Dear All Please advise what methds can be adopted to motivate employees for attending training programmes. Regards Shalini
From India, Pune
34From India, Pune
Hi Shalini,
Learning is a pleasurable experience. Even as babies, we enjoyed learning: to crawl, to sit up, to walk, run... to talk... This pleasure giving experience of 'learning' that starts early in life lasts, almost, till we die.
Unfortunately, the school system has removed the excitement in learning by reducing learning to covering syllabus, and to memorising facts.
If a training proves to be a valuable learning experience, you may presume that workers will love to attend that training.
Ask yourself the question, 'What do I have to offer the workers as useful learning?'
'In what way will the information and skills I impart to them be useful for their growth and development or, to cope with life's challenges?'
A worker is a human being who loves to grow and develop, and is working for that very reason: to develop self and family.
Does the training proposed help him/her to reach that goal?
Caution:
Often, trainers presume they know what is good for the workers, and start 'preaching' on what is to be done -- in what the trainer thinks is in the best interest of the employee -- and, that is a sure way to fail!
The presupposition of Neuro-Linguistic Programming that: "People always choose the best from the available options before them" can help in this regard.
That is, if you 'find' what workers do is not what you think is best for them, you better presume that they are still very rational about their choice. All you need is to propose something more interesting/useful than the choice they are making now. Give them better options to choose from, than condemn the options they are making now!
That is perhaps the greatest way to make a training most wanted by people.
And, it is here that a trainer is most challenged:
1. To creatively dream options for the welfare of workers.
2. To honestly believe that workers will be able to achieve such dreams.
3. To convincingly communicate that belief you have.
If you pass through the three stages, you will be loved by workers, who will be hanging on your lips, to listen to you!
But, if you simply assumed you need to attract workers to attend training, you may start looking for games, stories and PPTs to make your training 'interesting'... and end up a successful entertainer, than a trainer!
Warm regards,
Arulraja
arulraja1<image no longer exists> gmail.com
From India, Bangalore
Learning is a pleasurable experience. Even as babies, we enjoyed learning: to crawl, to sit up, to walk, run... to talk... This pleasure giving experience of 'learning' that starts early in life lasts, almost, till we die.
Unfortunately, the school system has removed the excitement in learning by reducing learning to covering syllabus, and to memorising facts.
If a training proves to be a valuable learning experience, you may presume that workers will love to attend that training.
Ask yourself the question, 'What do I have to offer the workers as useful learning?'
'In what way will the information and skills I impart to them be useful for their growth and development or, to cope with life's challenges?'
A worker is a human being who loves to grow and develop, and is working for that very reason: to develop self and family.
Does the training proposed help him/her to reach that goal?
Caution:
Often, trainers presume they know what is good for the workers, and start 'preaching' on what is to be done -- in what the trainer thinks is in the best interest of the employee -- and, that is a sure way to fail!
The presupposition of Neuro-Linguistic Programming that: "People always choose the best from the available options before them" can help in this regard.
That is, if you 'find' what workers do is not what you think is best for them, you better presume that they are still very rational about their choice. All you need is to propose something more interesting/useful than the choice they are making now. Give them better options to choose from, than condemn the options they are making now!
That is perhaps the greatest way to make a training most wanted by people.
And, it is here that a trainer is most challenged:
1. To creatively dream options for the welfare of workers.
2. To honestly believe that workers will be able to achieve such dreams.
3. To convincingly communicate that belief you have.
If you pass through the three stages, you will be loved by workers, who will be hanging on your lips, to listen to you!
But, if you simply assumed you need to attract workers to attend training, you may start looking for games, stories and PPTs to make your training 'interesting'... and end up a successful entertainer, than a trainer!
Warm regards,
Arulraja
arulraja1<image no longer exists> gmail.com
From India, Bangalore
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