All posts by : gunjan

𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 – 𝑱𝒐𝒖𝒓𝒏𝒆𝒚 𝒇𝒓𝒐𝒎 𝒏𝒆𝒆𝒅𝒔 𝒂𝒔𝒔𝒆𝒔𝒔𝒎𝒆𝒏𝒕 𝒕𝒐 𝒊𝒎𝒑𝒂𝒄𝒕 𝒆𝒗𝒂𝒍𝒖𝒂𝒕𝒊𝒐𝒏

Lawrence Kleiman defines #training & #development as ‘planned learning experiences designed to provide workers with the competencies needed to perform their current or future jobs’

With this definition, Let’s understand how does the HR Departments go about mapping the #trainingneeds. They need to create conducive environment wherein good performance is rewarded and poor performance is mapped for improvisation. By this they not only build a trustworthy work culture but also create trainees’ interest in enhancing the competencies and skills.

However, organizations look at the training activity in different perspectives. This perspective decides and contributes largely in the impact and result of the training. Some of the popular viewpoints are,

~ 𝘛𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘪𝘴 𝘢𝘯 𝘶𝘯𝘯𝘦𝘤𝘦𝘴𝘴𝘢𝘳𝘺 𝘢𝘯𝘥 𝘸𝘢𝘴𝘵𝘪𝘯𝘨 𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘺 – the cost of training is considered as high and is not commensurate with the benefits derived from it.
~ 𝘛𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘢𝘴 𝘢 𝘤𝘰𝘯𝘵𝘪𝘯𝘶𝘰𝘶𝘴 𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘺 – updating and learning at all levels is a made a priority may it be technology, methodology or behaviour
~ 𝘛𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘢𝘴 𝘢 𝘵𝘰𝘰𝘭 𝘵𝘰 𝘥𝘦𝘢𝘭 𝘸𝘪𝘵𝘩 𝘱𝘳𝘰𝘣𝘭𝘦𝘮𝘴 – training happens only when there exists a problem which needs to be solved. The training is taken up with a limited objective and discontinued when the problem is solved.

These perspectives decide their approach towards training and also impacts the interest levels and willingness of the trainees. No learning can take place without an intent of the learner to learn. And the primary onus of developing the right approach lies with HR department.

How and when do they opt for training and how do they go about it? – Will discuss in tomorrow’s post. Till then let me know in the comments section if you want to add to the perspectives mentioned here.

𝑫𝒆𝒔𝒊𝒈𝒏𝒊𝒏𝒈 𝒕𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑴𝒆𝒕𝒉𝒐𝒅𝒔… 𝑨𝒏 𝒊𝒏𝒕𝒆𝒈𝒓𝒂𝒍 𝒑𝒂𝒓𝒕 𝒐𝒇 𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒔!

Last in the series, let’s talk about Sensitivity Training, also called T-group. It is basically a technique for management development. It is concerned with the real problems existing within the group itself. It is not an imagined problem living outside the organization. It is not a program of teaching skills or improving the understanding of participants.

A T-group is a small discussion group without any leader. The trainer raises a question and encourages open discussion, which is unstructured. The focus is on feeling and mutual respect. Here group members interact and then receive feedback on their behaviors from the trainer & the group members, who express their opinions freely and openly. The feedback may be positive and negative.

The objective of this training includes:
~ Better insight into one’s own behavior and the way one appears to others
~ A better understanding of group processes
~ Members learn more about themselves, especially their weakness and emotional stability
~ Development of skills in diagnosing & intervening group processes
~ Find a better method and means of behavior for effective interpersonal relationships without power over others

The T-group process may,
~ Lead to personal anxieties and frustrations
~ It may make managers hypersensitive, making them unable to take a hard decision for fear of hurting another

But if properly managed, it can result in collaborative and supportive behavior. The following guidelines can help reduce potential harm and increase effectiveness,
~ Participants in the T-group should be voluntary
~ They should be screened & those who could be harmful should be expelled from this experience
~ Trainers should be carefully evaluated and their competence established
~ Potential participants should be informed about the goals and the process before they commit themselves to sensitivity training

In this program, an attempt is made to change the attitude and behavior of people in the group by introspection, self-criticism, and genuine arguments, and through free and frank discussion, one comes to know how others feel about him and his behavior. It is used in building team efforts. This will give the best method of motivation for self-development.

Synergeze Consultants Private Limited brings to you a wide range of Need-based training programs. Do connect with us to discuss your pain areas for the assured results!

𝑫𝒆𝒔𝒊𝒈𝒏𝒊𝒏𝒈 𝒕𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑴𝒆𝒕𝒉𝒐𝒅𝒔… 𝑨𝒏 𝒊𝒏𝒕𝒆𝒈𝒓𝒂𝒍 𝒑𝒂𝒓𝒕 𝒐𝒇 𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒔!

Let’s continue from the previous post regarding ‘Participatory Discussion method’! And here are some insights regarding the questioning technique…

𝐓𝐡𝐞 𝐚𝐩𝐩𝐫𝐨𝐩𝐫𝐢𝐚𝐭𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐢𝐧𝐠…
~ Let the questions be specific probing descriptive answers

~ Don’t question to judge or to interrogate or to insult… Question to reach to the clarity mutually, to initiate further discussion and to make the group learn from each other’s perspective

~ If the discussion gets derailed, only right questions can bring it back on track

~ Answers may not flow in an expected direction… Hence, questions must carry the power to reach out to the right content through the answers received

~ Close-ended questions display an insecurity or fear of the trainer of losing control over the discussion… so, let them be open-ended!

𝐈𝐭 𝐢𝐬 𝐞𝐯𝐞𝐧 𝐭𝐡𝐞 𝐭𝐞𝐬𝐭 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐭𝐫𝐚𝐢𝐧𝐞𝐫 𝐚𝐬 𝐭𝐡𝐢𝐬 𝐦𝐞𝐭𝐡𝐨𝐝𝐬 𝐝𝐞𝐦𝐚𝐧𝐝𝐬,
~ A let go of the rigidity, ego, fixed opinions and prejudices and
~ Welcomes an openness to newer ideas, perspectives with clarity of the training objective

With an open forum for questioning this methods creates a realistic mark over the understanding of the trainees. However, to ensure the retention of the learning, the trainer must design independent method combined with this one.

Synergeze Consultants Private Limited believes in these principles and the training programs are designed having them as a foundation of our thought-process. We assure you that may the method be any, the learning will reach its own height with our interactions… So, 𝐋𝐞𝐭’𝐬 𝐃𝐢𝐬𝐜𝐮𝐬𝐬!

𝑫𝒆𝒔𝒊𝒈𝒏𝒊𝒏𝒈 𝒕𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑴𝒆𝒕𝒉𝒐𝒅𝒔… 𝑨𝒏 𝒊𝒏𝒕𝒆𝒈𝒓𝒂𝒍 𝒑𝒂𝒓𝒕 𝒐𝒇 𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒔!

Third in the series, let’s talk about ‘Participatory discussion method.
A meaningful combination of lecture with interactive participation. Here the trainees are provided with relevant information supported, reinforced & expanded through interactions between the trainees & trainers.

It provides a two-way flow of communication. Knowledge is communicated from the trainer to the trainees & quick feedback is ensured. This provides a high degree of trainer control over the training process and content. However, as the training becomes more interactive, control shifts more to the trainees.

𝐓𝐨 𝐦𝐚𝐤𝐞 𝐭𝐡𝐢𝐬 𝐦𝐞𝐭𝐡𝐨𝐝 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞,
~ Trainer needs to probe with absolutely appropriate questions (Will discuss more about questioning technique in next post) as answers to these questions shape the content to be covered.

~ As the objectives for knowledge acquisition increase, the amount of two-way interaction required for learning must also increase.

~ The Trainer must establish utmost control over the direction in which discussion progresses as even a little loss of it may derail the whole discussion hampering the objective.

~ Trainer may choose this method for learning higher-order knowledge, such as concepts, principles & attitude changes.

~ The trainer must have utmost clarity of the subject and in-depth knowledge with great presence of mind. This is necessary to add value to the discussion and maintain the level of attentiveness of trainees.

The discussion method can change employee’s attitudes by providing new insights, facts, and understanding. Let’s discuss more about this in the next post…

Till then do connect with Synergeze Consultants Private Limited! We’ll take the discussions to the next level…

𝑫𝒆𝒔𝒊𝒈𝒏𝒊𝒏𝒈 𝒕𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑴𝒆𝒕𝒉𝒐𝒅𝒔… 𝑨𝒏 𝒊𝒏𝒕𝒆𝒈𝒓𝒂𝒍 𝒑𝒂𝒓𝒕 𝒐𝒇 𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒔!

Having spoken about simulation, let’s move on to another method which is widely used in different contexts & offer great learning if performed meticulously and approached from a sincere aim of learning. This method is also a kind of simulation; however its execution offers various other benefits as it is designed with different purposes.

𝑹𝒐𝒍𝒆 𝑷𝒍𝒂𝒚𝒔
The trainees are required to act out the role of an individual in a situation or in circumstances that are relevant to them. The scenario can be imaginary or real situation that the trainees are expected to face at their workspaces.

𝘙𝘰𝘭𝘦 𝘱𝘭𝘢𝘺𝘴 𝘰𝘧𝘧𝘦𝘳,
~ Platform for participation, involvement & opportunity for action learning
~ Real-life situation like scenarios in a protected environment
~ Learning on which behavior, words and approaches are effective
~ Opportunity for self-appraisal & also feedback from the observers help in contemplating and reaching towards self-realization
~ Learning from mistakes in a risk-free way
~ A mirror, which reflects the impact of their attitudes & behaviors & how do they get perceived by others
~ Demonstration of benefits of a change in behavior or attitudes, encouraging the participant to bring about the same after getting the insight

𝘛𝘩𝘪𝘴 𝘮𝘦𝘵𝘩𝘰𝘥 𝘨𝘪𝘷𝘦𝘴 𝘸𝘰𝘯𝘥𝘦𝘳𝘧𝘶𝘭 𝘳𝘦𝘴𝘶𝘭𝘵𝘴 𝘪𝘧,
~ Trainees are open to make mistakes in public and participate with an open mind
~ There is preparedness & willingness to take the risks as at times a public image is perceived to be at stake
~ There is basic trust, ensuring that the effort is not to judge anyone and feedback is only for improvement
~ There is an understanding that it is unlikely that a role play will accurately depict all the complexities that arise at work but it can give trainees the confidence to try new approaches

To conclude, The effectiveness of a role play as a training tool is dependent on the quality of feedback. Positive & well-handled feedback can reinforce effective behavior, instill confidence & highlight specific areas for improvement in a way which is not critical & is acceptable.

Synergeze Consultants Private Limited has come up with its ‘Corporate Training Vertical’, where variety of learning methods weaved together to make the learning experience productive and result-oriented.

Do connect with us if you want to explore the Real Learning!

𝑫𝒆𝒔𝒊𝒈𝒏𝒊𝒏𝒈 𝒕𝒉𝒆 𝑳𝒆𝒂𝒓𝒏𝒊𝒏𝒈 𝑴𝒆𝒕𝒉𝒐𝒅𝒔… 𝑨𝒏 𝒊𝒏𝒕𝒆𝒈𝒓𝒂𝒍 𝒑𝒂𝒓𝒕 𝒐𝒇 𝑻𝒓𝒂𝒊𝒏𝒊𝒏𝒈 𝑷𝒓𝒐𝒈𝒓𝒂𝒎𝒔!

As defined by Psychologists, #learning is a relatively permanent change in behaviour as a result of experience. Each individual is different and so is the pattern of learning. While designing the training program, the focus is on bringing in this change in behaviour but accommodating & addressing each individual’s learning pattern is a challenge.

Hence there is a combination of methods which is used in order to offer a comparatively open and common platform where everyone can sync in… 𝐒𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐠𝐚𝐦𝐞𝐬 is one such method.

A #simulation is a replica of reality. As a training program, it enables adult participants to learn through interactive experiences. Simulations contain elements of experiential learning and adult learning. Simulations would therefore be useful to learn about complex situations (where data is incomplete, unreliable or unavailable), where the problems are unfamiliar, and where the cost of errors in making decisions is likely to be high.

𝐓𝐡𝐞 𝐬𝐢𝐦𝐮𝐥𝐚𝐭𝐢𝐨𝐧 𝐠𝐚𝐦𝐞𝐬 𝐨𝐟𝐟𝐞𝐫 𝐭𝐡𝐞𝐬𝐞 𝐛𝐞𝐧𝐞𝐟𝐢𝐭𝐬:
~ They accelerate and compress time to offer a foresight of a hazy future.
~ They are experimental, experiential, and rigorous.
~ They offer voluntary learning even through some fun elements.
~ They promote creativity amongst the participants, who develop a shared view of their learning and behaviors.
~ They may create emotional turmoil but in non-threatening & risk-free environment.
~ They allow learning from past experiences, giving a holistic view of the matter.
~ They teach us to deal with obstacles like uncertainty & ambiguity
~ Above all, making decisions here have no real-life cost implications.

Simulation games offer choices to individuals to learn using their own unique patterns… may it be realization or through insights. They are designed focusing the learning goal, level of complexity depending upon the participants and a huge ground for experimentation.

We at Synergeze Consultants Private Limited think through all these facets while weaving the Training Program which are tailor-made ensuring the desired result.

Do contact us if you want to make the learning process of your team exciting and meaningful!

𝑩𝒆𝒉𝒂𝒗𝒊𝒐𝒓 – 𝑫𝒐 𝒘𝒆 𝒐𝒓 𝒘𝒆 𝑫𝒐𝒏’𝒕 𝒏𝒆𝒆𝒅 𝒄𝒉𝒂𝒏𝒈𝒆

Behavioral Trainings are most of the times looked at as budget adjustment activities or one-time events to be done on Annual days to keep up the morale of manpower high or to show a considerate approach of management. If we go beyond all this, we reach to a state of psychological processes of an individual, which keep affecting the performance directly or indirectly.

On the other hand, at an individual level, there are struggles – internal as well as external, there is a continuous search of ‘sense of purpose’, there are some compelling factors, some dreams & desires and an individual keeps addressing as and when these factors pop up in life… at times losing and at times bouncing.

It is just not possible for organizations to look into all these at a micro level… They are neither expected to do so nor they should be giving an undue importance to these areas. However, there cannot be a one-time solution to all this by organizing a generic behavioral training program and then expecting to see the desired change in the team.

Synergeze Consultants Private Limited we take over this headache from HR by understanding the real pain areas and the training programs are weaved after assessing the real needs of individuals. The needs could be different and hence the solutions also need to be looked at in the similar manner. We bring in this paradigm shift in our approach. Do get in touch with us if you intend to explore this further.

𝑩𝒆𝒊𝒏𝒈 – 𝑻𝒉𝒆 𝒘𝒐𝒓𝒅, 𝒊𝒕𝒔 𝒎𝒆𝒂𝒏𝒊𝒏𝒈 𝒂𝒏𝒅 𝒊𝒎𝒑𝒂𝒄𝒕

Our beliefs, values, sense of right and wrong, sense of the world around and our perception towards it, the way success is perceived and the way we link our sense of purpose to it. Rather, it goes much beyond all this; however one thing is for sure that all these factors impact our behavior, which is a crucial factor impacting even the 2 states mentioned above.

HR Departments are for sure looking into this area, coining parameters to assess these while hiring, psychologists are putting in efforts to analyze the same and whole effort is to ensure results desired for the success of any business.

Behavioral science is like an ocean and deeper we dive, more cliché it gets. Behavioral change is not impossible… one can definitely train mind, but the results can be ensured only after understanding the “Being” part of individuals.

We at Synergeze Consultants Private Limited focus on exactly this. The world today is not about dictating certain rules, regulations or setting up norms and expecting individuals to follow them unconditionally. Everyone here is becoming aware of ‘self’. We are here to impact this process of ‘self-awareness’ so that the individuals and industries grow hand-in-hand, ensuring mutual benefit.

Do get in touch with us if,
~ You want to maintain the pace with the changing world as an Entrepreneur
~ You are keen in making a real difference
~ You look at your business as a means to bring about this change in the society
~ You value your human resource and you sincerely want their growth
~ You are convinced that this will take your business to the desired pinnacle

All these questions and even an entire canvas of behavioral aspects of human resources can be addressed through proper trainings and your search ends at us. Looking forward to the readers here on this platform to spread the word and refer those who needs these services to us.