Problem statement
Five Leaders, at five different levels, requiring five types of training investment; do you send them into a classroom? What are your chances of success if you do so? Do you want to take a chance like that?
Solution 1– the “normal” way
Fly them all in to Corporate Headquarters for a three-day training seminar held at a hotel where corporate rates have been negotiated. All managers get an intense three-day mental and emotional workout and they emerge recharged and refreshed, lethargy forsaken, ready for their new challenges. However, this comes with some on-ground realities.
- Managers treat the workshop as a mix of a business-cum-pleasure trip; inside the classroom is pleasure, outside is business.
- Unto this end, they step out to make or take phone calls, or use up break time to catch up. They login to their laptops/ blackberry to check and respond to “critical mails”.
- Their bosses, who have nominated them, set up business reviews during this trip, either on the first day evening, or the second.
- Consequently, the next day after the review, the manager pays even lesser attention to the material and more to the break schedule.
Pros of conducting these sessions
- Intense learning opportunities – despite the distractions, most managers eventually get involved, and have the potential of serious learning and participatory experience.
- Strong cross functional bonding – meeting and having members of different orgs in your teams for the exercises, creates good working relationships, most of which continue past the duration of the training.
Cons of conducting these sessions
- High level of distraction – see on-ground realities of adopting Solution 1, above.
- Most managers, even after these intense sessions, treat them as “escape routes” – once the training is over, they see themselves as stepping back into the “real world”
- High level of distraction – see on-ground realities of adopting Solution 1, above.
- Many “slower” or “quieter” individuals get ignored, because the more expressive ones get the attention and the responses. There is no time for sustained individual attention.
- There is no way to measure the short- or long-term efficacy of the training. If a manager “improved”, what was the contribution of the training vs. external factors, is un-measurable.
- The Manager is seldom held accountable for bringing to the table, the skills learnt thru such workshops.
- The organization incurs significant direct costs – travel and stay of the team members, and of hosting the training members, and indirect costs – of keeping so many manages away from their work and getting no output during the time.
Solution 2 – the i-Deliver way
At PFI, we customize the content and delivery mechanism to suit the profile of the recipient. And we start with questions, not recommendations. That way, when enough questions have been asked and answered, both of us will be pointing to the same solution.
One of the most effective ways to create sustained learning is through discussions and presentations on case studies. PFI uses this methodology to great benefit; participants get the opportunity to respond to simulated problems and come up with solutions that aren’t necessarily part of the day’s text matter. In this way, the “relate-ability” of the subject matter is enhanced and engagement with the content is higher.
The particular value of GROW is that it provides an effective, structured methodology which both helps set goals effectively and is a problem solving process.
Goal – an exploration of what one wants to achieve
Reality – an assessment of where one is right now
Options - what alternative options one has
Will – the action plan to get to that goal, using the options available
(* developed by Sir John Whitmore)
At PFI, we are convinced enough of the efficacy of our offering to link your participant’s learning to the organizational ROI – if the participant does not show an upward trend in the desired behaviour and learning and application of the module, PFI will carry out “refresher” courses with all such “unaffected” participants at reduced investment from your end. And that’s a guarantee.
Our Services
Core Leadership team from Consulting firms, ITES like Hewitt Associates & AOL, with leadership experience in Operations, L&D, etc.Read More...
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Our Partners
To deliver top-notch training through tailor-made solutions to our clients, PFI has partnered with industry-leading solution providers. Our strategic and technology partners are:
