Respected Sir,
Currently, I am conducting training sessions for a Management Institute. The Director of the Institute is very open and willing to participate for the betterment of the institute and its faculty. However, senior faculty members are not actively participating in the sessions. At times, they create problems and pollute the atmosphere.
How can I encourage their whole-hearted involvement?
Thanks in advance.
Girish K
From India, New Delhi
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1Currently, I am conducting training sessions for a Management Institute. The Director of the Institute is very open and willing to participate for the betterment of the institute and its faculty. However, senior faculty members are not actively participating in the sessions. At times, they create problems and pollute the atmosphere.
How can I encourage their whole-hearted involvement?
Thanks in advance.
Girish K
From India, New Delhi
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Dear Girish,
This is a collective reply for your post as well as the following post:
Link removed due to being outdated
I don't know whether you are an external faculty, and you have not specified what kind of training you are conducting for them. However, problems of this kind arise because:
a) Participants may not have any target to meet. Training programs are conducted to enable participants to attain certain skills, which in turn help them meet their targets.
b) Training programs are often treated as events rather than an ongoing learning process.
c) If it is a management institute, then you should have recommended conducting a post-training examination or test. Participants must achieve a certain percentage to pass. Introducing an examination could provoke a change in attitude among participants. In such cases, the focus shifts to learning rather than the trainer's style.
d) Sending pre-training reading material well in advance, ideally 2-3 weeks before the training program, could have been beneficial. Conducting a pre-course test at the beginning of the training program could have revealed a significant change in the participants' attitudes.
What I have written is not out of the blue. When I was a training manager, I had to undergo several courses and have experienced the process of pre-training and post-training assessments myself.
Thanks,
Dinesh V Divekar
From India, Bangalore
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This is a collective reply for your post as well as the following post:
Link removed due to being outdated
I don't know whether you are an external faculty, and you have not specified what kind of training you are conducting for them. However, problems of this kind arise because:
a) Participants may not have any target to meet. Training programs are conducted to enable participants to attain certain skills, which in turn help them meet their targets.
b) Training programs are often treated as events rather than an ongoing learning process.
c) If it is a management institute, then you should have recommended conducting a post-training examination or test. Participants must achieve a certain percentage to pass. Introducing an examination could provoke a change in attitude among participants. In such cases, the focus shifts to learning rather than the trainer's style.
d) Sending pre-training reading material well in advance, ideally 2-3 weeks before the training program, could have been beneficial. Conducting a pre-course test at the beginning of the training program could have revealed a significant change in the participants' attitudes.
What I have written is not out of the blue. When I was a training manager, I had to undergo several courses and have experienced the process of pre-training and post-training assessments myself.
Thanks,
Dinesh V Divekar
From India, Bangalore
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I guess it will be helpful to go through some content on Adult Training Principles. As trainers we sometimes oversee these things.
From India, Bangalore
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From India, Bangalore
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Dear Girish,
If senior faculty members are not encouraging you to take up sessions and are instead creating problems for you (if my understanding is correct from your email), you need to put in extra effort to win their confidence in your ability to conduct better sessions. Be patient in finding opportunities where they may require your assistance, and demonstrate that you are capable of delivering superior programs.
Some seniors may not support junior faculty members in conducting better programs to maintain their own importance. Be well-prepared to overcome such obstacles.
This advice is based on my over 40 years of working experience as a trainer in both private and government organizations.
Er Prafulla K Acharya, Ph.D. in HRD & Management (IIT-Kgp).
Director & Chief Faculty, Pragyan Productivity Center,
(A Consultant Licensee Organization of HumaNext LLC, USA. Operating from Bhubaneswar, Visakhapatnam, Chennai, and Dallas, Texas, USA).
Email: pka2001uk@yahoo.co.uk
Cell: 9437022040
From India, Bhubaneswar
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If senior faculty members are not encouraging you to take up sessions and are instead creating problems for you (if my understanding is correct from your email), you need to put in extra effort to win their confidence in your ability to conduct better sessions. Be patient in finding opportunities where they may require your assistance, and demonstrate that you are capable of delivering superior programs.
Some seniors may not support junior faculty members in conducting better programs to maintain their own importance. Be well-prepared to overcome such obstacles.
This advice is based on my over 40 years of working experience as a trainer in both private and government organizations.
Er Prafulla K Acharya, Ph.D. in HRD & Management (IIT-Kgp).
Director & Chief Faculty, Pragyan Productivity Center,
(A Consultant Licensee Organization of HumaNext LLC, USA. Operating from Bhubaneswar, Visakhapatnam, Chennai, and Dallas, Texas, USA).
Email: pka2001uk@yahoo.co.uk
Cell: 9437022040
From India, Bhubaneswar
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Dear Mr. Prafull K Acharya,
It depends on where you have the focus. The 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 the implementation of learning, the learners would have learned the subject by themselves (as far as possible) and come up with some preparation, and the trainer would have become just the facilitator.
As far as government servants or officers are concerned, they show that by attending some training program, they are doing a great favor. Nobody checks the implementation of learning in any government department. What matters is the result. Training or learning is only the medium.
Thanks,
Dinesh V Divekar
From India, Bangalore
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It depends on where you have the focus. The 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 the implementation of learning, the learners would have learned the subject by themselves (as far as possible) and come up with some preparation, and the trainer would have become just the facilitator.
As far as government servants or officers are concerned, they show that by attending some training program, they are doing a great favor. Nobody checks the implementation of learning in any government department. What matters is the result. Training or learning is only the medium.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Thank you, everyone, for your valuable suggestions. As a trainer, you may come across such problems. I think if the resource person for training is local, then there are more issues.
To elaborate on the situation, I am a trainer conducting various types of training on soft skills or personality development. A local Management Institute has called me for a faculty development program. The director of the institute joined just one year ago. Being very energetic and enthusiastic, he is striving to enhance the quality of education in the institute. To motivate people, elicit responses, shift paradigms, foster successful teamwork, he thought about organizing such training sessions and provided me with the opportunity.
However, those who have been associated with the organization for over ten years think that all this is nonsensical or not very useful. They attended the session but did not fully engage. To achieve results, I believe they should be attentive (physically and mentally prepared).
Essentially, people are not keen on any training. I am offering them various resources, but they are not displaying interest. I would appreciate opinions and guidance from senior individuals.
Thanks and regards,
Girish
Thanks again
From India, New Delhi
Acknowledge(0)Amend(0)
To elaborate on the situation, I am a trainer conducting various types of training on soft skills or personality development. A local Management Institute has called me for a faculty development program. The director of the institute joined just one year ago. Being very energetic and enthusiastic, he is striving to enhance the quality of education in the institute. To motivate people, elicit responses, shift paradigms, foster successful teamwork, he thought about organizing such training sessions and provided me with the opportunity.
However, those who have been associated with the organization for over ten years think that all this is nonsensical or not very useful. They attended the session but did not fully engage. To achieve results, I believe they should be attentive (physically and mentally prepared).
Essentially, people are not keen on any training. I am offering them various resources, but they are not displaying interest. I would appreciate opinions and guidance from senior individuals.
Thanks and regards,
Girish
Thanks again
From India, New Delhi
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