You should undergo the training’s your self before giving presentations to others, also you must attend " Train The Trainer" programme.
From India, Bangalore
From India, Bangalore
Dear Monica
It is a myth generated by ages that Soft Skills Training or any other element of Training will transform the existing working or thinking pattern to a competitive edge outputs.
As Mr. Dinesh Divekar, in this post had rightly stated that alone the Training can't bring the desired results or outcomes.
I feel that the implementation of the contains is important. The theme of delivery element should be of what is expected and what to deliver. A continues evaluation and observation is needed, at particular time frame.
Expecting quick results from Training is like telling Grass not to be green and telling Rock not to be hard.......
From India, Mumbai
165It is a myth generated by ages that Soft Skills Training or any other element of Training will transform the existing working or thinking pattern to a competitive edge outputs.
As Mr. Dinesh Divekar, in this post had rightly stated that alone the Training can't bring the desired results or outcomes.
I feel that the implementation of the contains is important. The theme of delivery element should be of what is expected and what to deliver. A continues evaluation and observation is needed, at particular time frame.
Expecting quick results from Training is like telling Grass not to be green and telling Rock not to be hard.......
From India, Mumbai
Yes! Training can be i mparted to any employee at any stage in his/her career. The only thing is inculcating interest in them abou the need to undergo such training in soft skills. They must be made to realize that they are falling short of the levels of soft skills they need to possess. They must also be convinced that attending the program will benefit them at personal level also.
Dr. Vasudeva Reddy
From India, Hyderabad
Dr. Vasudeva Reddy
From India, Hyderabad
Dear Monica,
I can understand your predicament. Please remember the first rule in training is that as a trainer you are the boss and you should make that clear to the participants in a subtle way. Second its your job to make the session interesting and a memorable experience for the attendees. You have to develop confidence and the motivation and should take this opportunity as a challenge and not succumb to negative impulses. Remember at some point of time in your career you'll be training people who are not only senior but also academically more accomplished, there is no way out. Remember fortune favours the brave.
"Where ever you are be the soul of that place." Mavlana Jalaluddin Rumi - Sufi saint.
Best of luck & may god be with you.
M.Reyaz
Center for Advanced Communication,
STEP, IIT - Kharagpur.
From India, Calcutta
I can understand your predicament. Please remember the first rule in training is that as a trainer you are the boss and you should make that clear to the participants in a subtle way. Second its your job to make the session interesting and a memorable experience for the attendees. You have to develop confidence and the motivation and should take this opportunity as a challenge and not succumb to negative impulses. Remember at some point of time in your career you'll be training people who are not only senior but also academically more accomplished, there is no way out. Remember fortune favours the brave.
"Where ever you are be the soul of that place." Mavlana Jalaluddin Rumi - Sufi saint.
Best of luck & may god be with you.
M.Reyaz
Center for Advanced Communication,
STEP, IIT - Kharagpur.
From India, Calcutta
Dear Monica
I have been following this thread... my simple strategy in any training is to involve the audience... audience want to know... WHAT IS IN IT FOR ME" or how does this training help me...
If you are able to have a good opening, highlighting the concrete benefits (not the abstract ones) of the training in the workplace (like onsite assignments, better impressions, better work opportunities, etc... depending on the subject)... that will hook the group.
All the best
Lalitha
From India, Madras
I have been following this thread... my simple strategy in any training is to involve the audience... audience want to know... WHAT IS IN IT FOR ME" or how does this training help me...
If you are able to have a good opening, highlighting the concrete benefits (not the abstract ones) of the training in the workplace (like onsite assignments, better impressions, better work opportunities, etc... depending on the subject)... that will hook the group.
All the best
Lalitha
From India, Madras
Completely agree on the points outlined earlier.
Apart from being competent and confident, it would be a good idea to set an assessment criteria prior to the training. Ideally, both written and spoken focusing on the job areas of the participants.
A video-recording would be just the right approach. Giving a feedback from the play-back is a very sensitive issue (particularly with seniors) you need to follow a certain method. If you are able to do this successfully-you are through with your training! You must be able to "connect" first then 'control'.
This is my experience over 12 years of soft skills and English enhancement sessions dealing with young arrogant MBA aspirants to mid and very senior level corporate decision makers.
Yes, an external player is always a good idea because your audience is unaware of his or her "moves"!!
All the best
From India, Bangalore
Apart from being competent and confident, it would be a good idea to set an assessment criteria prior to the training. Ideally, both written and spoken focusing on the job areas of the participants.
A video-recording would be just the right approach. Giving a feedback from the play-back is a very sensitive issue (particularly with seniors) you need to follow a certain method. If you are able to do this successfully-you are through with your training! You must be able to "connect" first then 'control'.
This is my experience over 12 years of soft skills and English enhancement sessions dealing with young arrogant MBA aspirants to mid and very senior level corporate decision makers.
Yes, an external player is always a good idea because your audience is unaware of his or her "moves"!!
All the best
From India, Bangalore
Dear DVD How can one calculate the revenue loss (calculative) due to lack of soft skills. i want to calculate it before I start the trainings in the next quarter. Regards Shakun
From India, Chandigarh
From India, Chandigarh
For any training, first establish the need. For example if you are seeking participants for a program on email etiquette, get sample amils from your potential participants and share them with your boss and point out the mistakes without taking the participant name. After that come out with a program to fill the gap and after the training and a few hand holding sessions in a virtual mode, ask their managers if they are better in their email writing. If they have to write to external people like customers, they cannot write emails in a wrong way. That itself is justification. Similar is the case of customer sevice, presentation skills, interpersonal skills, leadership skills etc. Internal trainer is at an advantage in finding the problem, though actual trainng can be by either internal or external based on whether adequate expertise is available internally or not.
From India
From India
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