Dear Friends,
Ive recently joined a company which is very traditional - they want to start off Training & Development in their organization.
A very challenging & interesting job , but staffs who are very senior & have worked for more than 10-15 years - how will they respond to Training?
People here are very strong at their technical skills , so obviously there would be a lot of attitude issues in them when it comes to sitting in a Training session.
I'm really confused as to how to take this forward.
Seniors , request you yo provide your valuable ideas.
Thanks in advance!!!!

From India, Chennai
Dinesh Divekar
Business Mentor, Consultant And Trainer
Strategic Business Management Includes Revenue
M Ram
Freelance Trainer
Manager - Marketing At Xlpro Training Solutions
+1 Other

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I am glad to know that, your management had shown interested in offering training to your employees. It involves cost. Your employees must understand "why they need to be trained? and "what are the benefits associated with training?". If they failed to understand educated them. TNA must identify "LEARNING OBJECTIVES" that must be associated with respective module aligned with ORGANISATION'S BUSINESS OBJECTIVES, that can support EMPLOYEE PERFORMANCE ISSUES like what need to be increased and what need to decreased, that is nothing but the outcome.

It is a very common issue wherein employees had opposed training activities which is due to absence of NON-LEARNING CULTURE, which you need to work-on. This also reflects their NON-LEARNING ATTITUDE, EGO, NON-FLEXIBLE NATURE and may me more.

No doubt your employees are possessing strong TECHNICAL SKILLS but the question is, "are they competent enough to take up various responsibilities assigned to them?, how successful are they in producing desired results as per KRA & KPI's defined?

I recommend you to focus on NEED BASED TRAINING as your staff are experienced employees. They can also be coached for better performance. You can modify your PA to measure post training performance.

With profound regards

From India, Chennai
Dinesh Divekar

Dear friend,
Once you ask some advice to seniors, business etiquette demand disclosure of your name, designation, what is your company's product or service etc.
Anyway the problem that you face is quite common everywhere. You may call me on my mobile. I will tell you what needs to be done. In the meanwhile, you may go through the following link. This post has further links. Go through all the links and you will have some basic idea of training.
Dinesh V Divekar

From India, Bangalore
M Ram

Please get in touch with me on 9986989309 for inputs. I have over 15 years of experience in setting up training facilities and conducting training. I can also share useful tips on setting up a training facility and breaking the glass ceiling with the seniors. Thank you. M. Ram
From India, Bangalore

Following are few points you need to focus on:
1. Prior to commencing any training intervention it is important to conduct a thorough TNA to be sure of the relevance of any specific training intervention you plan to roll out.
2. Ensure that any training intervention you plan, is highly “Engaging”. Start off with short sessions of about two hours each with lot of experience sharing and solution finding games etc.
3. Start with a small team of participants. Once they start linking it, others will come forward proactively.
4. There is no easy way to address any “change”. So don't expect sudden results in productivity with a single program.
There is a lot to share but cant fit all the content here.We have helped may organizations overcome these situations and can surely share views with you too.
Please feel free to call me at 080 4114 4661 to discuss in detail.

From India, Bangalore

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

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