All you wish to know about L&D ( Tracking ) (2 Minutes series, Part 4)

In a mid sized and above organization , we can see that multiple departments will come with their requirements and we may find it difficult to provide quantitative results to their issues. This can be resolved by creating varieance in the weightage and process in the planning of the training program. The trainer has to play multiple roles.

In the role of commnicator - New initiatives - change in policy etc can be tracked the result can be fetched from the back end data.

Coach : Once the mistakes are identified programs should be conducted to rectify the same.

Mentor : Need of TNA arrives here , the employee needs have to be asessed carefully , majority of the employees cant tell what they need if we ask diretly .

Motivator : Where ever required for the last part the traction can be done through feedback from the respective reporting manager ( confidentially)

 

In few organizations the quality of the tracking mechanism gets compromised as they use same method of tracking all types of programs.

 

To be continued.....

"Please feel free to write in case any clarifications required".

Regards

Vijay

Boss and Subordinate Relation - Management Colleges may not teach you Series 7

If  my child says I supported him/her in success , I can be more happy than any other parent

If I say I supported my child I am wrong!

If my child says I love you , I can be happy.

If I say love me , I am wrong.

If   my child achieve something I can be more happy than my child

If I wish my child to achieve something I am wrong! ( Set aspiration parameter based on person's ability)

In short for any relationship if the partner says good things about you , you have full freedom to be happy but if you say your partner to tell good things about you, you are wrong ,

“if you wish you will lose your sleep ,

 if you say you will lose your freedom ,

if you force you will lose your partner" 

 that’s life is all about. Partner can be child and parent or brother and sister or lovers or husband and wife or boss and subordinate. Just think for a moment do we make this mistake! 

"Please feel free to write your views and opinions

Regards

Vijay

All you wish to know about L&D ( Delivery ) (2 Minutes series, Part 3)

Delivery part of training is very important for any leader who gives presentations to his team or a trainer who is implementing the designed training , following is a simple method to ensure quality of delivery.
For easy understanding we have to divide the training session into three portions 

PART 1 - Beginning

“Tell Them what you are going to Tell them”

1^st Few lines – Attention grabbers

“ A person comes to your presentation with lot of subjects in mind have to reduce subject matters”

Step 1 : Quotations , Statistics , Visuals , Catchy lines , Personal Story.

Step 2 : Purpose Bold Visuals

Step 3 : Road Map ( Agenda) ( Display if possible.

PART 2 - Middle part, 

" Tell them what you have to Tell them” 

“ Don’t let Training to be fun Session”

Voice Modulation:-

1. Should be clear one
2. Lower your voice when you want to grab one’s attention
3. Raize your voice when you want to emphasize

Speak In Paragraph’s

1.One point is one paragraph after that take a pause

2. Its pk to be silent for 3 seconds and look at all during silence

•          Use Sign posts/Transition Posts

•          Tell when finished each point

•          Along with that body language is important

•          Speak on behalf of Audience

•          Ask questions and give answers to it on behalf of audience

•          Support Presentation with Visuals

•          Support with visuals when ever is needed

Preparation part

•          For power point

•          1. Perform 6-8 points

•          2. Font 20

•          3. Matching Back ground

•          4.Numbers should always be in Graphs

•          5. Support with Pie , Bar charts , Trendlines

•          Every 3 minutes every member should feel that trainer has looked at him

•          Checking Understanding with calling name

•          “Convergence is your job , divergence is what audience do”

•          Movement should be brisk , not clumsy.

•          Body should follow rhythm with speech.

•          Use energizer to keep momentum

•          “ If you follow all these you can control 10 – 50 minute middle part”

PART 3 - Final part    

    “ Tell them what you have told them”

•          Conclusion: -  Use “In conclusion” , “ In a nut shell”

•          End of the day – 

•          Have a Small visual or Game or Impact Statement

•          “ With this Knot we can end the day”

To be continued.....

"Please feel free to write in case any clarifications required".

Regards

Vijay

Shape your sales call by applying Transactional Analysis Series 1 Part 2 (Bottle neck in insurance sales series )

         Transactional Analysis is a Psychological approach to communication 

         this can be used in Sales calls to increase the closing ratio especially 

         new agents and sales people in Insurance or financial product sales  

         will benefit from this model to the best.

        TA believes that there are three phases for any communication , PARENT - ADULT and CHILD stage when one person is 

         behaving like parent , other has to be like a child . this act will

         impress the first person. Lets look into details of this interesting 

         theory and application part in Sales.

         Lets move through a simulation of sales call in insurance .

PAC – Parent Adult Child stages in communication

•P- Parent stage

•Initial stage where customer will be in a stage where he will not open his mind

•Open conversation

–F – Family

–O – Occupation

–R – Recreation

–From his house or office we can see which part he’s giving important , start communication from that then move to other two parts and talk more about topic which like to share more ( Family or Occupation or Recreation )

•A – Adult Stage

–M - Message

–Once you identified the area of importance he give , talk about our service linked to that particular area 


eg: He is talking more about child’s achievements  then talk about the solution we have in hand for child take details

–Talk About your Group company as well as its contribution to reduce present market tumble and govt’s dependance on it etc .

•Ask about his plans for childs future education or marriage and cost factor as well as investment factor link that to servises we offer in Service card

•Show in a pictorial representation (through D & A ) about his Actual need, Inflated amount as well as investment return from his present investments.

•C – Child stage

•Once  identifying need ask –

»Problems that can happen due to that gap, whether he has thought of ?

»Effect of that problems on child ?

»Give up – What your child has to ?

»How do she will feel ?

»This might had happened to you or some of your family members in some occasion right ?

•Show how plan work to Over come that gap in D & A , (demonstrate it with 1L example).

•### Don’t ever ever demonstrate with small premium ……

The article on Transactional analysis will be more useful for those who are already having experience in the sales as the example is meant to shape up your call. 

In the next part we will speak about easy methods to crack the sale for novice Agents.

To be continued.....

"Please feel free to write in case any clarifications required".

Regards

Vijay

All you wish to know about L&D ( ROI ) (2 Minutes series, Part 2)

Contin. from first part , as discussed Professionals uses multiple tools to assess training effectiveness and Return on Investment from L&D. The following article will throw light to the same.

Training evaluation helps to provide

             1.   Justify the cost involved in Training

              2.   Helps to select Training method

               ROI can be measured in two ways

               ROI = [Benefit/ Cost] * 100

                                Or

               Payback Period = Cost / Monthly Benefit

Cost In Training	Benefits in Trainings
1.       Design and development cost 2.       Admin cost 3.       Trainer (Delivery) cost 4.       Material cost 5.       Candidate cost ( Compromised salary and stay cost etc) 6.       Evaluation cost 7.       Sustenance cost	1.       Human resource cost reduction 2.       Enhanced productivity cost 3.       Reduced wastage cost 4.       Increased success candidates leading to lesser churn ratio

Example of the final results for a ROI analysis:

Duration of training	33 hrs
Estimated student numbers	750
Period over which benefits are calculated	12 months
Costs Design and development £40,930 Promotion £4,744 Administration £12,713 Faculty £86,250 Materials £15,000 Facilities £40,500 Students £553,156 Evaluation £872 Total cost £754,165	Benefits Labour savings £241,071 Productivity increases £675,000 Other cost savings £161,250 Other income generation £0 Total benefits £1,077,321
Return on investment	143%
Payback period	8 months

Based on the above we can calculate the amount training method we need to implement eg: E-learning is suitable to communicate knowledge related matter to large audience as the cost can be limited to Design and development cost . Skill related training has delivery team cost comes as the major cost.

References – ROI by Clive Shepherd

To be continued...

"Please feel free to write in case any clarifications required".

Regards

Vijay