"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'll think this statement is?
Could you'll help me with some inputs and your perspectives on this statement? Would appreciate it.
From India, Chennai
How true do you'll think this statement is?
Could you'll help me with some inputs and your perspectives on this statement? Would appreciate it.
From India, Chennai
I think these behavioral and personal effectiveness trainings do effect the business directly. No organization is more than it's 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
From India, Gurgaon
Dear Noelsinghdias,
It appears that this "anonymous" person had come across with those who exaggerate the importance of behavioural training. That is why he formed this extreme view is useless. Nevertheless, by doing so he could be throwing baby out with the bathwater!
Why two persons come close to each other? They come close not because of their qualification, experience etc but then behaviour. Who would like to go close to a person who is technically very sound but behaves rudely?
Training on behavioural skills helps to build 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 wrong way. In retaliation, juniors start quitting. Therefore, occasionally, managers become cause of the employee attrition. But then who bears the brunt? It is organisation that pays the price of employee attrition while manager even with bad behaviour could get hefty increment!
Organisation'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 behavioural skills is essential. Otherwise, ceding ground to the competition is anyway not that difficult!
Thanks,
Dinesh Divekar
From India, Bangalore
7879It appears that this "anonymous" person had come across with those who exaggerate the importance of behavioural training. That is why he formed this extreme view is useless. Nevertheless, by doing so he could be throwing baby out with the bathwater!
Why two persons come close to each other? They come close not because of their qualification, experience etc but then behaviour. Who would like to go close to a person who is technically very sound but behaves rudely?
Training on behavioural skills helps to build 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 wrong way. In retaliation, juniors start quitting. Therefore, occasionally, managers become cause of the employee attrition. But then who bears the brunt? It is organisation that pays the price of employee attrition while manager even with bad behaviour could get hefty increment!
Organisation'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 behavioural skills is essential. Otherwise, ceding ground to the competition is anyway not that difficult!
Thanks,
Dinesh Divekar
From India, Bangalore
Hi Dinesh,
Thank you for your valuable comments, nothing personal but it's for a research, hence the anonymity. I pretty much share similar views hence I have no conflicting opinions. Though in the Indian context, it still feels that there is certain resistance towards behavioral trainings.
From India, Chennai
Thank you for your valuable comments, nothing personal but it's for a research, hence the anonymity. I pretty much share similar views hence I have no conflicting opinions. Though in the Indian context, it still feels that there is certain resistance towards behavioral trainings.
From India, Chennai
Dear Noelsinghdias,
Rather than "resistance", we should call "less acceptance" to the behavioural training. There are few reasons for this. These are as below:
a) Inability of the training managers to calculate cost of not having behavioural skills. Above all training managers do not do sufficient research on impact of not having behavioural skills and losses caused thereof.
b) Inability of training providers to calculate ROI of this training
c) Inability to understand what exactly soft skills are. The definition is loose, flexible.
d) There are no entry point barriers. Anybody can can that he/she is soft skills trainer
e) Rather than end-result focus is on means or training tools like games. All that training managers expect is that at the end of the session, feedback should be good.
f) Because of (e) above, there are few "feedback management experts" who pass themselves of as soft skills trainers. Few trainers even boast of ability to give 100% excellent feedback!
Thanks,
Dinesh Divekar
From India, Bangalore
Rather than "resistance", we should call "less acceptance" to the behavioural training. There are few reasons for this. These are as below:
a) Inability of the training managers to calculate cost of not having behavioural skills. Above all training managers do not do sufficient research on impact of not having behavioural skills and losses caused thereof.
b) Inability of training providers to calculate ROI of this training
c) Inability to understand what exactly soft skills are. The definition is loose, flexible.
d) There are no entry point barriers. Anybody can can that he/she is soft skills trainer
e) Rather than end-result focus is on means or training tools like games. All that training managers expect is that at the end of the session, feedback should be good.
f) Because of (e) above, there are few "feedback management experts" who pass themselves of as soft skills trainers. Few trainers even boast of ability to give 100% excellent feedback!
Thanks,
Dinesh Divekar
From India, Bangalore
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. Those days, we had something called "Table light", light is focused on what we intend to read.This avoid wasted of light. We have 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 hear and soul; clear objective being set and metrics of measurement being established.
I recollect one conversation stated in MMA meeting. A trainer was asked, what if the employees leave after getting trained. The trainer replied, what if you dont train and they stay with you for years !
Disclaimer- Behavior changes take time. If I do a FMEA Training for a day or even for four hours I can make the participant interpret a FMEA chart or make an FMEA chart. But this is not possible in behavior training. I confess. But patience and persistence pays, in the long run.
I will be too happy to be of 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
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. Those days, we had something called "Table light", light is focused on what we intend to read.This avoid wasted of light. We have 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 hear and soul; clear objective being set and metrics of measurement being established.
I recollect one conversation stated in MMA meeting. A trainer was asked, what if the employees leave after getting trained. The trainer replied, what if you dont train and they stay with you for years !
Disclaimer- Behavior changes take time. If I do a FMEA Training for a day or even for four hours I can make the participant interpret a FMEA chart or make an FMEA chart. But this is not possible in behavior training. I confess. But patience and persistence pays, in the long run.
I will be too happy to be of 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
Employees are also resource but way ahead of other resources such as machinery and equipment for an organisation. Why way ahead means, they can think, they can act and they can do much better than inanimate objects as they have feelings, emotions, ability to learn, understand and they have common sense, rational thinking and what not. Since their thought process, knowledge process and learning process have to be constantly upgraded for the benefit of the organisation, regular training is essential, Untrained human resource is like a Computer without a menu or programme, a welding equipment without electrode, an aircraft without ATF ie Aircraft Turbine Fuel etc. Now one can decide whether training is essential or not !
From India
From India
'Behaviour' is an important component in an organisation's culture that drives performance.Behaviors not conducive to organisational culture, may derail the performance,leading to work place conflicts or attrition or non-cooperation etc.However the reason which I observed as one sitting on the other side of the fence as a participant as to why many a training programmes on behavioral effectiveness do not achieve the desired behavioural outcomes or at least the perceptional changes is that they fail to engage the participants.The content is theoretical and the methods pedantic,evoking no interest to learn in the participants.In fact there is lot of scope to make behavioral trainings most interesting by paying attention to their content design and by adopting methods like role play and humour etc.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
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