If only I could have the opportunity to work in India, I could help a lot.
To Jeroo:
Thank you for the private message you sent. However, I'm sorry I have not come across to any ebooks or posts that could help you hone your training skills.
To Kushisharma:
I cannot think of anything than for you to attend a trainer's training if you want to update your skills especially when it comes to effective delivery. But I would like you to know that effective delivery of training is not everything since you will be dealing only in one aspect.
If you are enrolling in a trainer's training program in one of the learning institutions there, I suggest to check first their course outline, the schedule or timing of the class, etc. The reason for this is that many learning organizations would throw in as many topic as they could to encourage you to enroll but when the actual delivery comes, the speaker or trainer could only discuss a topic for 15-30 minutes which is not enough. You will feel being short-changed.
To tell you the awful truth, a good delivery by using different methodologies will not guarantee that "result in a change of behavior even much after the session" like what you said. If you are familiar with the Hawthorne Effect, you will know what I mean plus there are other factors to consider. Otherwise, a trainer (whether internal or external) who would say that his/her training program will result in a change of behavior is no good.
I am not trying to shoot my foot here but in my 16 years in training and development, I could say that I had not met a single person who would say that his behavior had changed because of training. Because if that is so, we will not meet any kind of resistance from the management. The bottomline is, a good training program can not stand on its own or is not enough to bring that needed change in an organization. Hence, there are something more of what is expected from a trainer as what I've written in my previous post.
To Hiren50:
Your post reminded me of my participants in my training classes in Effective Coaching. They always ask me the difference between training and coaching. Essentially, they are both the same but they are different in many ways. One, a training is usually conducted in a formal classroom environment while coaching is not. Two, in training you can have a maximum of 20 participants from the different departments while in coaching, you have to coach your own team or better, one or two individuals within your unit. Three, training can be conducted for no more than five days while a coaching program can run for a full year or until the coachee has satisfied the objectives of the program.
For the final point raised by Jeroo: "how do we 'educate' management to make the right choice when choosing external trainers and not relying on inadequate internal trainers?"
If management cannot rely on inadequate internal trainers to make the right choice when choosing external trainers I can say sorry to that management since it is the responsibilty of the internal trainer.
I started working here in a US company for about a year and it is one of my responsibilities to find training institutions based on the needs of our company. There are training vendors that go directly to the line managers but these managers rely on me to have the final word. But when I say no or yes, I need to justify it. I "educate" them by giving them a good picture of the situation based on the result of the TNA (organizational level) that I conducted vis-a-vis the program the training vendors are offering.
However, there is one important element that should be present before you can educate them -- trust.
From Saudi Arabia,
6To Jeroo:
Thank you for the private message you sent. However, I'm sorry I have not come across to any ebooks or posts that could help you hone your training skills.
To Kushisharma:
I cannot think of anything than for you to attend a trainer's training if you want to update your skills especially when it comes to effective delivery. But I would like you to know that effective delivery of training is not everything since you will be dealing only in one aspect.
If you are enrolling in a trainer's training program in one of the learning institutions there, I suggest to check first their course outline, the schedule or timing of the class, etc. The reason for this is that many learning organizations would throw in as many topic as they could to encourage you to enroll but when the actual delivery comes, the speaker or trainer could only discuss a topic for 15-30 minutes which is not enough. You will feel being short-changed.
To tell you the awful truth, a good delivery by using different methodologies will not guarantee that "result in a change of behavior even much after the session" like what you said. If you are familiar with the Hawthorne Effect, you will know what I mean plus there are other factors to consider. Otherwise, a trainer (whether internal or external) who would say that his/her training program will result in a change of behavior is no good.
I am not trying to shoot my foot here but in my 16 years in training and development, I could say that I had not met a single person who would say that his behavior had changed because of training. Because if that is so, we will not meet any kind of resistance from the management. The bottomline is, a good training program can not stand on its own or is not enough to bring that needed change in an organization. Hence, there are something more of what is expected from a trainer as what I've written in my previous post.
To Hiren50:
Your post reminded me of my participants in my training classes in Effective Coaching. They always ask me the difference between training and coaching. Essentially, they are both the same but they are different in many ways. One, a training is usually conducted in a formal classroom environment while coaching is not. Two, in training you can have a maximum of 20 participants from the different departments while in coaching, you have to coach your own team or better, one or two individuals within your unit. Three, training can be conducted for no more than five days while a coaching program can run for a full year or until the coachee has satisfied the objectives of the program.
For the final point raised by Jeroo: "how do we 'educate' management to make the right choice when choosing external trainers and not relying on inadequate internal trainers?"
If management cannot rely on inadequate internal trainers to make the right choice when choosing external trainers I can say sorry to that management since it is the responsibilty of the internal trainer.
I started working here in a US company for about a year and it is one of my responsibilities to find training institutions based on the needs of our company. There are training vendors that go directly to the line managers but these managers rely on me to have the final word. But when I say no or yes, I need to justify it. I "educate" them by giving them a good picture of the situation based on the result of the TNA (organizational level) that I conducted vis-a-vis the program the training vendors are offering.
However, there is one important element that should be present before you can educate them -- trust.
From Saudi Arabia,
Hi evan, some great suggetions from your end. I am sure you are a great mentor and people who work with you are lucky!
Well, another area that I believe is very important for trainers is to build a relationship of trust with the line managers. Many a times, line managers are reluctant to be involved in training efforts towards their own teams, as they would rather focus on their sales or administrative work. They consider training to be the responsibility of the training division and want to stay away from it. Have you been through this?
Moreover if they have to report back the progress of the trainees they are not very eager. They are reluctant and not accountable to the training division as they are not reporting to them.
Kushi
From India, Delhi
Well, another area that I believe is very important for trainers is to build a relationship of trust with the line managers. Many a times, line managers are reluctant to be involved in training efforts towards their own teams, as they would rather focus on their sales or administrative work. They consider training to be the responsibility of the training division and want to stay away from it. Have you been through this?
Moreover if they have to report back the progress of the trainees they are not very eager. They are reluctant and not accountable to the training division as they are not reporting to them.
Kushi
From India, Delhi
Great thoughts and sharing from my respected trainer friends on this topic. No doubt we had started from grass root level and now discussion is on its peak.
Though some of my friends having international exposure on TA&DA and imparting training in international context but I am talking about Indian context where most of the people are not aware about powerful impact of the training.
For real wonders we have to inject the awareness about positive impact of training in our organization then we have to start the process.
As per my experience in Indian context, you can deliver a powerful session and get expected results. How, let me explain.
In India people are very emotional in terms of relationship and somehow they are emotionally enganged towards work and organization.
But when the time of training (as most of the companies aware about the importance of training) employees feels company is thinking that they are now incompetent for the job and then their emotionally engangement level transforms in to emotionally disengagement which effects on productivity and attrition rate.
And here its entirely depends on the trainer in which way training process will move. ( refer to Training going cheap article as in India training is new concept and in the stage of implementation)
So being a trainer in Indian context you have to have following things to be worked upon for implementation of learning and skills at work place.
1 YOU SHOULD BE SUBJECT MATTER SPEC(AS MANY FRIENDS ARE SAYING IN THIS ARTICLES).
2 YOUR BODY LANGUAGE SHOULD REFLECT HOW POSITIVE YOU ARE ABOUT THIS PROCESS.
3 BEFORE TRAINING PROCESS BUILD A POSITIVE REPO WITH EMPLOYEE WHOM YOU ARE GOING TO IMPART TRAINING.
4 YOUR PRESENTABILITY SHOULD BE SO HIGH THAT THEY WILL RELATE YOU WITH THEIRSELF.(yYOU HAVE TO ROLE MODEL FOR THEM FOR LONGLASTING RESULTS()
5 Try to identify their mindset in the initial stage and speak with them as par their level to make them comfortable.
6 Then hit their emotional engagement with your objective and relate it to their future growth (wrap up your objective according to their mind set rather presenting in a very formal manner)
7 ONCE THEY INTERACTING WITH YOU IT MANAS ITS TIME TO START YOUR TRAINING PROCESS.
According to me for a trainer only one quality is enough that is;
TO UNDERSTAND THE MINDSET OF THE PEOPLE BEFORE TRAINING PROCESS(so that we have TN)
If you are identify the need rest is up to you only. And a passionate trainer can only know entire training process others are (Making training cheap)
Kushi: Dear you are doing very good as you have written. I have only one thing to share for your enhancement in skills as a trainer that is management never shown their willingness to upgrade in house trainer as far as cost concern as they do not know how vast training area is, so try to introuce new and creative ideas to make your people more productive and take management in confidence that your upgradation is very important if they want to make this training process continuous. I have done in the same manner and after that they sponsor me for two course related to training. Atleast you can try.
Whatever I have discussed its all about my exp but I have never seen my training process incomplete. In my organization people are giving real respect because I am using relationship factor first and then all the technical things.
Its all about Indian context training process and I am enjoying my job as a training head because I am plying coach role rather trainer role and I will follow the same process again and again.
So guys its all about your valuable sharing on this topic and I am waiting for your response from my respected think tanks on the same
Regards
Rajeev Saini
Recently promoted to Training head from Manager-Training
ARCHIES LTD
91-9911264568
From India, Delhi
Though some of my friends having international exposure on TA&DA and imparting training in international context but I am talking about Indian context where most of the people are not aware about powerful impact of the training.
For real wonders we have to inject the awareness about positive impact of training in our organization then we have to start the process.
As per my experience in Indian context, you can deliver a powerful session and get expected results. How, let me explain.
In India people are very emotional in terms of relationship and somehow they are emotionally enganged towards work and organization.
But when the time of training (as most of the companies aware about the importance of training) employees feels company is thinking that they are now incompetent for the job and then their emotionally engangement level transforms in to emotionally disengagement which effects on productivity and attrition rate.
And here its entirely depends on the trainer in which way training process will move. ( refer to Training going cheap article as in India training is new concept and in the stage of implementation)
So being a trainer in Indian context you have to have following things to be worked upon for implementation of learning and skills at work place.
1 YOU SHOULD BE SUBJECT MATTER SPEC(AS MANY FRIENDS ARE SAYING IN THIS ARTICLES).
2 YOUR BODY LANGUAGE SHOULD REFLECT HOW POSITIVE YOU ARE ABOUT THIS PROCESS.
3 BEFORE TRAINING PROCESS BUILD A POSITIVE REPO WITH EMPLOYEE WHOM YOU ARE GOING TO IMPART TRAINING.
4 YOUR PRESENTABILITY SHOULD BE SO HIGH THAT THEY WILL RELATE YOU WITH THEIRSELF.(yYOU HAVE TO ROLE MODEL FOR THEM FOR LONGLASTING RESULTS()
5 Try to identify their mindset in the initial stage and speak with them as par their level to make them comfortable.
6 Then hit their emotional engagement with your objective and relate it to their future growth (wrap up your objective according to their mind set rather presenting in a very formal manner)
7 ONCE THEY INTERACTING WITH YOU IT MANAS ITS TIME TO START YOUR TRAINING PROCESS.
According to me for a trainer only one quality is enough that is;
TO UNDERSTAND THE MINDSET OF THE PEOPLE BEFORE TRAINING PROCESS(so that we have TN)
If you are identify the need rest is up to you only. And a passionate trainer can only know entire training process others are (Making training cheap)
Kushi: Dear you are doing very good as you have written. I have only one thing to share for your enhancement in skills as a trainer that is management never shown their willingness to upgrade in house trainer as far as cost concern as they do not know how vast training area is, so try to introuce new and creative ideas to make your people more productive and take management in confidence that your upgradation is very important if they want to make this training process continuous. I have done in the same manner and after that they sponsor me for two course related to training. Atleast you can try.
Whatever I have discussed its all about my exp but I have never seen my training process incomplete. In my organization people are giving real respect because I am using relationship factor first and then all the technical things.
Its all about Indian context training process and I am enjoying my job as a training head because I am plying coach role rather trainer role and I will follow the same process again and again.
So guys its all about your valuable sharing on this topic and I am waiting for your response from my respected think tanks on the same
Regards
Rajeev Saini
Recently promoted to Training head from Manager-Training
ARCHIES LTD
91-9911264568
From India, Delhi
Congratulations Rajiv :D
It is great to hear about your promotion. I am sure its a well deserved one! So, how has your KRA changed in your new position? Would love to know how do you plan to approach towards your new role..
Kushi :D
From India, Delhi
It is great to hear about your promotion. I am sure its a well deserved one! So, how has your KRA changed in your new position? Would love to know how do you plan to approach towards your new role..
Kushi :D
From India, Delhi
Hey Kushi
Thanks!!!
Yeap responsiblities have incresed but flow is the same. Though Now I have to delegate the work but Its not in my nature so I will be working like the same I was working as Manager-Training.
Though all the KRAs are very important to me but one is very important to handle that is Handling all the location head for training process including designing and delivering the training programme and selection of right trainers and right place earlier I am delivering and handling the team of trainer for my region.
So now I am feeling more energetic and putting my 200% in my new KRAs
ONce again thanks for wishing me.....
Regards
Rajeev Saini
From India, Delhi
Thanks!!!
Yeap responsiblities have incresed but flow is the same. Though Now I have to delegate the work but Its not in my nature so I will be working like the same I was working as Manager-Training.
Though all the KRAs are very important to me but one is very important to handle that is Handling all the location head for training process including designing and delivering the training programme and selection of right trainers and right place earlier I am delivering and handling the team of trainer for my region.
So now I am feeling more energetic and putting my 200% in my new KRAs
ONce again thanks for wishing me.....
Regards
Rajeev Saini
From India, Delhi
Good luck with that. As and when you start it, would you be kind enough to share how you will train your trainers, as well as keep a track of training activities in remote locations... Kushi
From India, Delhi
From India, Delhi
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