Post on 24-Jan-2017
transcript
6 Behavioral training Myths Busted
By Khushali GandhiMind the Gap
www.mindthegap.in
MYTH 1 : Training Programs Change Behavior - No they don't change behaviour.
Present effective alternatives to way people think and logically explain why and how something can be done more appropriately
Elaborate a different approach and its implications via real life examples and simulation activities
People who see enough potential in the change, try to bring about that change
Longer term focussed learning programs, reinforce these new learnings in different situations and thus bring about a lasting behavioural change
MYTH 2 : A couple of sessions are enough - No they aren’t for behavioural skills.
Knowledge sharing
Knowledge Comprehension
Knowledge Sharing & Comprehension
Application
Analysis & Evaluation
Synthesis of new learning
Knowledge about soft/behavioural skills Training in soft/ behavioural skills
MYTH 3 : Someone with knowledge, experience & public speaking skills can train well – Not exactly. A good behavioural skills trainer needs more than that
For a truly successful training its essential to be able to relate and relevantly deliver the knowledge. The chart alongside shows relevant aspects for bringing about a long lasting behavioural change
MYTH 4 : Conducting training program to motivate employees – It does not work!
Motivational Speech
Behavioural Training Program
Motivates people Specific behavioural outcome
MYTH 5: Behavioral training can be measured objectively– It can be evaluated, but it has subjective dimensions
Awareness and change in perception
Increased sensitivity in other people at work
Perceived/actual change at organizational level
Favorable support and encouragement in personal life
Future growth possibilities with the help of new learning
Behavioural change post training can be influenced by multiple factors. So accurate measurement is impossible
MYTH 6 : A bad feedback means unsuccessful training – Not necessarily. It can be due to other reasons. Same goes for good feedback.
Low score on feedback
Irrelevant training
Resistance to change: Trainer challenged the thought process
which was difficult to accept
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