"While behavioral and personal effectiveness trainings are highly beneficial on a personal level, they don't contribute to the business (not organization)." - Anonymous
How true do you think this statement is? Could you help me with some inputs and your perspectives on this statement? I would appreciate it.
From India, Chennai
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How true do you think this statement is? Could you help me with some inputs and your perspectives on this statement? I would appreciate it.
From India, Chennai
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I think these behavioral and personal effectiveness trainings do affect the business directly. No organization is more than its employees. Working on the employees directly impacts the business growth.
A highly effective and empowered team certainly impacts the business for growth.
From India, Gurgaon
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A highly effective and empowered team certainly impacts the business for growth.
From India, Gurgaon
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Dear Noelsinghdias,
It appears that this "anonymous" person had come across those who exaggerate the importance of behavioral training. That is why he formed this extreme view is useless. Nevertheless, by doing so, he could be throwing the baby out with the bathwater!
Why do two persons come close to each other? They come close not because of their qualifications, experience, etc., but their behavior. Who would like to get close to a person who is technically very sound but behaves rudely?
Training on behavioral skills helps to build a positive and healthy work culture. Take the case of conflict handling skills, interpersonal skills, decision-making skills, etc. Do you think all these skills are useless?
Many times, bad managers rub their juniors the wrong way. In retaliation, juniors start quitting. Therefore, occasionally, managers become the cause of employee attrition. But then, who bears the brunt? It is the organization that pays the price of employee attrition, while a manager, even with bad behavior, could get a hefty increment!
An organization's culture acts as glue to the employees. This glue is invisible but helps in retaining the employees. To stay in competition, a culture of respect is utmost essential. For this, training on behavioral skills is essential. Otherwise, ceding ground to the competition is not that difficult anyway!
Thanks,
Dinesh Divekar
From India, Bangalore
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8032It appears that this "anonymous" person had come across those who exaggerate the importance of behavioral training. That is why he formed this extreme view is useless. Nevertheless, by doing so, he could be throwing the baby out with the bathwater!
Why do two persons come close to each other? They come close not because of their qualifications, experience, etc., but their behavior. Who would like to get close to a person who is technically very sound but behaves rudely?
Training on behavioral skills helps to build a positive and healthy work culture. Take the case of conflict handling skills, interpersonal skills, decision-making skills, etc. Do you think all these skills are useless?
Many times, bad managers rub their juniors the wrong way. In retaliation, juniors start quitting. Therefore, occasionally, managers become the cause of employee attrition. But then, who bears the brunt? It is the organization that pays the price of employee attrition, while a manager, even with bad behavior, could get a hefty increment!
An organization's culture acts as glue to the employees. This glue is invisible but helps in retaining the employees. To stay in competition, a culture of respect is utmost essential. For this, training on behavioral skills is essential. Otherwise, ceding ground to the competition is not that difficult anyway!
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Dinesh,
Thank you for your valuable comments. Nothing personal, but it's for research, hence the anonymity. I pretty much share similar views; thus, I have no conflicting opinions. Though in the Indian context, it still feels that there is a certain resistance towards behavioral training.
From India, Chennai
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Thank you for your valuable comments. Nothing personal, but it's for research, hence the anonymity. I pretty much share similar views; thus, I have no conflicting opinions. Though in the Indian context, it still feels that there is a certain resistance towards behavioral training.
From India, Chennai
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Dear Noelsinghdias,
Rather than "resistance," we should call it "less acceptance" of the behavioral training. There are a few reasons for this, as outlined below:
a) Inability of the training managers to calculate the cost of not having behavioral skills. Training managers, above all, do not conduct sufficient research on the impact of lacking behavioral skills and the losses incurred as a result.
b) Inability of training providers to calculate the ROI of this training.
c) Inability to understand what soft skills exactly are. The definition is loose and flexible.
d) There are no entry point barriers. Anyone can claim to be a soft skills trainer.
e) The focus is on means or training tools like games rather than the end result. All that training managers expect is that feedback at the end of the session should be positive.
f) Due to point (e) above, there are few "feedback management experts" who pass themselves off as soft skills trainers. Some trainers even boast about their ability to provide 100% excellent feedback!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Rather than "resistance," we should call it "less acceptance" of the behavioral training. There are a few reasons for this, as outlined below:
a) Inability of the training managers to calculate the cost of not having behavioral skills. Training managers, above all, do not conduct sufficient research on the impact of lacking behavioral skills and the losses incurred as a result.
b) Inability of training providers to calculate the ROI of this training.
c) Inability to understand what soft skills exactly are. The definition is loose and flexible.
d) There are no entry point barriers. Anyone can claim to be a soft skills trainer.
e) The focus is on means or training tools like games rather than the end result. All that training managers expect is that feedback at the end of the session should be positive.
f) Due to point (e) above, there are few "feedback management experts" who pass themselves off as soft skills trainers. Some trainers even boast about their ability to provide 100% excellent feedback!
Thanks,
Dinesh Divekar
From India, Bangalore
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Hi Noelsinghdias,
If you set a clear objective and every move of the training process is towards achieving that objective, then Behavioral and personal effectiveness Training could be useful to the organization too. In the past, we had something called "Table light"; light is focused on what we intend to read. This avoids the waste of light. We need to zero in on where training is required without wasting training efforts.
If training efforts are focused on what the organization requires, then the training will be useful. It boils down to effective Training Need Analysis being conducted, putting your heart and soul into it; clear objectives being set, and metrics of measurement being established.
I recall a conversation stated in an MMA meeting. A trainer was asked, "What if the employees leave after getting trained?" The trainer replied, "What if you don't train, and they stay with you for years!"
Disclaimer: Behavior changes take time. If I conduct an FMEA Training for a day or even for four hours, I can make the participant interpret an FMEA chart or create one. However, this is not as straightforward in behavior training. I admit that. But patience and persistence pay off in the long run.
I would be more than happy to help if you contact me by mail or phone.
Regards, J. Srinivasan
jsrinivasan@hayakawa.in
9445636855
Head JMAT - S&N Hayakawa Enterprises Pvt. Ltd.
From India, Bangalore
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If you set a clear objective and every move of the training process is towards achieving that objective, then Behavioral and personal effectiveness Training could be useful to the organization too. In the past, we had something called "Table light"; light is focused on what we intend to read. This avoids the waste of light. We need to zero in on where training is required without wasting training efforts.
If training efforts are focused on what the organization requires, then the training will be useful. It boils down to effective Training Need Analysis being conducted, putting your heart and soul into it; clear objectives being set, and metrics of measurement being established.
I recall a conversation stated in an MMA meeting. A trainer was asked, "What if the employees leave after getting trained?" The trainer replied, "What if you don't train, and they stay with you for years!"
Disclaimer: Behavior changes take time. If I conduct an FMEA Training for a day or even for four hours, I can make the participant interpret an FMEA chart or create one. However, this is not as straightforward in behavior training. I admit that. But patience and persistence pay off in the long run.
I would be more than happy to help if you contact me by mail or phone.
Regards, J. Srinivasan
jsrinivasan@hayakawa.in
9445636855
Head JMAT - S&N Hayakawa Enterprises Pvt. Ltd.
From India, Bangalore
Acknowledge(0)Amend(0)
Employees are also a resource, but way ahead of other resources such as machinery and equipment for an organization. They are way ahead because they can think, they can act, and they can perform much better than inanimate objects. This is due to their possession of feelings, emotions, ability to learn, understand, common sense, and rational thinking, among other qualities. Since their thought process, knowledge, and learning need to be constantly upgraded for the benefit of the organization, regular training is essential.
Untrained human resources are comparable to a computer without a menu or program, welding equipment without an electrode, or an aircraft without Aircraft Turbine Fuel (ATF). It is evident that training is crucial for the optimal performance of individuals within an organization.
From India, Bengaluru
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Untrained human resources are comparable to a computer without a menu or program, welding equipment without an electrode, or an aircraft without Aircraft Turbine Fuel (ATF). It is evident that training is crucial for the optimal performance of individuals within an organization.
From India, Bengaluru
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'Behaviour' is an important component in an organization's culture that drives performance. Behaviors not conducive to organizational culture may derail the performance, leading to workplace conflicts, attrition, or non-cooperation. However, the reason which I observed, sitting on the other side of the fence as a participant, as to why many training programs on behavioral effectiveness do not achieve the desired behavioral outcomes, or at least the perceptual changes, is that they fail to engage the participants. The content is theoretical and the methods pedantic, evoking no interest in learning in the participants. In fact, there is a lot of scope to make behavioral training more interesting by paying attention to their content design and by adopting methods like role play and humor, etc.
B. Saikumar
From India, Mumbai
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B. Saikumar
From India, Mumbai
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Impact Of Training.pdf
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