Dinesh Divekar
Business Mentor, Consultant And Trainer
Hr & Administration Specialist
Retail, Retail Operations, Training &
+10 Others

Dear Seniors,
After having prepared training agenda, my boss has asked me if I can impart training to our existing employees. I am really interested to go forward with it but am quite hesitant since soft skills training is not generally taken very seriously by the existing employees... moreover there would be seniors of various departments too.. PLEASE SUGGEST HOW DO I GO FORWARD...
20th August 2010 From India, Delhi
Hi Monica,
I guess you are not the only one who is facing this sort of a challenge. There are a lot of HR/ internal training depts/people facing the same problem. The solution to this is to look out for external people to partner you. There are few advantages to this - 1. The external person can look at the situation objectively;2. The audience accept the external person and his view as he does not represent the management;
You can contact me on for more inputs.

20th August 2010 From India, Mumbai
Dear Monica Pankaj,

Whatever the job may be it should be done by experts. Remember the old age proverb - half knowledge is always dangerous.

Success as trainer depends on number of training programmes that person attends. How many programmes have you attended so far? If many then fine. But if not many then you need to first need to learn how to become learner leave alone becoming trainer!

You could have told your management to delegate this assignment to some other expert. You can do it even now also.

You have written that "soft skills training is not generally taken very seriously by the existing employees". Why is it not taken seriously have you investigated the causes? Have you found out revenue loss because of lack of soft skills among the staffs? If your company is incurring loss because of lack of soft skills (which invariably every company incurs by the way) then those skills must be learnt, whether anyone likes or not. Those who don't want to learn are free to come up with some alternative solution on how to fill that revenue loss without learning. However, those who do neither need to pull their socks up or be ready to be given the boot!


20th August 2010 From India, Bangalore
Thank you Mr. Amit..I am very well ware that this problem is faced by almost all the internal trainers.. But I am just about to start so am bit hesitant... Once again thanks for you suggesstion...
20th August 2010 From India, Delhi
Thank you Mr. Dinesh.. I was a communication skills trainers few years back.. but I am not very sure if that would add.. Have suggessted my boss for external training...he says that functional training can be taken by external trainers and soft skills by me.. shall I talk to him once again??? I dont want to follow a wrong path in the initial stage...
20th August 2010 From India, Delhi
Dear Monica,
I totally agree with Dinesh that first of all you need to know in and out of past experiences of soft skill training conducted in your organization before. You need to know what was employees response towards the training, because once you know what the person sitting in front of you have in mind you can take the show accordingly, you can plan the schedule accordingly. Being a trainer first of all you need to be confident enough to stand in front of the audience and deliver your material. And if they are all existing employees i guess it shouldn't be much of trouble to interact with them during the training. Try out some fun games and ice breaking sessions to make every body involve in it. Play some video related to the topic within the sessions and discuss on that. So once every body is involved and you feel are enjoying the session you can simultaneously take it towards the soft skill part. It sounds complicated and little bit tough but seriously training is an art and fun too. If you have a zeal you can do it.
All the best.
20th August 2010 From India, Bangalore
Mr. Dinesh, You have put across the suggestion so beautifully and productively.. I had sent you a linkedin request and you haven’t accepted it. Any particular reason? Ruby
20th August 2010 From India, Bangalore
Thank you Prachi.. Training is to be initiated in our organization from next month onwards so theres no past record as such... Even I feel that it should begin with external training...
20th August 2010 From India, Delhi
Dear Monika,
It would be better if you start your training initiative with an external trainer as it would have a greater impact when the module would be delivered by a third party.
You should talk to your senior about the effectiveness levels of an external trainer.
We also deal in training services and have "people specialist" trainers on board. We offer you totally customised training solutions.
Please feel free to contact me to discuss and take the matter forward.
Thanks & Regards,
Avika Kapoor
Assistant General Manager - Business Development

20th August 2010 From India, New Delhi
Hi there,

I can understand your predicament, how employees take soft skills lightly but there are various ways to make your employees take you & the soft skills your training them on seriously.

Performance Appraisal

•Evaluate your performance appraisal method the organization has adopted, my suggestion that if you use performance appraisal by objective this will help you narrow down where training is required,

•Ensure that soft skills your training your employees on are part of their performance appraisal as part of competence required.

•Ensure that soft skills is part of your training and development i.e. your training and development is divided to 3 sections job requirement training, soft skills and technical skills.

Competence Mapping Vs Training Needs Analysis

Try taking on competence mapping project and do the following

•identify generic competence required by the organization as a whole, make sure that these competences vary between different levels of the organizations i.e. junior/ supervisor/ manager, Senior Manger, general manager, director, CEO.

•identify competence required by the positions identified in the organization using job descriptions/ personal specification (JD/ PS) ,

•identify existing competences available with the employees

•Do gap analysis between required competences by the position and the existing competence with in the employees

Training & Development

From the competence mapping exercise it will help you identify how much training is required to be done to close the gap between existing and required skills technical or soft,

Once you have done all the above and communicated to individual employees this will create the following

•Employees will realize that the organistion is serious about training them

•Organsiation is serious and concern about employees development in the organization

•It give employees sense of direction they will know where they are standing and where they are going,

In my opinion if you consider al the above your employees will take your training suggestions vey seriously.

I hope the information I have provided is very useful
20th August 2010 From Oman, Muscat
You should undergo the training’s your self before giving presentations to others, also you must attend " Train The Trainer" programme.
21st August 2010 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.......
21st August 2010 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
22nd August 2010 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.
Center for Advanced Communication,
STEP, IIT - Kharagpur.
22nd August 2010 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
22nd August 2010 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
23rd August 2010 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
23rd August 2010 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.
26th August 2010 From India
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