π‘»π’“π’‚π’Šπ’π’Šπ’π’ˆ – π‘±π’π’–π’“π’π’†π’š π’‡π’“π’π’Ž 𝒏𝒆𝒆𝒅𝒔 π’‚π’”π’”π’†π’”π’”π’Žπ’†π’π’• 𝒕𝒐 π’Šπ’Žπ’‘π’‚π’„π’• π’†π’—π’‚π’π’–π’‚π’•π’Šπ’π’

π‘»π’“π’‚π’Šπ’π’Šπ’π’ˆ π’Šπ’Žπ’‘π’π’†π’Žπ’†π’π’•π’‚π’•π’Šπ’π’
Today I am sharing one of my experiences in my early career days and also learning thereby as Trainer.

A group of 100 students, had to complete this course of soft skills training, which was made compulsory for their certification.

A big challenge for me – as according to me training doesn’t happen with such a big group, but the organization could not make any alterations there.

Here are certain techniques I used to manage the group:

1. Divided them in groups of 10, ensuring that the acquainted ones fall in different groups with unknown ones.
2. When I observed that the sincerity in approach towards training was lacking, I engaged them in activities where the difficulty levels were perceived by them as challenging scenarios.
3. Introduced a healthy competition among the 10 groups, where ultimately the friends were competing against each other and hence they all automatically took it positively.
4. Minimum use of lecture method and maximum use of participatory method with lots of activities and thought provoking questions.
5. In every group there are cooperative souls and witty ones as well. Making them interact, debate and helping them reach to the ‘greater common good’ and also use effective interpersonal communication styles, impacting their learning process automatically and consciously.
6. Being friendly but firm with them, not making it too democratic but also making some of the collective decisions, making them party to it.
7. Not using threat or punishment as a quick tool to my rescue… Instead making it a reward based program, making the training environment lively and full of enthusiasm.

My learning points were,
~ Being firm with the client to be restrictive to group size to max 25
~ Being definitive about the training modules and their execution. Not keeping it so open as it always runs a risk of going haywire
~ Being more equipped to handle unanticipated scenarios as it was my sheer luck that nothing really went wrong, considering the huge group size.
~ Training design, training methods & learning aids were thought of and weaved as well but the number of trainers had to be more to cater this bigger group.
~ Last, I learnt the importance of the journey from needs assessment to impact evaluation. As a trainer, it is my duty to follow this process… under any circumstances.

After all, ‘Experiences are the best Teachers’!

Do reach out to us atΒ Synergeze Consultants Private LimitedΒ for all your corporate training needs.

Small businesses at times seems to be ignoring many a thing, by just treating them as one more jargon in this new age of super complicated words and synonyms. Process Re-Engineering can be a game changer to businesses, as it can perform miracles on a failing or stagnant company and open new doors for a company on steady path of growth. However, the process is tricky and needs some pain-killers to supress the pain of change and pain of tearing down what we are used to and feel comfortable with. If ignoring this was a mistake, the next big mistake could be to settle for a cheap and basic process re-engineering tool in absence of an expert guidance. It could be that you tried saving a cent and lost a dollar. We atΒ Synergeze Consultants Private Limited, help businesses to implement the changes in an ongoing manner without effecting the current operations in any way and yet delivering the desired results. To learn more about our standardised approach which is customized for every single business please reach out to us. If you wish to be more profitable and save on all forms of costs – Your destination is our name – Synergeze Consultants Private Limited.
Share
Linkedin

Related Blogs