How a Saint's Lesson on Bird Freedom Highlights the Real Challenge of Effective Training

I used to end many training sessions to improve the effectiveness of training. The story goes like this:

There was a small town where one person was engaged in catching birds and selling them in the market.

One day, a saintly person came and asked the bird seller about the procedure for catching the birds. After purchasing all the birds, he went to his ashrama. He could communicate with birds and hence told them that he would like to train them so that they would not be caught again and could continue to enjoy their freedom. He assured them of giving fruits and water and also limited freedom during training.

The saint gave three lessons:

a) IGNORE THE GRAIN SEEDS

b) IF YOU CANNOT IGNORE, AT LEAST DO NOT EAT THE GRAIN SEEDS.

c) IF YOU CANNOT OVERCOME YOUR DESIRE TO EAT SEEDS, BE CAREFUL.

After the training, the saint liberated these birds.

After some time, the bird seller came again and succeeded in catching a few birds in his net. The saint came out, and the birds started repeating the lessons. One bird asked him why they got caught in the net again.

The saint answered, "YOU DID NOT EMBRACE THE LESSONS BUT ONLY MECHANICALLY REPEATED TO MEMORIZE THE LESSONS."

Anil Mulye

Hi, what a good message in such a small story!

But at times, I wonder if the lessons learned during classes should be remembered word for word or not. I'm serious. Please reply if you read this as I always feel that do companies ask for theory in all subjects, or what. I'm a student doing my M.A. in industrial psychology. 😄

What are various practical methods to measure training effectiveness after one month of imparting? Please do not discuss the Kirkpatrick Model.

Dear Kings,

The dilemma of using or forgetting training inputs is age-old. In my opinion, what needs to be noted is to gain knowledge during training. Theory and practice go together. Practice without theory is like driving at 90mph with headlights off on a busy road on a dark night. The training effectiveness can be measured immediately after the training session by assessing the level of understanding of new inputs through a well-designed post-training test. The manager of the user department also has to ensure that the staff is placed where they are trained. It has been our experience that the quality of work and rejection rates of certain claims forms had drastically reduced after training. What is important is a coordinated approach between Management, Trainers, and Users. A word of caution, training should not be an activity of Sporables, By Sporables, and For Sporables. Responsibility for deriving post-training benefits lies squarely on all the users of the training facility.

Anil Mulye

Dear Libran72,

I have partially covered your query in my earlier post. I would hasten to add that a practice of feedback from the User Department on the effectiveness of training, based on changed attitudes, level of accuracy, time-cutting in task completion, etc., can be requested. It is possible to measure the tangible and intangible benefits by introducing a rating system consisting of five ratings. A little effort would help yield the desired results. On your part, you may make an attempt by selecting a specific training program for this purpose. I am available to provide you with the required support through this august forum.

Anil Mulye

Dear Friend,

Post-training simulation is the closest accurate analysis to the overall impact and the grasping of the matter by the trainees. However, I feel that a simulation should not be restricted to only written tests. Practical training of some kind should be designed, and a specified period stipulated for the same.

In this long-term period for practical application of the trained matter, certain activities which are related to their profiles and work types should be given for analysis closer to accuracy of understanding. This has to be done with the help of the Head of the Trainees' department for better effectivity.

Try this - it works!