Seeing the situation that training program participants face

These days everyone who is anyone, seems to be doing some 'ghotala', some 'golmal'

So forget that little prick - and I am only referring to my conscience here - and might as well take a shot at practicing these modern keys to success, myself.

I tried looking at where all it was possible to shortchange learners.

Area #1 - Penalize the punctual

How many times, as you wait to start your program, have you waited beyond the actual start time?

In a class of 30, 28 people are waiting for 2 late arrivals for (say) 5 minutes.

Have you not - inadvertently - messaged to those 28, that next time, be more savvy with your time management?

Have you not - inadvertently - messaged to those 2, 'Wow! you got away with that. Next time also, see if you can do something cool?'

29 of you - guess you yourself were waiting too - have collectively invested 145 minutes (nearly 2 1/2 hours of honest productive time) to support 5 minutes of someone's lethargy. Have you not - inadvertently - begun to accept that as 'chalta hai!'

But what is Plan B?

'Carry on, without those two?' They will pull back the session anyways, as they settle down.

'Bar them entry?' They may be the same two, who need your help the most. Or their resentment, may spoil them and others as learners in future.

'Shame and embarrass them, when they finally arrive!' And yourself get distracted, first thing in the morning?

Area #2 - Ignore the bell curve of nominations

Who gets nominated to training programs and facilitation sessions?

Sometimes it is the deadwood in a team or folks whose absence will completely not be felt. Let us call them to on the 'left of the bell curve'.

Here we are referring to the bell shaped normal distribution curve, that applies to any randomly chosen population for a particular behavior or capability.

'They might as well help out, meet the nomination numbers', the manager thinks.  So off they go to the learning session.

There's another category of folks, who get easily nominated to learning sessions. These are the ones who are completely dedicated to learning.

Unfortunately, they may be the ones who are now sharpening their resume! (guess why?) Or they may be allergic to doing the actual work.

These are the ones, to the right of the bell curve. They - ofcourse - self nominate, if their manager will let them.

So who remains in the middle (of the curve) and out of the nomination sequence?

The real doers of the team. People who are carrying the weight of others. Without whom the project would be the sunk. They remain untouched!

Many times, the system tries to help out by mandating a training program or linking it to a promotion or something like that.

Sometimes, our doers will show up but alas! as unwilling participants because they were made to come against their will. You can make a horse go to the water but you can not make him drink. And if you (try to) shove his snout under water by force, he will only snort at you :)

Sometimes, such folks also get penalized, because they miss out even on their mandatory training.

Area #3 - Ignore the bell curve of participation

It is easy to get fixated on the over enthusiastic head nodder.

Or you can spend all your time, trying to persuade the cynic.

Guess who misses out?

Area #4 - Have hammer, therefore everything must be nails.

Time and again, like a chemist from medieval times, we try to fit the ailments into our rather limited medicine chest.

Sometimes, the same snake oil, gets used for multiple purposes.

Of course, there is Hawthorne effect to the rescue. Attention of any sort, will yield some payoffs.

But no one can train, with Hawthorne effect alone

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PS: The title promised 3 areas, but gave you 4 instead. Guess you got shortchanged too! :)

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