By Farhad Karamally - CEO, Navitus [Private] Limited Based on his Presentation at the Asia HRD Congress 2006 (Jakarta, Indonesia)
Training is not what it used to be. There was a time when there was no difference between teaching and training. Trainers would actually attempt at teaching their participants. Principles of andragogy were 'Greek'. Not to say that it was wrong, but that is what was useful. Times changed, quality of participants went up and thus trainers got more educated and specialized. They realized adult learning requires facilitation and experiences where participants can also share their point of views. However, times have completely changed today. Training programs today, need to be an opportunity for participants to 'let loose' and nourish their minds with puzzling and teasing experiences. It is like going for a haircut after almost two months or visiting a restaurant after a peaceful Sunday morning. (if your weekend is Sunday)
I often ask people whey they attend training programs. Given below are some of the most common responses:
1. Learn
2. Improve performance
3. Two - days away from work (if it is a two day training program)
4. Freshen myself
5. Get away from work
6. Visit a new city/town/country
7. Have fun
8. Enhance my competencies
9. Learn more about my team members
10. Learn from other's experiences
11. Don't know - was sent forcefully
12. To see if there is anything new I can learn
With these mixed attitudes towards a training program what can a trainer do? Simple! Merge objectives. Give people an experience where by all objectives are achieved in the experience. To discover the 'how to?' read up on Howard Gardner's Multiple Intelligence, Books by R. Palan (magic of training fun) and Ed Scannel's (Games Trainers Play). Or perhaps a better option would be to enroll yourself in a "Train The Trainer" that lasts a minimum of 5 days. These 5 days' is a basic survival. It took me a decade and I am still learning!
If Tom Peters and other leading management gurus are to be trusted, HR is out. TALENT is in. The hardware of a human being is the same it has been for centuries. However, the software is constantly being upgraded. My son is much more smarter than I was at his age. He understands things that I understand today. Don't believe me? Who understands most features of a mobile phone? You or your kid?
Our participants too are talented. There may have been a time when ignorant minds used to attend training. With the knowledge explosion, people are not only well read and connected but even more experienced then ever. For these people learning cannot be achieved merely through slideshows, case studies, manuals, extensive reading. Specially in the case of soft skills, people already know the right thing and the right way of doing things. I frequently (almost 5 times a month) run workshops on team building. What do you think my participants need? Do they need Tuckman's model of forming to performing? Do they need Maslow's hierarchy of needs? Hell No! This is something they have already learnt before college.
Learning takes place in different forms. The four most common indicators of learning is when as a trainer your programs give the following to your participants
1. Reflection
2. Affirmation
3. Confusion
4. Disagreement.
If you come to think of it, these are basically responses you get to a model or concept you share as a trainer. The opposite is indifference. If participants are engaged they will give you one of the four learning indicators as a response.
Snoozing to learning is about engaging participants with loads of fun and simulations and then debriefed well to provide brilliant learning.
One point of caution is that most often trainers would like to see themselves as teaching something new. However, a trainer is truly effective & inspiring when people say "it was an amazing experience where I learnt so much & I wasn't even taught." Programs designed to facilitate self-learning are the best way to ensure your people are moving away from snoozing to learning!
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