This is collective reply for your this post as well as the following post:
I don't know whether you are external faculty and you have not written what kind of training is you are conducting for them. However, problems of this kind arise because:
a) Participants may not have any target to meet. Training programmes are conducted because they just enable participants to attain certain skills. By attaining these skills participants can attain those targets.
b) Training programmes are treated as events rather than ongoing learning process.
c) If it is a management institute, then you should have recommended for conducting post-training examination or test. Participants must acquire 'x' per cent to pass. If the participants had certain fear of examination, they would have changed their attitude. In such cases nobody cares what type of trainer a person is. Everybody starts concentrating on learning.
d) You could have sent your pre-training reading material well before 2-3 weeks. Sooner the training programme started, you could have taken their pre-course test. After the pre-course test, you could have noticed a very different attitude of the participants.
What I have written is not out of the blue. When I was training manager, I had to undergo several courses and I myself have passed through the motion of pre-training and post-training tests.
Dinesh V Divekar
If sr faculty members are not encouraging you to take up sessions and rather creating problems for you ( if my understanding is correct from your mail ), you are to put extra effort in winning their cofidence on your ability to take better sessions. You are to patiently find opportunity when they will need your help and you can prove your credentials who can give better programmes.
Some seniors do not encourage jr faculty members to conduct better programmes just to keep them important. You are to take great preparation to come up facing such barriers.
This is out of my over 40 years of working experience as a trainer in private as well as Government Orgns .
Er Prafulla K Acharya, Ph.D. in HRD & Mgt ( IIT-Kgp ).
Director & Chief Faculty, Pragyan Productivity Center,
( A Consultant Licencee Organization of HumaNext LLC. USA. Operating from Bhubaneswar, Visakhapatnam, Chennai and Dallas ( Texas ), USA,
It depends on where you have the focus. Post of Girish has appeared because the focus is on training. Had it been on learning, his job would have become simpler. Had it been on implementation of learning, the learners would have learnt the subject by themselves (as far as possible) come up with some preparation and trainer would have become just the facilitator.
As far as Govt servants or officers are concerned, they show that by attending some training programme, they are doing great favour. Nobody checks the implementation of learning in any Govt Department.
What matters is the result. Training or learning is only the medium.
Dinesh V Divekar
To ellaborate the situation, I am myself trainer conducting different types of training on soft skill or personality development. One of the local Management Institute call me for faculty development programme. Director of the Institute joined the institute just 1 year back. Being very energetic & enthusiastic, he is trying to improve the quality of education in the institute. To motivate the people, to get response, to change paradigm, to be a successful team , he thought about such training session and given opportunity to me.
Now those who were associated with the organisation since last 10+ years thinking that all these are non sense or not that much useful. They were present for the session but not involve whole heartedly. To produce the result, I think that they should be attentive (Physical as well as mental preparation).
Basically people are not interested in any training. I am giving them lots of different things, but they are not showing any interest. Would like to know opinion , guidance from the seniors definitely
Thanks and regards