Dear All,
Most of the HR professionals, i am coming across, are very much attracted and lured by the world of Training, and its right since Training gives a feel of Glamour to many HR Professionals,
The Charishma which the Trainers carry, ( if he is Authentic ) lures a lot of audiences.
Well to become a Charishmatic Trainer, their is a lot attached to Training.
And i have seen, very few of them are interested in investing any money in the development.
I open this forum for discussions on the above.
Feel free to put in your thoughts.
Regards
Neeraj
From India, Mumbai
1Most of the HR professionals, i am coming across, are very much attracted and lured by the world of Training, and its right since Training gives a feel of Glamour to many HR Professionals,
The Charishma which the Trainers carry, ( if he is Authentic ) lures a lot of audiences.
Well to become a Charishmatic Trainer, their is a lot attached to Training.
And i have seen, very few of them are interested in investing any money in the development.
I open this forum for discussions on the above.
Feel free to put in your thoughts.
Regards
Neeraj
From India, Mumbai
Dear Neeraj,
May I remind you that trainer's job is to create positive change on the revenue of his/her client. Clients look at revenue and not at charisma!
Charisma may help in getting a client but it is not sufficient to maintain the account.
In India as a whole we do not need charismatic leader(s). We need leaders who create positive change. Earlier we had not one but three charismatic prime ministers. But India's growth rate remained poor during those times.
We allowed ourselves to get carried away because of the charisma of Bill Clinton and he was quite popular in India. In return he did not give us anything except economic sanctions after Pokhran II.
In contrast, though George Bush II was less charismatic. Neither was he popular yet he was very much helpful to India. Nuclear agreement would not be possible but for George Bush II.
Barack Obama is yet another charismatic leader. To what extent his policies would be favourable to India, it remains to be seen.
Coming back to training field, there are good many charismatic trainers in India. Hardly anyone talked about the change that they made any time. Neither those (so called) charismatic trainers rendered quality advices to those needy junior members of this site or even of Yahoo HR Groups! Why their charisma drives them mum?
Warm regards,
Dinesh V Divekar
Soft Skill and Behavioural Training Consultant
91
dineshdivekar(at)yahoo.com
From India, Bangalore
May I remind you that trainer's job is to create positive change on the revenue of his/her client. Clients look at revenue and not at charisma!
Charisma may help in getting a client but it is not sufficient to maintain the account.
In India as a whole we do not need charismatic leader(s). We need leaders who create positive change. Earlier we had not one but three charismatic prime ministers. But India's growth rate remained poor during those times.
We allowed ourselves to get carried away because of the charisma of Bill Clinton and he was quite popular in India. In return he did not give us anything except economic sanctions after Pokhran II.
In contrast, though George Bush II was less charismatic. Neither was he popular yet he was very much helpful to India. Nuclear agreement would not be possible but for George Bush II.
Barack Obama is yet another charismatic leader. To what extent his policies would be favourable to India, it remains to be seen.
Coming back to training field, there are good many charismatic trainers in India. Hardly anyone talked about the change that they made any time. Neither those (so called) charismatic trainers rendered quality advices to those needy junior members of this site or even of Yahoo HR Groups! Why their charisma drives them mum?
Warm regards,
Dinesh V Divekar
Soft Skill and Behavioural Training Consultant
91
dineshdivekar(at)yahoo.com
From India, Bangalore
Dear Dinesh,
Thanks for your feedback,
But i am sorry to say that, you just see the words, and you dint understand the Gist of the Entire Posting,
Charishmatic means influnece also, and not just the Glamour part.
So your e.gs meant the glamour part only.
What i mean to say, is the Holistic Competency of the Trainer....
Regards
From India, Mumbai
Thanks for your feedback,
But i am sorry to say that, you just see the words, and you dint understand the Gist of the Entire Posting,
Charishmatic means influnece also, and not just the Glamour part.
So your e.gs meant the glamour part only.
What i mean to say, is the Holistic Competency of the Trainer....
Regards
From India, Mumbai
Hi Dinesh,
I completly agree with what your wrote and belive that it makes a lot of sense.
What you wrote is indeed very amazing and projects you as a knowledgeble person.
However, there something that I have to say. I belive that for trainers, being charismatic is an added advantage. Being charismatic helps in getting you familarity, however to keep going and to sustain the path, inlfuencing people and bring positive changes in them is imperative. I believe none of the trainers can carry on in their profession if they cannot bring changes.
With due respect & regards to you and to what you wrote, I would say that I have come across many trainers who actually have been making continuous efforts to influence people by bringing positive changes in them......and helping the juniors and showing them the same path.
Regards,
Meenakshi
Meenakshi
From India, Pune
Dear Dinesh.
Your views are indeed valuable to executives. YDear Jyothi
Greetings from Chennai
Thank you for your mail and interest in performance evaluation system. As a Corporate Management Consultant , I have carried out performance evaluation and measuring the impact of training on employee performance at different levels based on statistical sampling and adopting statistical tools and techniques.Currently performance evaluation system in organizations are highly qualitative and subjective and most employees are not happy although they may not express . There are several gray areas in evaluation system which can be corrected .Most HR intervention studies are qualitative in nature. We have to adopt scaling techniques( Likert Scale) to get the right data for evaluation.Statistical Stratified random sampling should to be adopted and right sampling size and method to be employed. it is essential to carry a focus interview with the HODs who are the reviewers of appraisals to bring objectivity.
Please try these
You may create an opportunity for my visit when more insights can be had on this vital area of HRD. please pass on this mail to other HR Executives for their reactions.Please see attachment for my profile
Dr. H.K.LakshmanRao
Managment, Corporate and HR consultant, Chennaiou may wish to read the following mail that i just sent to Mala.Dear Jyothi
Greetings from Chennai
Thank you for your mail and interest in performance evaluation system. As a Corporate Management Consultant , I have carried out performance evaluation and measuring the impact of training on employee performance at different levels based on statistical sampling and adopting statistical tools and techniques.Currently performance evaluation system in organizations are highly qualitative and subjective and most employees are not happy although they may not express . There are several gray areas in evaluation system which can be corrected .Most HR intervention studies are qualitative in nature. We have to adopt scaling techniques( Likert Scale) to get the right data for evaluation.Statistical Stratified random sampling should to be adopted and right sampling size and method to be employed. it is essential to carry a focus interview with the HODs who are the reviewers of appraisals to bring objectivity.
Please try these
You may create an opportunity for my visit when more insights can be had on this vital area of HRD. please pass on this mail to other HR Executives for their reactions.Please see attachment for my profile
Dr. H.K.LakshmanRao
Managment, Corporate and HR consultant, Chennai
From United States
Your views are indeed valuable to executives. YDear Jyothi
Greetings from Chennai
Thank you for your mail and interest in performance evaluation system. As a Corporate Management Consultant , I have carried out performance evaluation and measuring the impact of training on employee performance at different levels based on statistical sampling and adopting statistical tools and techniques.Currently performance evaluation system in organizations are highly qualitative and subjective and most employees are not happy although they may not express . There are several gray areas in evaluation system which can be corrected .Most HR intervention studies are qualitative in nature. We have to adopt scaling techniques( Likert Scale) to get the right data for evaluation.Statistical Stratified random sampling should to be adopted and right sampling size and method to be employed. it is essential to carry a focus interview with the HODs who are the reviewers of appraisals to bring objectivity.
Please try these
You may create an opportunity for my visit when more insights can be had on this vital area of HRD. please pass on this mail to other HR Executives for their reactions.Please see attachment for my profile
Dr. H.K.LakshmanRao
Managment, Corporate and HR consultant, Chennaiou may wish to read the following mail that i just sent to Mala.Dear Jyothi
Greetings from Chennai
Thank you for your mail and interest in performance evaluation system. As a Corporate Management Consultant , I have carried out performance evaluation and measuring the impact of training on employee performance at different levels based on statistical sampling and adopting statistical tools and techniques.Currently performance evaluation system in organizations are highly qualitative and subjective and most employees are not happy although they may not express . There are several gray areas in evaluation system which can be corrected .Most HR intervention studies are qualitative in nature. We have to adopt scaling techniques( Likert Scale) to get the right data for evaluation.Statistical Stratified random sampling should to be adopted and right sampling size and method to be employed. it is essential to carry a focus interview with the HODs who are the reviewers of appraisals to bring objectivity.
Please try these
You may create an opportunity for my visit when more insights can be had on this vital area of HRD. please pass on this mail to other HR Executives for their reactions.Please see attachment for my profile
Dr. H.K.LakshmanRao
Managment, Corporate and HR consultant, Chennai
From United States
Dear Niraj,
With caution I use the term TRAINER....and prefer using the word FACILITATOR who makes intervention in bringing about desired changes in the competence of the learners!
Many of the Facilitators fail in their missions just because they don't model the values or skills they speak about. Especially, interventions pertainig to 'Human relations' issue expects the facilitator to demonstrate 'life values' in words and deeds and that alone will earn him the 'true charisma'!
True is the fact that continuous updating is the missing factor..and often people turn out to be trainers(!) with a very shallow knowledge about the 'concept and theories' they speak about!!.
It is by changing the 'thinking process' any change in individual can be intiated and for which a strong base of 'concept and theories' is a must for any Facilitator.
Regards,
Passionately for HRD,
RK
From India, Bangalore
With caution I use the term TRAINER....and prefer using the word FACILITATOR who makes intervention in bringing about desired changes in the competence of the learners!
Many of the Facilitators fail in their missions just because they don't model the values or skills they speak about. Especially, interventions pertainig to 'Human relations' issue expects the facilitator to demonstrate 'life values' in words and deeds and that alone will earn him the 'true charisma'!
True is the fact that continuous updating is the missing factor..and often people turn out to be trainers(!) with a very shallow knowledge about the 'concept and theories' they speak about!!.
It is by changing the 'thinking process' any change in individual can be intiated and for which a strong base of 'concept and theories' is a must for any Facilitator.
Regards,
Passionately for HRD,
RK
From India, Bangalore
Dear Dinesh,
Your views on charisma are highly thought provoking with valid examples.
What I feel is that charisma adds value to the trainers. Charisma without knowledge is meaningless and knowledge without charisma is not fruitful.
Prof.M.S.Rao,Corporate Trainer
Blog: http://profmsr.blogspot.com
From India, Hyderabad
Your views on charisma are highly thought provoking with valid examples.
What I feel is that charisma adds value to the trainers. Charisma without knowledge is meaningless and knowledge without charisma is not fruitful.
Prof.M.S.Rao,Corporate Trainer
Blog: http://profmsr.blogspot.com
From India, Hyderabad
Dear Prof MS Rao,
While conducting training you should decide what you want? Excellent communication skills of trainer/facilitator or his/her ability to bring out positive change in company?
In my previous post I have written that India had 3 charismatic prime ministers however, there was no significant growth under them. Our economy was in dire state and the prime minister who could turn it around was old man, did not had any political base, and stolidity was his hallmark.
Hitler was a great source of inspiration to Germans. He could have made alive even dead also to fight against allied forces. But once the downturn of Hitler started, so was his charisma also.
In current times, business leader of prominent aviation company is very famous, stays often in limelight by keeping damsels alongside. Yet he could not avoid his aviation company going into red. His company made Rs 672 crore losses in first half of FY 2008-09. Fall in demand and rising cost of ATF could be the excuses but his company was in red all along even before these two excuses came in picture.
Charisma is contemporary and does not percolate into the future. History measures you by facts. Let us decide first whether to enjoy backing of contemporaries whom you see or create an indispensable position by becoming a reference person who are yet to born!
Dinesh V Divekar
Soft Skill and Behavioural Training Consultant
dineshdivekar(at)yahoo.com
From India, Bangalore
While conducting training you should decide what you want? Excellent communication skills of trainer/facilitator or his/her ability to bring out positive change in company?
In my previous post I have written that India had 3 charismatic prime ministers however, there was no significant growth under them. Our economy was in dire state and the prime minister who could turn it around was old man, did not had any political base, and stolidity was his hallmark.
Hitler was a great source of inspiration to Germans. He could have made alive even dead also to fight against allied forces. But once the downturn of Hitler started, so was his charisma also.
In current times, business leader of prominent aviation company is very famous, stays often in limelight by keeping damsels alongside. Yet he could not avoid his aviation company going into red. His company made Rs 672 crore losses in first half of FY 2008-09. Fall in demand and rising cost of ATF could be the excuses but his company was in red all along even before these two excuses came in picture.
Charisma is contemporary and does not percolate into the future. History measures you by facts. Let us decide first whether to enjoy backing of contemporaries whom you see or create an indispensable position by becoming a reference person who are yet to born!
Dinesh V Divekar
Soft Skill and Behavioural Training Consultant
dineshdivekar(at)yahoo.com
From India, Bangalore
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