Dear Manish,
I refer to the discussion above, and I must say that I completely agree with Dinesh. The discussion has shifted to the effectiveness of OBT because more than deciding or deliberating on the efficacy of an OBT facilitator, one should first consider the efficacy of the OBT itself.
According to my past experience, typical OBTs get participants to perform daredevil stunts and derive assumptions about their personality based on performance. I have come across sessions where participants are asked to engage in rock climbing or water rafting, and when certain people refuse, the analysis drawn is that they may not be good team players, unwilling to take risks, etc.
I feel that the intense experience you speak of can definitely be generated in a classroom as well, speaking of the same concepts, with the use of psychometric instruments. The insight these instruments give you is immense, and they can be used to explain concepts like leadership and team building in a classroom setting or an OBT, which would help the facilitator be more accurate with his/her analysis. For the participants, it would be a wonderful learning experience of certain facets of their personality that they might not be aware of. Without the use of these assessments, OBTs are usually reduced to fun and frolic, and the learning is forgotten within a few days.
Regards,
Shahnaz
From India, Mumbai
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1I refer to the discussion above, and I must say that I completely agree with Dinesh. The discussion has shifted to the effectiveness of OBT because more than deciding or deliberating on the efficacy of an OBT facilitator, one should first consider the efficacy of the OBT itself.
According to my past experience, typical OBTs get participants to perform daredevil stunts and derive assumptions about their personality based on performance. I have come across sessions where participants are asked to engage in rock climbing or water rafting, and when certain people refuse, the analysis drawn is that they may not be good team players, unwilling to take risks, etc.
I feel that the intense experience you speak of can definitely be generated in a classroom as well, speaking of the same concepts, with the use of psychometric instruments. The insight these instruments give you is immense, and they can be used to explain concepts like leadership and team building in a classroom setting or an OBT, which would help the facilitator be more accurate with his/her analysis. For the participants, it would be a wonderful learning experience of certain facets of their personality that they might not be aware of. Without the use of these assessments, OBTs are usually reduced to fun and frolic, and the learning is forgotten within a few days.
Regards,
Shahnaz
From India, Mumbai
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Dear Shahnaz,
I like your idea of using psychometric instruments while training! (Dinesh, your views please on this.) Could you please tell me which psychometric instruments are useful for various training needs?
Thanks,
Manish
From India, Nagpur
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I like your idea of using psychometric instruments while training! (Dinesh, your views please on this.) Could you please tell me which psychometric instruments are useful for various training needs?
Thanks,
Manish
From India, Nagpur
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Dear Manish,
There are numerous such instruments in the market. One prominent example is the DISC, alongside a variety of instruments offered by the assessment world. You can search for these on the internet. They are built upon the foundations laid by renowned psychologists such as Carl Jung, Dr. William Marston, and others. I have recently completed a certification program for these assessments. For further information on these assessments, you can visit the following website links:
- [The Assessment World](http://theassessmentworld.com) (Search On Cite | Search On Google)
- [About Us](http://theassessmentworld.com)
Regards,
Shahnaz
From India, Mumbai
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There are numerous such instruments in the market. One prominent example is the DISC, alongside a variety of instruments offered by the assessment world. You can search for these on the internet. They are built upon the foundations laid by renowned psychologists such as Carl Jung, Dr. William Marston, and others. I have recently completed a certification program for these assessments. For further information on these assessments, you can visit the following website links:
- [The Assessment World](http://theassessmentworld.com) (Search On Cite | Search On Google)
- [About Us](http://theassessmentworld.com)
Regards,
Shahnaz
From India, Mumbai
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Dear Manish,
You have rock-solid beliefs on the means and not the ends. May I remind you that means are not ends? Outbound training and psychometric tests are all means and not the ends. A golden or silver ladder does not take you to a greater height. In your case, you are dismissing in-house training as an iron or wooden ladder and hence doubting its capability.
Please clarify first what end results you expect and then search for the means. These end results should be measurable.
If you look at the Indian economy, India languished until 1991 because of the concentration on socialism. Our then learned rulers never understood that socialism was a means and not an end. Social upliftment or the emancipation of the masses are the ends, and these are measurable too. Socialism was never measurable.
The erstwhile Soviet bloc collapsed because their concentration was on practicing communism and not on competition with the EU or American countries.
Ok...
DVD
From India, Bangalore
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You have rock-solid beliefs on the means and not the ends. May I remind you that means are not ends? Outbound training and psychometric tests are all means and not the ends. A golden or silver ladder does not take you to a greater height. In your case, you are dismissing in-house training as an iron or wooden ladder and hence doubting its capability.
Please clarify first what end results you expect and then search for the means. These end results should be measurable.
If you look at the Indian economy, India languished until 1991 because of the concentration on socialism. Our then learned rulers never understood that socialism was a means and not an end. Social upliftment or the emancipation of the masses are the ends, and these are measurable too. Socialism was never measurable.
The erstwhile Soviet bloc collapsed because their concentration was on practicing communism and not on competition with the EU or American countries.
Ok...
DVD
From India, Bangalore
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Dear Manish,
After seeing some of the responses to your queries, I wish to caution you regarding too much fun or games in training programs. It is just like watching a serial on TV, where the story will be of 10 minutes duration, but ads will occupy 20 minutes giving a false impression that the serial is of 30 minutes duration! This is where the modern training programs and trainers are moving. They make the training fun-filled, humorous, time-passing, but ultimately the participants ask, "what is it that I am taking home or to my organization at the end of the training?", in most cases the answer will be "very little". No doubt the training programs should be full of fun, filled with meaningful and useful activities, but in the majority of cases, the projection of the program will be very attractive, bewitching but content will be almost zero. So one has to carefully evaluate before making a decision in this regard.
M.J. Subramanyam, Bangalore
From India, Bangalore
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After seeing some of the responses to your queries, I wish to caution you regarding too much fun or games in training programs. It is just like watching a serial on TV, where the story will be of 10 minutes duration, but ads will occupy 20 minutes giving a false impression that the serial is of 30 minutes duration! This is where the modern training programs and trainers are moving. They make the training fun-filled, humorous, time-passing, but ultimately the participants ask, "what is it that I am taking home or to my organization at the end of the training?", in most cases the answer will be "very little". No doubt the training programs should be full of fun, filled with meaningful and useful activities, but in the majority of cases, the projection of the program will be very attractive, bewitching but content will be almost zero. So one has to carefully evaluate before making a decision in this regard.
M.J. Subramanyam, Bangalore
From India, Bangalore
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Dear Mr. Manish Sawankar,
I have gone through your query and the excellent views, suggestions, and comments posted by distinguished members of this community. I second Mr. Dinesh and other members in posting relevant information.
We want to measure everything, but it has been limited to PAPER or QUESTIONNAIRE based on models or self-designed as per requirements. It's just like a NUMBER GAME. Many ORGANIZATIONS are trying their best to CAPTURE LIVE/PHYSICAL CHANGES (FUNCTIONAL/NON-FUNCTIONAL and PROPORTIONAL TO TRAINING OBJECTIVES) NOTED IN EMPLOYEES THAT HAVE SUPPORTED SELF-GROWTH FACTORS AND ALSO ALIGNED WITH ORGANIZATIONAL GOALS, RESULTING IN ACHIEVING DESIRED PRODUCTIVITY/OUTPUT.
The surprising factor is that you will also find employees (superiors) who have been assigned the responsibility to evaluate their subordinates/team members' POST TRAINING EFFECTIVENESS, but they themselves are unaware of "what has to be measured?" Why don't you treat SUPERIORS or EVALUATORS as FACILITATORS?
I am an IN-HOUSE TRAINER, and I haven't created POST-TRAINING EVALUATION FORMS for MEASURING EMPLOYEE EFFECTIVENESS ON THE JOB. I am more interested in the AGENDA OF THE TRAINING MODULE & its OBJECTIVES on which EMPLOYEES NEED TO BE TRAINED or THEIR KNOWLEDGE BASE TO BE ENHANCED, OVER A PERIOD OF TIME AND HOW TO CORRELATE WITH EMPLOYEE OR ORGANIZATION'S GOALS.
Post-training, I am only interested in receiving specific/precise feedback from EMPLOYEES in their language, stating their HONEST VIEWS proportionate to the TRAINING OBJECTIVES aligning with a) ENHANCEMENT IN EMPLOYEE SKILLS/KNOWLEDGE BASE and b) ORGANIZATION GOALS. The OUTCOME should benefit both. My total concentration is on the EMPLOYEE, and every day, I motivate them to think about CONTINUOUS SELF-DEVELOPMENT PROCESS.
I would suggest you create your own TEST rather than depending on any modules available ONLINE. You can study those modules and understand the process rather than just replicating it. The more time you spend preparing SELF-ASSESSMENT TOOLS, the more you will succeed in understanding HUMAN PSYCHOLOGY/MENTALITY/ATTITUDE/BEHAVIOR/LEARNING STYLES and kindly avoid pushing things TOO HARD.
At times, psychometric tests have presented wrong results because whatever is submitted by the employee is not found proportionate to his/her ACTUAL LIVING STYLE either at the WORKPLACE or in PERSONAL LIFE. I would love to say that MOST OF THE EMPLOYEES ARE VERY SMART.
With profound regards
From India, Chennai
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I have gone through your query and the excellent views, suggestions, and comments posted by distinguished members of this community. I second Mr. Dinesh and other members in posting relevant information.
We want to measure everything, but it has been limited to PAPER or QUESTIONNAIRE based on models or self-designed as per requirements. It's just like a NUMBER GAME. Many ORGANIZATIONS are trying their best to CAPTURE LIVE/PHYSICAL CHANGES (FUNCTIONAL/NON-FUNCTIONAL and PROPORTIONAL TO TRAINING OBJECTIVES) NOTED IN EMPLOYEES THAT HAVE SUPPORTED SELF-GROWTH FACTORS AND ALSO ALIGNED WITH ORGANIZATIONAL GOALS, RESULTING IN ACHIEVING DESIRED PRODUCTIVITY/OUTPUT.
The surprising factor is that you will also find employees (superiors) who have been assigned the responsibility to evaluate their subordinates/team members' POST TRAINING EFFECTIVENESS, but they themselves are unaware of "what has to be measured?" Why don't you treat SUPERIORS or EVALUATORS as FACILITATORS?
I am an IN-HOUSE TRAINER, and I haven't created POST-TRAINING EVALUATION FORMS for MEASURING EMPLOYEE EFFECTIVENESS ON THE JOB. I am more interested in the AGENDA OF THE TRAINING MODULE & its OBJECTIVES on which EMPLOYEES NEED TO BE TRAINED or THEIR KNOWLEDGE BASE TO BE ENHANCED, OVER A PERIOD OF TIME AND HOW TO CORRELATE WITH EMPLOYEE OR ORGANIZATION'S GOALS.
Post-training, I am only interested in receiving specific/precise feedback from EMPLOYEES in their language, stating their HONEST VIEWS proportionate to the TRAINING OBJECTIVES aligning with a) ENHANCEMENT IN EMPLOYEE SKILLS/KNOWLEDGE BASE and b) ORGANIZATION GOALS. The OUTCOME should benefit both. My total concentration is on the EMPLOYEE, and every day, I motivate them to think about CONTINUOUS SELF-DEVELOPMENT PROCESS.
I would suggest you create your own TEST rather than depending on any modules available ONLINE. You can study those modules and understand the process rather than just replicating it. The more time you spend preparing SELF-ASSESSMENT TOOLS, the more you will succeed in understanding HUMAN PSYCHOLOGY/MENTALITY/ATTITUDE/BEHAVIOR/LEARNING STYLES and kindly avoid pushing things TOO HARD.
At times, psychometric tests have presented wrong results because whatever is submitted by the employee is not found proportionate to his/her ACTUAL LIVING STYLE either at the WORKPLACE or in PERSONAL LIFE. I would love to say that MOST OF THE EMPLOYEES ARE VERY SMART.
With profound regards
From India, Chennai
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Dear Dinesh,
Thanks for your wonderful example! I am really looking at you as my mentor!! I am not only looking for the means. I just wanted to get clarified the effectiveness of OBT and its facilitator. I am in no way an opponent of an in-house training program. Also, I do not favor any particular HR intervention. As an HR business partner, I look for the business results through proper HR interventions.
I thank you and look forward to your continued guidance.
Manish
From India, Nagpur
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Thanks for your wonderful example! I am really looking at you as my mentor!! I am not only looking for the means. I just wanted to get clarified the effectiveness of OBT and its facilitator. I am in no way an opponent of an in-house training program. Also, I do not favor any particular HR intervention. As an HR business partner, I look for the business results through proper HR interventions.
I thank you and look forward to your continued guidance.
Manish
From India, Nagpur
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