hi Alan Guinn,
thanks for sharing...
i would like to know some games that can be played in a mix audience during an induction program....
although we play games lik tower building , time mgt....related, communcation one....
bt would appreciate if u could suggest me some more, with their objectives stated....
rgds
niti
From India, New Delhi
2thanks for sharing...
i would like to know some games that can be played in a mix audience during an induction program....
although we play games lik tower building , time mgt....related, communcation one....
bt would appreciate if u could suggest me some more, with their objectives stated....
rgds
niti
From India, New Delhi
Dear All,
I am not very sure whether training games really help in teaching. However, they are of great help in making a person AWARE.
While playing any game, a person comes to know hers as well as others' strengths and weaknesses. She would actually experience herself instead of anyone telling her.
The other reason is games are used for fun and making the atmosphere lighter.
Overall, training games are effective in training.
Regards,
Surbhi
From India, Pune
I am not very sure whether training games really help in teaching. However, they are of great help in making a person AWARE.
While playing any game, a person comes to know hers as well as others' strengths and weaknesses. She would actually experience herself instead of anyone telling her.
The other reason is games are used for fun and making the atmosphere lighter.
Overall, training games are effective in training.
Regards,
Surbhi
From India, Pune
Niti,
I'm happy to help. Tell me just a bit more about your induction process; what will these individuals be doing? What range of ages? Will they be in customer facing roles or in support functions? Will they be in involved in service or product roles?
All of these things impact the key roles that we want the games to address.
Share just a bit more information, if you would, and I'll be happy to respond.
Alan
From United States, Bluff City
I'm happy to help. Tell me just a bit more about your induction process; what will these individuals be doing? What range of ages? Will they be in customer facing roles or in support functions? Will they be in involved in service or product roles?
All of these things impact the key roles that we want the games to address.
Share just a bit more information, if you would, and I'll be happy to respond.
Alan
From United States, Bluff City
Hi Alan,
I m into software development co., our induction consists of personnels from all departments and groups...actually what happens is whosoever joins our company has to undergo through 2 days training program, covering all necessary info..be it co product, finance, admin, co.quality policy, etc..To make all this more intresting i hav added some games/activities that tak place on each day of the induction program...bt that r only limited...as i 9 only 2-4 activities/games only....
so the targeted audience here is from all deptt..be it finance, admin, support personnels or development guys.....mostly have atleast one year of experience....and more also...
and the activities/games that i cover are basically on time mgt, communication, team building...
From India, New Delhi
I m into software development co., our induction consists of personnels from all departments and groups...actually what happens is whosoever joins our company has to undergo through 2 days training program, covering all necessary info..be it co product, finance, admin, co.quality policy, etc..To make all this more intresting i hav added some games/activities that tak place on each day of the induction program...bt that r only limited...as i 9 only 2-4 activities/games only....
so the targeted audience here is from all deptt..be it finance, admin, support personnels or development guys.....mostly have atleast one year of experience....and more also...
and the activities/games that i cover are basically on time mgt, communication, team building...
From India, New Delhi
[Hi All, I have recently joined a company and given an task to conduct Team meeting comprising of some funny discussions followed by games. I am confussed.please help me on this issue. Thank you.
Hello Nbhr:
I'd suggest that you look at games that do not necessarily focus on specific areas of expertise, but on skills which will be of immense assistance in worklife...teambuilding, for instance.
Some form of the "Parachute Egg" Game brings together a variety of materials and, from within the team environment, allows those with strong skills to emerge as leaders--and those with lesser leadership skills to apply technology or working knowledge to build participatory opportunities in the group. It's a win-win for you.
Don't look for games that are based on finance for financial people; look for games that will help them to reason and will demonstrate logical thought.
Hope that's helpful.
alan
From United States, Bluff City
I'd suggest that you look at games that do not necessarily focus on specific areas of expertise, but on skills which will be of immense assistance in worklife...teambuilding, for instance.
Some form of the "Parachute Egg" Game brings together a variety of materials and, from within the team environment, allows those with strong skills to emerge as leaders--and those with lesser leadership skills to apply technology or working knowledge to build participatory opportunities in the group. It's a win-win for you.
Don't look for games that are based on finance for financial people; look for games that will help them to reason and will demonstrate logical thought.
Hope that's helpful.
alan
From United States, Bluff City
Alan Guinn, The piece of information concerning qualities to be a trainer were extremely valuable and can beneficial to many. Thanks so much for sharing. Regards Neeta
Dear Alan Guinn,
I have a question for you,
My company had arranged a 1month training program before I join as a HR, to the employees who are sales men in an IT showroom . They are around 20 of them.
I heard they had timings from 9.00am to 5.00pm, and I have gone thrugh the material it is slightly complicated.
My question to you is do you think they would have acquired the skills by now as most of them are not from sales background, but from IT background. They are basically from Phillipines, Sri Lanka, Syria and Egypt.
But I dont see any good sales skills in them.
Do you think it is hectic for the guys to have sales training continous for so many days.
Suggest me can I have a short training program where I can train them on basic etiquettes, and approach to customers.
Thanks
Shahed
HR ,Qatar
From Qatar, Doha
I have a question for you,
My company had arranged a 1month training program before I join as a HR, to the employees who are sales men in an IT showroom . They are around 20 of them.
I heard they had timings from 9.00am to 5.00pm, and I have gone thrugh the material it is slightly complicated.
My question to you is do you think they would have acquired the skills by now as most of them are not from sales background, but from IT background. They are basically from Phillipines, Sri Lanka, Syria and Egypt.
But I dont see any good sales skills in them.
Do you think it is hectic for the guys to have sales training continous for so many days.
Suggest me can I have a short training program where I can train them on basic etiquettes, and approach to customers.
Thanks
Shahed
HR ,Qatar
From Qatar, Doha
Hello Shahed:
First off, it's nice to hear from you and thanks for your question.
I could not imagine being put through a training program, spending a full 30 days, from 9-5, learning sales skills. What is even more frightening is that you don't see good sales skills in the incumbents after this length of time!
I understand that IT is difficult for some people, but from your comment, I understand that all these incumbents had IT backgrounds, so let's assume that they've spent two weeks learning changes in the IT world which they now represent, and two weeks learning most, if not all, of the sales techniques ever taught!
Shahed, I think you can have a short training program on etiquette and customer approach--and I would bet that they would welcome the change and the distraction!
Let me share with you that in all the training studies I've seen, the highest level of retention of both technique and specific sales skills was acquired in a staggered training environment; in this scenario, you would train one week, then have them off two weeks to demonstrate the technique that has been learned, and have them work with a senior staffer that acts as a mentor; have them train for another week, then another two-four weeks off, then a training week, etc. In this way, you lengthen the training program out to 3-6 months, but the retention of the material learned tests out at least 60% higher and the techniques employed generally generate between 38 and 47% more in sales achieved per incumbent!
You don't mention the average sale to be achieved by these incumbents, but, let's just look at one example--if they are selling hardware, and the average sale is, say, $5K--all they have to do is one additional sale by using the skills they have learned, been mentored in, and demonstrated in an ongoing manner, and the additional time in training has more than paid for itself.
I'm a strong believer in being able to generate ROI for training efforts expended. Many will argue that point with me, and say that training is a pure science and should not be subject to ROI, but if I am able to show a client how he/she receives a higher level Return on Investment, I am much more likely to achieve buy-in on recommended programs, don't you think?
There is an old saying that the mind can only absorb as much as the seat of the pants can withstand. When we exceed those limits, we are not only NOT teaching additional skills and helping our employees find knowledge and additional personal and professional growth and opportunity, but we are actually being counter-productive in our training, and wasting money that could otherwise go to more profitable pursuits.
I hope that is helpful to you, Shahed. Let me know if I can assist you further, and please write back and let me know how your short training program is received.
All the best.
Alan Guinn
From United States, Bluff City
First off, it's nice to hear from you and thanks for your question.
I could not imagine being put through a training program, spending a full 30 days, from 9-5, learning sales skills. What is even more frightening is that you don't see good sales skills in the incumbents after this length of time!
I understand that IT is difficult for some people, but from your comment, I understand that all these incumbents had IT backgrounds, so let's assume that they've spent two weeks learning changes in the IT world which they now represent, and two weeks learning most, if not all, of the sales techniques ever taught!
Shahed, I think you can have a short training program on etiquette and customer approach--and I would bet that they would welcome the change and the distraction!
Let me share with you that in all the training studies I've seen, the highest level of retention of both technique and specific sales skills was acquired in a staggered training environment; in this scenario, you would train one week, then have them off two weeks to demonstrate the technique that has been learned, and have them work with a senior staffer that acts as a mentor; have them train for another week, then another two-four weeks off, then a training week, etc. In this way, you lengthen the training program out to 3-6 months, but the retention of the material learned tests out at least 60% higher and the techniques employed generally generate between 38 and 47% more in sales achieved per incumbent!
You don't mention the average sale to be achieved by these incumbents, but, let's just look at one example--if they are selling hardware, and the average sale is, say, $5K--all they have to do is one additional sale by using the skills they have learned, been mentored in, and demonstrated in an ongoing manner, and the additional time in training has more than paid for itself.
I'm a strong believer in being able to generate ROI for training efforts expended. Many will argue that point with me, and say that training is a pure science and should not be subject to ROI, but if I am able to show a client how he/she receives a higher level Return on Investment, I am much more likely to achieve buy-in on recommended programs, don't you think?
There is an old saying that the mind can only absorb as much as the seat of the pants can withstand. When we exceed those limits, we are not only NOT teaching additional skills and helping our employees find knowledge and additional personal and professional growth and opportunity, but we are actually being counter-productive in our training, and wasting money that could otherwise go to more profitable pursuits.
I hope that is helpful to you, Shahed. Let me know if I can assist you further, and please write back and let me know how your short training program is received.
All the best.
Alan Guinn
From United States, Bluff City
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Training Games.pdf
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