Home	Training Methodology: Depending on the training need, and the level/ grade of participants involved, an appropriate program design and methodology is suggested. Normally the methodology of blended learning is used, where conceptual inputs are given along with experiential learning and facilitation. There are psychometric tests and evaluations to create self awareness and also increase sensitivity towards other team members. An action plan is worked out at the end of every program
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Training Methodology: Depending on the competencies to be developed, the level/ grade of participants involved and the duration available, an appropriate methodology is selected. Very often a blended learning approach is used which includes the following: 1. Concepts and Theory/ Principles and Fundamentals 2. Group interaction and sharing of insights 3. Self-Assessments and Psychometric Tests 4. Video Capture and feedback 5. Individual Exercises and Introspection 6. Video Clips /Movies & Discussion to highlight key concepts 7. Experiential learning (Debrief, Activity & Facilitation) 8. Icebreakers, Crosswords, Energizers, Group activities 9. Assignments, Case discussion and Presentations 10. Individual Coaching
Experiential Learning: Principles of Adult learning are used to create change through introspection, self-realization, and experimenting in a lab environment. Therefore the programs are conducted more in a Workshop mode instead of a typical ‘Training program’ format. This helps in creating an open environment without defensiveness and egos where people openly and transparently share their views and experiences with others to create learning. Participants get opportunities to experience their thought process & behavior during simulated activities, games and role plays and relate it to the workplace.
Training delivery:
Every program begins by an introduction that gives participants an understanding of the ‘Purpose’ of the program to make sure all know what we are trying to achieve i.e. the competencies we intend to develop and its application at the workplace. Goal setting and clarifying the scope of program is done along with explaining what is expected from participants during the program to create a better learning experience
Self-evaluation exercises and psychometric tests are used to give people a feel of their behavioral traits, preferences and personality types. This helps them relate to their typical behavioral responses and choices in different situations when topics are being discussed, or activities are being de-briefed. Introspection and sharing is encouraged
During experiential learning, care is taken to make the activities relevant to the challenges of the organization by appropriately front-loading them and creating suitable constraints. Groups are made such that everyone gets to interact with all in the group. Every individual is thus given an opportunity to experience his/her behavior and responses with others in different situations.
The de-brief/facilitation is an important part of the learning process, where review and reflection on activities and behavior is done in an open and non-criticizing environment. People are encouraged to share their views. The facilitator acts as an anchor, guide and a sounding board. As and when required, appropriate models and examples are shared so that participants can relate the discussion to concepts and take it towards a logical end.
Group interaction & Synergogy is used in the process of Training and gives very good results in terms of participation, buy in of ideas and thus translates into high effectiveness in terms of learning derived. Group discussion during LGD’s, Case studies, Decision making games and Role plays create an environment that bring out learning and also sensitize people on the dynamics of interpersonal interaction
Leadership and Managerial effectiveness workshops are conducted using a blend of management or leadership principles and concepts along with the experiential learning methodology. Every participant is given an opportunity to play a leaders role in simulated activities and games. Inputs are given at a very practical level to help participants develop themselves as better managers and better leaders
Team Building and Teamwork, conducted exclusively in the Outbound / Experiential mode takes groups through intense activities that bring out their behavior in competitive and challenging scenarios. This takes teams through conflict situations, problem solving and decision making events, competing, collaborating, winning and celebration. This sensitizes participants to the competencies required for effective Teamwork
At the end of each program or module, participants are asked to work out a detailed action plan for implementation, which is monitored by their immediate supervisor over a duration of 3-6 months. Further contact sessions can be organized as required for reinforcing the learning, and tracking the progress of action plans
Post Training Involvement & Support: Training Effectiveness Evaluation Every organization expects the training function to justify expense on training by showing a return on investment and a benefit to the organization. Considering this, we partner with the HR of the organization and support it in assessing the effectiveness. Prior to the program, a plan for monitoring effectiveness is worked out in agreement with the HR or Business Heads. Accordingly Pre-post Tests, Assignments, Feedback sheets or Action plan formats are created. Action plans are an integral part of every program, and programs are concluded with every participant drawing out an action plan for implementation. The action plans can be monitored for implementation after a duration of 3 to 6 months as appropriate. Specific measures can be identified in order to assess the action taken and benefit to the individual and to the organization. This can help in quantifying the benefit of training wherever possible. Post Training Support: Post Training support can be offered in the form of contact sessions conducted at intervals of 3-6 months to monitor the level of implementation of learning points on the job or else support to participants on Phone as and when required. These sessions are useful since they serve as a review/ recap of the program and also help the organization to monitor the effectiveness of programs. The facilitator can offer support to participants in case they have any issues in implementation of learning. Participants are encouraged to be in touch with the facilitator on email or phone for any support that is required.
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