We are now almost ready to reveal a Leadership Development Initiative like none other. We have discussed about Leadership and the complications related to Leadership Development. We have also explored Theatre as a medium to deliver “Natural Learning” methodology for Leadership Development. Continue reading “[Repost] Get Ready…”
Leadership is the capacity to translate vision into reality.
The hunt is now on for the perfect medium to design and conduct “Natural Learning” programs. Transformational training programs that do not suffer from the “Monday Syndrome”. Programs where the focus is on individuals identifying their personal barriers and going beyond them to elevate their performance in the organisation, across all the roles they are expected to perform. In short, the perfect medium to translate the roles expected from leaders in organisations into reality. Continue reading “[Repost] The perfect “Natural Learning” medium”
I have shared that “Natural Learning” can be an interesting approach to designing learning programs which overcome the “Monday Syndrome”. Today, we will explore how we can design Natural Learning programs. In subsequent posts, we will look at possible media for these programs and finally reveal an offering that promises to fulfil the lucrative promise of Natural Learning. Yes, there is a pot of gold at the end of the Rainbow. Continue reading “[Repost] Designing the “Natural Learning” Program”
I shared the new challenge organisations are facing to accelerate growth, followed by the Monday Syndrome related to behavioural training, and finally the flaws with the current approach used for such training. Now, let us look at a fresh approach to learning. An approach that is very simple, very intuitive, almost hiding in plain sight. It was a revelation for me when I saw it for the first time. Continue reading “[Repost] Natural Learning – a new approach”
I have shared my experience in the earlier posts about the “Monday Syndrome”, especially for Behavioural Training Programs. The syndrome refers to the limited impact that these programs have on the participants. However, behavioural programs are critical for organisations and especially for ones that are going through change. So, let us now look at what is missing in these programs that limits the impact.
Let us begin by looking at the process of training design and development. Training was originally used to teach new skills – starting with rearing cattle and cultivating land, graduating to using machines since the industrial revolutions, and finally to mastering the digital world, amongst numerous other areas. The approach is similar – observe or research how to be effective at doing a particular job (create knowledge), create a mechanism to transfer this knowledge to another individual (develop technique), and finally train the concerned people (training).
There is an assumption in this approach – every individual will be able to develop the desired skills by following the techniques. It is also very logical. If I exactly tell someone how to drive a nail in the wall using a hammer, there is no way someone will not learn it. The only variable can be the time it takes one to master the skill. This works perfectly for the skill development programs.
This approach is extended and applied to behavioural training. However, there is a not so obvious omission. When it comes to skills, people are at different levels of the skill and hence take different time to reach the same level of mastery. When it comes to behaviours, people are in different “worlds”. Haven’t you experienced someone dealing with an interpersonal issue at work with an ease that totally stumped you? You had never even imagined the perspective demonstrated by the other person. You were operating from another world altogether.
What’s missing in my opinion is a learning approach which is tailored to altering behaviours. An approach which naturally alters the behaviour of people without assessing their current state or training them about something. An approach by which the behaviour alters without the knowledge of the person.
We will explore such an approach tomorrow.
I have attended more than 50 training programs – called by different names. Training, Learning & Development, Corporate University, Intervention, Experiential Program, Team Building, Offsite, Assessment Center, Development Center – to name a few. I have also designed and conducted a few myself. Most of them have been educational, insightful, exciting, and fun. Continue reading “[Repost] The Monday Syndrome”
I am passionate about business acceleration. The one thing that excites me the most is altering the slope of business growth, anti-clockwise. I have encountered and addressed various challenges to make this happen for the companies I have worked for and for my clients. I have offered numerous offerings to them – Business Strategy, Marketing Strategy, Process Reengineering, IT systems, Organisation Design, etc. These have also yielded fantastic results. Continue reading “[Repost] New Challenges, New Creation”
I am reposting a video shot by a Rishi Modi, a dear friend of mine, a few months ago. In this video, I discuss what I believe are four key steps for leaders to create high performers in their organisations.