All posts by : gunjan

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝒆𝒎𝒑𝒍𝒐𝒚𝒆𝒆𝒔 – 𝑰𝒔 𝒊𝒕 𝒘𝒐𝒓𝒕𝒉 𝒂𝒏 𝒊𝒏𝒗𝒆𝒔𝒕𝒎𝒆𝒏𝒕?

While most of them agree that Training is important, necessary and a part of Organizational activities, I do come across the organizations which are reluctant to invest. Some of the reasons are,

~ We invest in people and they leave when they get better prospects – it is a waste of our investment
~ We hire right people so that no further investment is required on them – they are supposed to prove themselves through performance
~ Training is an individual’s personal benefit – why should we invest for the same?
~ Employees don’t take training seriously. It is just another leisure activity for them
~ We don’t have time for these activities. People come here to earn money. For personal growth they should go somewhere else…

Some of the pointers may sound ruthless & rude but instead of denying them, they need to be addressed with root cause analysis and need to be addressed with proven facts & figures.

The roots of people’s motivation are in something beyond money & employees tend to get retained in their organizations depending upon what they get in return beyond pay cheques.

What’s your opinion about this quote by Zig Zigler? Let’s discuss in comments and if you are convinced with it then Synergeze Consultants Private Limited can assure you that the Training will be a value adding proposal for your organization.

#Synergeze #VindaTheCatalyst #TrainingMechanix

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

I am concluding this series with two-points:
1. 𝐀𝐟𝐭𝐞𝐫 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐢𝐞𝐬
2. 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐨𝐫𝐬

I have already written about #TrainingEvaluation. So, in order to conclude this series, some quick tips which may help the training organizers by measuring four levels of impact,
~ 𝐑𝐞𝐚𝐜𝐭𝐢𝐨𝐧 – Training feedback forms filled immediately after the training give a fair idea of how participants reacted to the training
~ 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 – pre 7 post training tests give this idea. However, a similar activity after a couple of months helps to understand the retention of the learning
~ 𝐁𝐞𝐡𝐚𝐯𝐢𝐨𝐮𝐫 – 3 to 6 months after the training, a planned & focused effort of following up with questionnaires to participants and their bosses give a clarity on whether there was a sustaining change in behaviour
~ 𝐑𝐞𝐬𝐮𝐥𝐭𝐬 – The training has to create an impact on the overall business of the organization. Improvements in the results by the organization as a whole is an indicator which needs to be assessed to understand the effectiveness of the training.

While concluding here are some tips for an 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐢𝐨𝐧,
~ Use the training aid addressing different senses as a mixture
~ Facilitation is like giving a ‘performance’! Body language, tone of voice and your words all play a great role here
~ Your enthusiasm creates a contagious & rippling effect
~ Use humor to create laughter but not to demean or to disrespect
~ Keep receiving the vibes from participants and translate them in making the on the spot changes in tempo, speed or impact of the training
~ Participants are combination of shy, dominant, difficult to handle as well as cooperative people. each one demands different skills & techniques. Presence of mind & being natural, honest, firm as well as flexible all together helps in dealing with different types of people. Knowledge is the only authority!

Facilitation is a skill but for me its more a passion. No doubt that a facilitator must hone the required skills but if it a passion, we start looking at it as an opportunity… to learn… grow… evolve… coz making difference in somebody’s life is our purpose! Do connect with Synergeze Consultants Private Limited for anything and everything related to #Trainings and we would be more than happy to get this opportunity to make this difference!

Look forward to your impressions about this series in the comments section & all sorts of value additions are welcome!
#VindaTheCatalyst #TrainingMechanix #Synergeze

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝐏𝐫𝐞 & 𝐏𝐨𝐬𝐭 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐀𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭 𝐓𝐞𝐬𝐭𝐬
It goes without saying that the trainings are arranged to bring in a marked difference in attitudes, knowledge, skills & practices. If there is no improvement or no measurable impact in application, the investment in training goes waste.

All improvements are measurable provided we set the scale for the same and define it in advance. Pre & post training assessment tests play exactly the same role here. However, to be able administer them effectively, one must be aware of,
~ 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐧𝐞𝐞𝐝𝐬 𝐚𝐬𝐬𝐞𝐬𝐬𝐦𝐞𝐧𝐭 – the training is designed based on them. Hence, areas of improvement get defined at this level. They need to be captured & reflected well in these tests.
~ 𝐆𝐚𝐩𝐬 𝐢𝐧 𝐜𝐮𝐫𝐫𝐞𝐧𝐭 & 𝐝𝐞𝐬𝐢𝐫𝐞𝐝 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 – accuracy in this understanding helps in designing the tests effectively. Training is expected to fill the gap. Hence the tests must reflect both the scenarios – before & after the training
~ 𝐂𝐚𝐭𝐞𝐠𝐨𝐫𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐨𝐟 𝐚𝐭𝐭𝐢𝐭𝐮𝐝𝐞𝐬, 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞, 𝐬𝐤𝐢𝐥𝐥𝐬 & 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬 – Scales to measure all of them are different & need to be designed independently.

Generally these tests are the same questions where different responses from the participants before & after the training are recorded. However, these responses need to be assessed & interpreted very carefully as they serve as success indicators of the training. Factors which need to be considered critically while designing these tests,
~ 𝐀𝐜𝐚𝐝𝐞𝐦𝐢𝐜 & 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥 𝐛𝐚𝐜𝐤𝐠𝐫𝐨𝐮𝐧𝐝 𝐨𝐟 𝐭𝐡𝐞 𝐩𝐚𝐫𝐭𝐢𝐜𝐢𝐩𝐚𝐧𝐭𝐬 – The language and difficulty level of the tests depends on this
~ 𝐂𝐮𝐫𝐫𝐞𝐧𝐭 𝐥𝐞𝐯𝐞𝐥𝐬 𝐨𝐟 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞, 𝐬𝐤𝐢𝐥𝐥𝐬 & 𝐩𝐫𝐚𝐜𝐭𝐢𝐜𝐞𝐬 – Tests should surpass this level or else they will give a wrong picture at the end
~ 𝐒𝐞𝐥𝐟-𝐫𝐚𝐭𝐢𝐧𝐠 𝐝𝐨𝐞𝐬 𝐧𝐨𝐭 𝐡𝐞𝐥𝐩 𝐚𝐬 𝐚 𝐬𝐭𝐚𝐧𝐝 𝐚𝐥𝐨𝐧𝐞 𝐩𝐨𝐢𝐧𝐭 – There is a tendency of falling mid way in such scales, which hampers the real scenario. Also, reflection of change in work and behaviour for a consistent period needs to get captured. Sheer rating does not offer that.
~ 𝐇𝐨𝐧𝐞𝐬𝐭𝐲 & 𝐓𝐫𝐚𝐧𝐬𝐩𝐚𝐫𝐞𝐧𝐜𝐲 – The responses gathered need to be assessed as honestly as the design of the tests & as the participants’ responses. Manipulations here would defeat the purpose.

This looks to be a time consuming and waste of effort in absence of right assessment. And hence, many organizations tend to skip this step. However, Training vertical of Synergeze Consultants Private Limited believes in ‘measurement for improvement’ principle. Do connect with us if you believe in the same.

Till then do share in comments your mechanisms of assessing the gaps and improvements thereafter.

#VindaTheCatalyst #TrainingMechanix #Synergeze

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝑺𝒆𝒔𝒔𝒊𝒐𝒏 𝒑𝒍𝒂𝒏𝒔

Not only training programs but even the sessions conducted in schools or colleges are expected to have session plans. The plan of training begins from a setting a goal. Then the objectives are set in the same line and in order to achieve them, sessions are planned. Hence, sessions are like ‘the goal converted to actionable points’, which have their own objectives and therefore it is important that they follow certain path.

They also help the facilitator to focus, save from getting derailed, distracted and also to arrest unwarranted discussions among participants, especially when the trainings are conducted in a participative manner. Let’s see what all pointers a session plan should cover:
~ Objective of the session
~ Content to be covered with a logical flow
~ Time duration where a complete slot is broken in small parts
~ Methods to be used in combination
~ Checklist of training aids & resources required for the session
~ Expected outcome of the session

Session map can be viewed as,
~ Minute to minute planning of the session to ensure that every minute is well-valued
~ A Roadmap showing starting point, finishing point & all the places we need to explore along the way
~ A logical connection leading to next session
~ A guidebook which handholds the trainer right from preparation stage to concluding point

Whether it should be shared with the participants before hand solely depends on the purpose of the training & Background of the participants. However, I always choose to not share it in details but make them party to it in the first 5 minutes of the session. The purpose behind this is,
~ Not letting them imagine something, which is completely out of the frame of training, which may set wrong expectations
But at the same time,
~ Maintaining the fun and surprise element throughout the session for them as it is an important factor in the learning process.

Planning always helps… May it be a session or our Day! If we can plan our activities in the similar fashion, I am sure the results would be multifold. As you are aware Synergeze Consultants Private Limited offer multiple services and in all those ‘planning’ is an inevitable component.

How do you plan your activities? Do you find this post helpful in planning your activities? Do share in comments.

#VindaTheCatalyst #TrainingMechanix #Synergeze

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙 – 𝑴𝒐𝒅𝒂𝒍𝒊𝒕𝒊𝒆𝒔

Continuing from the previous post, here are the other impacting aspects of #TrainingSchedules,

4. 𝐁𝐫𝐞𝐚𝐤𝐬 & 𝐭𝐡𝐞𝐢𝐫 𝐭𝐢𝐦𝐢𝐧𝐠𝐬 –
~ These details help the trainees to plan their activities. Breaks after every 2 hours is the need of learning process.
~ However, they need to be used wisely. Breaks are not to address any wasted interests but to initiate an indirect cross-learning process.
~ Informal interaction with other trainees, some physical movement to break monotony and refreshments to enrich the change in activities is the real purpose.

5. 𝐈𝐝𝐞𝐚𝐥 𝐭𝐢𝐦𝐞 𝐬𝐥𝐨𝐭𝐬 𝐟𝐨𝐫 𝐞𝐚𝐜𝐡 𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐲 –
~ With reference to #AdultLearningPrinciples and attention span of any adult brain, the session timings are generally restricted to 45 to 50 min.
~ Even this slot needs to be planned wisely but we’ll talk about that independently later. The important point here is the way various methods are weaved in each session.
~ Break timings for tea break – 10 to 15 min & for lunch – max 60 min is sufficient. More time than this lose an importance of break and lesser time creates pressure over trainees to reach back to the session in time.
~ Adhering to break timings is a primary responsibility of the trainer as this is one lesson which is taught beyond session. Being punctual makes us respectful towards our as well as others’ time.
~ Beyond this, some Trainers also allow unplanned breaks of 5 minutes or so as per need if the topic is very heavy or demanding concentration of the trainees. This largely happens in technical trainings.

In case of residential programs, #TrainingSchedules also cover the details of post training activities if planned. The schedule also may include some ground rules or details about the logistical arrangements, especially when it is considered as a single common document of communication with reference to training.

In a way it is a small and miniscule effort but there is a detailed thought process that goes behind it and more the participants are aware of the same, better would be a reciprocation from them. Synergeze Consultants Private Limited is building this awareness to make the training process meaningful for both… the organizers and trainees. Do connect with us if you look at this process sincerely and intend to make it meaningful for your human resource.

Till then do share your views about training schedules & if there are any other take-away for you!

#VindaTheCatalyst #TrainingMechanix #Synergeze #TrainingModalities

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙 – 𝑴𝒐𝒅𝒂𝒍𝒊𝒕𝒊𝒆𝒔

We all must have seen or received training schedules as a part of kit handed over either at the time of registration or sent prior to the training by mail by HR department. What do we do with it? Why do we think such schedules are made and circulated in advance? What all do we look for in the schedule?

Let me throw some light on the sections of Training Schedule:
1. 𝐃𝐚𝐭𝐞 & 𝐬𝐞𝐬𝐬𝐢𝐨𝐧 𝐭𝐢𝐦𝐞 –
~ It tells us whether it is a day long program or residential. Accordingly, we are expected to block your calendars, make travel plans & make necessary arrangements at your workplace.
~ It is expected to reach well in advance for the training. It is a sincere effort and despite knowing the schedule if anybody is reaching half day late for the training, it is considered as unprofessional approach. However, in case of emergency, it is expected that the delay is informed beforehand.
~ In case of residential program, the return journey plans also need to communicated to the coordinators for them to make food and accommodation arrangements if necessary.
~ The session timings not only tell us the duration of each session but also help us in making back-end arrangements and pre-plan our other commitments if any.

2. 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐭𝐨𝐩𝐢𝐜𝐬 & 𝐬𝐮𝐛-𝐭𝐨𝐩𝐢𝐜𝐬 –
~ The trainings are planned as per the needs assessed. The topics give a fair idea about the focus of the training & content coverage.
~ As it is always said, training is a two-way process and equal participation from trainees make it a real success. However, to be able to participate effectively, one needs to be prepared and aware.
~ The topics help in setting the expectation levels and also give a fair idea of the learning objectives to trainees, provided they come prepared.

3. 𝐍𝐚𝐦𝐞𝐬 𝐨𝐟 𝐓𝐫𝐚𝐢𝐧𝐞𝐫𝐬 / 𝐅𝐚𝐜𝐢𝐥𝐢𝐭𝐚𝐭𝐨𝐫𝐬 –
~ Quality of the training largely depends upon the Trainer and trainees have the right to know who they are going to get trained by.
~ The purpose here is not to create a bias or prejudiced attitude towards trainer but understand what all can be extracted or learnt.
~ Sharing Trainer’s profile in advance adds to building the confidence & curiosity levels of the participants.

These being the important ingredients of #TrainingSchedules, Training Vertical of Synergeze Consultants Private Limited pays close attention to such practices. Will share more such aspects of the same in my next post. Do share in the comments if you look for any other details in any Training Schedule.
#TrainingMechanix
#VindaTheCatalyst

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 – 𝐒𝐞𝐚𝐭𝐢𝐧𝐠 𝐚𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬

This largely decided the pattern of interaction among trainees & the way they approach learning. In Training, the approach is different than that of schools. Let’s look at each pattern & its impact.

~ ‘𝐔’ 𝐬𝐡𝐚𝐩𝐞 – With a good participant visibility, the facilitator also gets a chance to walk through & connect closely. Participants can see each other, automatically giving better room for cross-learning.
Arrangement of AV aids is important here as participants sitting in front may find it difficult to constantly turn into 45 to 60 degrees to look at the screen, which could be painful.

~ ‘𝐕’ 𝐬𝐡𝐚𝐩𝐞 – This is the best arrangement for visibility not causing neck-ache ensuring optimum trainer-trainee contact. It is also less formal & intimidating than the ‘U’.
However, this requires larger space and hence can be done only with less number of participants.

~ 𝐂𝐢𝐫𝐜𝐥𝐞 / 𝐒𝐞𝐦𝐢-𝐜𝐢𝐫𝐜𝐥𝐞 – This is an ideal arrangement for sensitive training sessions, encouraging maximum participant involvement and minimizing side conversations.
Such furniture in round shape is difficult to find. So, this arrangement largely works when the participants are made to sit on the floor directly. One big disadvantage of this arrangement is when participants when not acquainted with each other may find this arrangement too exposing and this may create discomfort.

One must understand the psychology that gets impacted by different seating patterns. This is largely connected with the purpose and design of the training. The arrangement gets decided by what does the trainer want to achieve and how is the participation expected. By choosing appropriate seating pattern the trainer has to ensure,

~ It is non-threatening and participants are not pushed beyond their limits by imposing certain pattern on them
~ If it is a need of the training to make the participants feel that discomfort, communicate in advance while setting ground rules and also be open to their critical feedback
~ Space constraint should not over-rule the training purpose
~ The control over training methods, processes and learning should not be lost due to the seating arrangement
~ The seating pattern is weaved with other training methods so that participants should not waste time in making frequent changes in the seating arrangement to accommodate any other training method.
~ It should be in complete sync with all the AV aids. Ergonomically well-thought seating arrangement impacts learning positively.

We’ll look at some more seating arrangements in the next post. Till then do share your views and experiences with this & remember to follow #TrainingMechanix & #VindaTheCatalyst for anything & everything related to Training.

Do share in comments your views about planning at such a minute level – has it anything to do with learning?

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 – 𝐕𝐞𝐧𝐮𝐞

May it be an out-bound training or in-house… Venue is an important aspect of any Training Program. Its arrangements and facilities contribute largely in creating the overall training impact. How should the venue look like and what all amenities it should have depends on the Training Design. However, there are certain common factors which are required in any classroom training:

~ 𝐋𝐢𝐠𝐡𝐭 𝐚𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬 – Use of audio-visuals is a part of almost all the training programs. However, this is not the only method and the facilitator doesn’t use it throughout. So, the Training hall should have both the arrangements where natural light can enter as well as one can shift to room lighting as per need.
Some training halls are designed in such a manner where there is no natural light. In that case, one should ensure that the room is well-lit and has alternatives to reduce the lighting.
Also, the placing of white board & flip chart stand as well as soft board should be such that the area has enough lighting without any reflection.

~ 𝐕𝐞𝐧𝐭𝐢𝐥𝐚𝐭𝐢𝐨𝐧 – Natural air or air conditioner with appropriate temperature in the room is necessary. Later is preferred as it allows to close windows and filter the background noises. But its temperature must be adjusted well. I have seen training programs facing distractions simply because of this factor. To avoid the same, this can be discussed and set as a part of ground rules.

~ 𝐁𝐚𝐬𝐢𝐜 𝐈𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞 – Water bottles sufficient for the day as per number of participants, enough plug points at right locations, duster and white board markers placed near the board, screen adjusted to the eye-sight level of participants, while in the seating positions, flip chart stand, white board and screen all in the reach of the Facilitator so that the shift with different training aids can be made easily, soft board pins, a desk to keep all the training reference material and stationary – all of this is part of venue arrangement.

It is a responsibility of the Training Coordinator to ensure that all of this is arranged. Ideally, looking at the training design, the training venue should be visualized and arranged just the way the stage is arranged for any theater play or drama.

This not only saves time during the training program but also gives an assurance to participants that the place where they have come to learn has been treated and is looked at with sanctity. “No compromises & No adjustments’ approach of the Training team gives a clear message to trainees that the focus here is on learning and discipline is the first step there.

Do follow #TrainingMechanix to read everything about Training & the way Synergeze Consultants Private Limited approaches it. Will continue with this series… till then do share how you want the venue to be seen and also follow #VindaTheCatalyst

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑴𝒆𝒄𝒉𝒂𝒏𝒊𝒙

𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐢𝐧𝐟𝐫𝐚𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞
Previous post was about training logistics, where travel and accommodation of the participants was covered as a part of training process. Some additional activities can be planned in such outbound training programs; however, I’ll cover it later in this series.

Let’s look at the training arrangements, where the sessions are conducted in-house. Some key elements with reference to venue of the training contributing in setting a mindset of the trainees are,

~ 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 𝐭𝐨 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐯𝐞𝐧𝐮𝐞 – Sessions conducted in the conference rooms of the offices do not demand the change in venue in its real sense. Participants in this case tend to carry the baggage of their routine work to training halls. Important calls, messages or mails need to be addressed for sure as many of the job profiles demand this sort of connectivity. But the office space being the training venue, points of distraction play a bigger role.

This needs to be addressed by the training design and the module. Helping participants to focus better with some activities and also by setting some ground rules help here.

~ 𝐏𝐫𝐞-𝐩𝐥𝐚𝐧𝐧𝐢𝐧𝐠 & 𝐚𝐥𝐥𝐢𝐞𝐝 𝐚𝐫𝐫𝐚𝐧𝐠𝐞𝐦𝐞𝐧𝐭𝐬 – If the HODs nominate the team member for the training, the department needs to be informed about the same as absence of a particular person impacts the functions and daily tasks. Handing over a few tasks and making arrangements for accountability for the day are parts of pre-planning. This makes the participant stress-free and help in attending sessions with a free mind, which is a pre-requisite for #Learning

~ 𝐀𝐥𝐢𝐞𝐧𝐚𝐭𝐞 𝐭𝐡𝐞 𝐯𝐞𝐧𝐮𝐞 – Making absolutely independent arrangements for lunch, tea & snacks for the participants avoids an urge to go back to desk. These break timings are then automatically used for the purpose they are planned for. (More about the purpose in the preceding posts)
Also, creating mobile & laptop free slots during the session and increasing the number of engaging activities may also help.

~ 𝐒𝐩𝐚𝐜𝐞 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐢𝐥𝐢𝐭𝐲 – I always prefer a good big free space as a part of the training hall or at least adjacent to it as various indoor activities & role plays are part of my trainings. Physical movement plays a great role in breaking monotony, add energy and enthusiasm to the session and also help in building a sense of ownership among participants.

Every minute bit of this planning creates an impact & Training vertical- Synergeze Consultants Private Limited hence focuses to considering each of these factors equally minutely. Do connect with us to off-load your training management related concerns with an assurance of effective execution.

How does the venue within the work premises work for you? Do share in comments & till then follow #VindaTheCatalyst