If only I could have the opportunity to work in India, I could help a lot.
To Jeroo:
Thank you for the private message you sent. However, I'm sorry I have not come across to any ebooks or posts that could help you hone your training skills.
To Kushisharma:
I cannot think of anything than for you to attend a trainer's training if you want to update your skills especially when it comes to effective delivery. But I would like you to know that effective delivery of training is not everything since you will be dealing only in one aspect.
If you are enrolling in a trainer's training program in one of the learning institutions there, I suggest to check first their course outline, the schedule or timing of the class, etc. The reason for this is that many learning organizations would throw in as many topic as they could to encourage you to enroll but when the actual delivery comes, the speaker or trainer could only discuss a topic for 15-30 minutes which is not enough. You will feel being short-changed.
To tell you the awful truth, a good delivery by using different methodologies will not guarantee that "result in a change of behavior even much after the session" like what you said. If you are familiar with the Hawthorne Effect, you will know what I mean plus there are other factors to consider. Otherwise, a trainer (whether internal or external) who would say that his/her training program will result in a change of behavior is no good.
I am not trying to shoot my foot here but in my 16 years in training and development, I could say that I had not met a single person who would say that his behavior had changed because of training. Because if that is so, we will not meet any kind of resistance from the management. The bottomline is, a good training program can not stand on its own or is not enough to bring that needed change in an organization. Hence, there are something more of what is expected from a trainer as what I've written in my previous post.
To Hiren50:
Your post reminded me of my participants in my training classes in Effective Coaching. They always ask me the difference between training and coaching. Essentially, they are both the same but they are different in many ways. One, a training is usually conducted in a formal classroom environment while coaching is not. Two, in training you can have a maximum of 20 participants from the different departments while in coaching, you have to coach your own team or better, one or two individuals within your unit. Three, training can be conducted for no more than five days while a coaching program can run for a full year or until the coachee has satisfied the objectives of the program.
For the final point raised by Jeroo: "how do we 'educate' management to make the right choice when choosing external trainers and not relying on inadequate internal trainers?"
If management cannot rely on inadequate internal trainers to make the right choice when choosing external trainers I can say sorry to that management since it is the responsibilty of the internal trainer.
I started working here in a US company for about a year and it is one of my responsibilities to find training institutions based on the needs of our company. There are training vendors that go directly to the line managers but these managers rely on me to have the final word. But when I say no or yes, I need to justify it. I "educate" them by giving them a good picture of the situation based on the result of the TNA (organizational level) that I conducted vis-a-vis the program the training vendors are offering.
However, there is one important element that should be present before you can educate them -- trust.
To Jeroo:
Thank you for the private message you sent. However, I'm sorry I have not come across to any ebooks or posts that could help you hone your training skills.
To Kushisharma:
I cannot think of anything than for you to attend a trainer's training if you want to update your skills especially when it comes to effective delivery. But I would like you to know that effective delivery of training is not everything since you will be dealing only in one aspect.
If you are enrolling in a trainer's training program in one of the learning institutions there, I suggest to check first their course outline, the schedule or timing of the class, etc. The reason for this is that many learning organizations would throw in as many topic as they could to encourage you to enroll but when the actual delivery comes, the speaker or trainer could only discuss a topic for 15-30 minutes which is not enough. You will feel being short-changed.
To tell you the awful truth, a good delivery by using different methodologies will not guarantee that "result in a change of behavior even much after the session" like what you said. If you are familiar with the Hawthorne Effect, you will know what I mean plus there are other factors to consider. Otherwise, a trainer (whether internal or external) who would say that his/her training program will result in a change of behavior is no good.
I am not trying to shoot my foot here but in my 16 years in training and development, I could say that I had not met a single person who would say that his behavior had changed because of training. Because if that is so, we will not meet any kind of resistance from the management. The bottomline is, a good training program can not stand on its own or is not enough to bring that needed change in an organization. Hence, there are something more of what is expected from a trainer as what I've written in my previous post.
To Hiren50:
Your post reminded me of my participants in my training classes in Effective Coaching. They always ask me the difference between training and coaching. Essentially, they are both the same but they are different in many ways. One, a training is usually conducted in a formal classroom environment while coaching is not. Two, in training you can have a maximum of 20 participants from the different departments while in coaching, you have to coach your own team or better, one or two individuals within your unit. Three, training can be conducted for no more than five days while a coaching program can run for a full year or until the coachee has satisfied the objectives of the program.
For the final point raised by Jeroo: "how do we 'educate' management to make the right choice when choosing external trainers and not relying on inadequate internal trainers?"
If management cannot rely on inadequate internal trainers to make the right choice when choosing external trainers I can say sorry to that management since it is the responsibilty of the internal trainer.
I started working here in a US company for about a year and it is one of my responsibilities to find training institutions based on the needs of our company. There are training vendors that go directly to the line managers but these managers rely on me to have the final word. But when I say no or yes, I need to justify it. I "educate" them by giving them a good picture of the situation based on the result of the TNA (organizational level) that I conducted vis-a-vis the program the training vendors are offering.
However, there is one important element that should be present before you can educate them -- trust.