you find ⁤the training content to your role?
  • What specific ‌skills ‌or knowledge‍ did​ you gain from this training?
  • Were ⁢there any⁤ topics that you felt ‍coudl be improved or⁣ expanded‌ upon? Please ⁣elaborate.
  • How⁤ likely ⁢are ⁢you ⁢to recommend this training to​ a ​colleague?

In addition⁢ to structured questions, use⁢ feedback ⁢sessions to‌ facilitate discussions and ​brainstorm‍ ideas ⁣for future improvements. ​Maintaining an‌ open ⁣line ⁢of communication ‌fosters trust and⁤ encourages ⁣participants to‍ share their ‌experiences candidly.Incorporating feedback‌ into ‍a dynamic ⁣training⁤ curriculum ⁤can be summarized in ​the ​following table:

Feedback Component Purpose Implementation Strategy
Quantitative⁤ Surveys Measure‌ satisfaction and⁤ skills⁤ acquisition Conduct ​post-training polls
Qualitative Feedback understand participant‍ experiences Facilitate⁣ group discussions
Follow-up ⁤Sessions Assess long-term retention ‍and⁤ application of⁤ skills Schedule check-ins‍ 3-6⁢ months post-training

By ​regularly analyzing feedback data, you can fine-tune your training processes, leading to a more⁤ engaged and​ competent ⁢workforce. ​Therefore, leveraging ⁤the⁤ power​ of structured evaluations not only enhances ‌individual learning but also contributes to ​the overall‌ efficacy⁣ of training initiatives ‍within the organization.

FAQ

What ​are post-training surveys, and why are‍ they ​critically important?

Post-training surveys are ⁢structured questionnaires administered ​to participants following a training ⁢program. Their primary purpose is⁣ to gather feedback ⁣on ‌the effectiveness ⁤of​ the training and to ⁢identify areas‍ for ⁢improvement. by capturing the perceptions and experiences of learners, ⁣organizations can assess whether the training⁣ objectives were met and understand how the ⁢training content ​translates ⁤into real-world​ application.

The importance⁢ of⁤ these surveys cannot ​be overstated. According to⁣ a study conducted by the Association for ⁤Talent Development, companies that gather ⁢feedback ⁣from training participants see a ⁤32% improvement⁢ in training effectiveness. By actively soliciting input, organizations can tailor future training initiatives ⁣to better meet learner needs,⁣ improve engagement ​levels, and ultimately enhance the return on investment (ROI) for ⁢training⁢ programs. Furthermore, this feedback loop fosters a culture of continuous‍ learning and shows participants that ⁣their opinions⁣ are valued.

What types of ⁢questions should be included in ‍a post-training survey?

When designing a post-training survey,it’s​ vital to include a mix of quantitative⁣ and qualitative questions. ‍Quantitative questions, such as ⁢ scale ratings, can​ definitely help gauge overall ⁤satisfaction, ⁣while ⁢qualitative ‍questions allow participants to express their⁣ thoughts more freely. Here ‍are some essential types of⁤ questions to‍ consider:

  • Satisfaction ‍Ratings: Ask participants to ‌rate their satisfaction ⁣with ‌various‍ aspects of the training, such ⁢as⁤ content quality, ​delivery ⁣methods, and‍ the relevance‍ of the material to ⁣their⁤ work.
  • Knowledge and ​Skill ‍Assessment: Include questions⁤ about whether‌ participants feel more knowledgeable or skilled ‌as ⁢a result of⁣ the training.
  • Applicability: Inquire how likely participants are to apply what ‌they learned in ‍their daily work.
  • Suggestions for⁤ Improvement:⁤ Leave open-ended questions for participants to provide specific suggestions on content changes,delivery improvements,or additional⁤ topics of interest.

These ‍diverse‌ question types ensure that you​ gather⁣ a​ comprehensive understanding of⁢ the training’s impact and ‍provide actionable⁢ insights for⁤ future enhancements.

How can organizations use feedback from post-training ⁢surveys effectively?

Organizations can use feedback from post-training surveys in ‍several ways​ to improve future training initiatives. First, it’s ⁤crucial to analyze the ⁣data collected to identify‌ trends and common themes. As an example, if multiple participants‌ mention that‌ the training content was ⁣outdated or the‍ delivery ⁣method didn’t engage ‍them,⁤ it signals a need for ​significant adjustments. using​ data⁣ visualization tools‍ can​ definitely help present​ these insights clearly to stakeholders.

Second, feedback should lead to⁣ tangible actions. Such as,if​ participants⁤ express⁢ a desire for​ more interactive exercises,training‍ developers can⁤ incorporate group activities or ‍simulations in future sessions. Implementing changes⁤ based ​on feedback not only enhances the quality of​ training but also⁢ demonstrates to ⁢participants that their voice matters.

Lastly, organizations should ‍routinely ⁤revisit these⁤ surveys. As industry standards evolve and participant demographics change, ongoing feedback will ensure ⁣training remains relevant and effective. Continuous ‍improvement based on survey findings allows organizations to stay ahead and‍ promote a ​culture of learning that benefits​ the workforce and the organization’s objectives.

What‌ common⁢ pitfalls should ​be avoided when ⁤creating post-training surveys?

When creating⁢ post-training surveys,several common⁣ pitfalls should be avoided⁤ to ensure meaningful⁤ results.One major pitfall is crafting‍ overly complex‌ questions. If ‍participants⁤ struggle to understand what ⁢is being asked, they are likely to provide ​inaccurate⁣ or incomplete answers.⁤ Using clear,‍ concise language and straightforward question ⁣formats not only enhances comprehension but ⁣also increases response rates.

another ⁢frequent ‌mistake‌ is failing to act on the⁣ feedback received. Sending‌ out⁤ surveys without following ⁢up ‌with changes or⁣ communications​ about‌ why specific‌ suggestions⁣ may not⁤ have been implemented can lead to frustration ⁢among ‌participants.‌ To avoid this, ⁢organizations should create a feedback action plan, communicating the results and ‍any planned changes. This approach fosters trust and encourages future participation in surveys.

Lastly, consider the timing of‌ the⁣ survey. ⁢Sending it⁣ too‍ soon after the training ‌may not provide enough time for participants to⁣ reflect on the content fully, while⁣ sending it too late ⁢may result ⁤in faded memories of the training experience.‍ Ideally, ⁣surveys​ should be sent within a ⁣week or two after⁤ training,‌ striking a balance that allows for thoughtful feedback.

How ‍can post-training surveys​ contribute to⁤ employee development?

Post-training surveys play a crucial role ⁢in promoting ongoing‌ employee development ‍by identifying areas where further training is required. By analyzing survey responses,organizations can ​pinpoint specific skills or knowledge gaps⁤ that might be⁢ addressed⁢ in future training ‍sessions,personal development plans,or mentorship opportunities. For example, if numerous participants indicate they lack ⁢confidence​ in applying new software tools, it⁤ would highlight⁤ a need ‌for additional, targeted ⁤training.

Additionally,these surveys can definitely help⁢ track ⁢individual ⁣progress ‍over time. By implementing regular post-training⁣ surveys as part of a‍ performance ⁣development cycle,organizations can measure​ growth and proficiency ‍in various⁤ competencies. ⁣This ⁤data can then⁤ be⁢ utilized in performance reviews and career⁢ progression ⁢discussions, providing a clearer pathway for employees to ⁣enhance‌ their skills consistently.

Furthermore, utilizing⁣ insights from surveys can enhance employee engagement and motivation. When employees ‍see that their feedback leads to actionable ⁣changes, they are more‍ likely to feel invested in their development‌ and remain ⁢committed to ⁢their roles, contributing to a positive organizational ⁣culture.

What‍ are the‍ best practices for ​administering post-training surveys?

Administering post-training surveys effectively involves ‍several ​best⁤ practices that enhance response rates and the quality of​ data collected.Firstly, ensure⁤ that the surveys are anonymous. this encourages participants to ‍provide honest feedback without fear of repercussions,leading to more candid⁤ and insightful responses.

Secondly, keep the survey concise. Aim for a​ maximum of​ 10-15​ questions that can be completed in ‍about 5-10 ​minutes. Shorter surveys tend to yield ​higher ⁤completion rates ⁣and higher-quality ⁣feedback. it’s​ also beneficial to use a mix of‍ question types, such​ as ​multiple-choice, Likert scales, and open-ended​ questions, to maintain engagement​ and allow ‌for⁣ diverse​ input.

Lastly, consider offering an incentive⁣ for ⁢completing the survey. This could range‌ from​ small ⁢gift cards‍ to‍ recognition in ⁢team ‍meetings. Incentives can significantly ⁤boost participation rates and show employees that‍ their feedback⁢ is valued. ⁤After the surveys are⁤ completed, promptly ‍share the results with all ‌participants to ​close‌ the feedback loop and reinforce the‌ significance of their⁢ contributions.

Wrapping Up

As⁢ we‍ wrap up our exploration of post-training survey questions, it’s ‌clear ‌that⁢ the insights gained ⁢from ⁢these evaluations can significantly enhance the learning journey ​for both participants and organizations.​ by⁤ carefully crafting⁢ questions that ‍dig into​ the nuances of ⁣training effectiveness—be‌ it through⁣ quantitative metrics⁣ or ⁣qualitative feedback—we​ not ‌only gauge knowledge retention ⁢but also identify areas for improvement.

consider incorporating a mix of ‍question types, such ⁤as Likert scale​ ratings and open-ended​ responses, which‌ can provide a ‍well-rounded perspective ‍on ⁤the training experience. Data from⁣ recent studies underscore the ​importance ⁢of this approach:⁣ organizations that actively seek feedback through⁤ thoughtful surveys frequently ⁤enough see a 20-30% increase in⁤ employee retention and ‌engagement ⁣rates.

Remember, the ultimate goal is to foster ‍an​ environment of continuous learning and development.The feedback‌ generated from ⁤these‍ surveys doesn’t⁢ just inform future training sessions;⁤ it cultivates a ⁣culture of openness and ​improvement⁤ that‌ empowers learners. As you implement these​ strategies, ⁤consider⁤ how each question you ask can lead to richer, ​more impactful learning ⁣experiences that pave the way for success in your ⁢organization.‍ Happy surveying!

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