stories used by trainers

8/7/2019 Stories used by trainers

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hen volunteered to nurture and raise the large egg. One day,the egg hatched and a beautiful eagle was born. Sadly,however, the eagle was raised to be a chicken. Soon, the eaglebelieved he was nothing more than a chicken. The eagle lovedhis home and family, but his spirit cried out for more. While

playing a game on the farm one day, the eagle looked to theskies above and noticed a group of mighty eagles soaring inthe skies. "Oh," the eagle cried, "I wish I could soar like thosebirds." The chickens roared with laughter, "You cannot soarwith those birds. You are a chicken and chickens do not soar."The eagle continued staring, at his real family up above,dreaming that he could be with them. Each time the eaglewould let his dreams be known, he was told it couldn't bedone. That is what the eagle learned to believe. The eagle,after time, stopped dreaming and continued to live his life likea chicken. Finally, after a long life as a chicken, the eagle

passed away. The moral of the story: You become what youbelieve you are; so if you ever dream to become an eaglefollow your dreams, not the words of a chicken.mubarak nawaz

STORY TIME The Touchstone fable When the great library ofAlexandria burned, the story goes, one book was saved. But it was nota valuable book; and so a poor man, who could read a little, bought itfor a few coppers. The book wasn't very interesting, but between itspages there was something very interesting indeed. It was a thin strip

of vellum on which was written the secret of the Touchstone! Thetouchstone was a small pebble that could turn any common metal intopure gold. The writing explained that it was lying among thousandsand thousands of other pebbles that looked exactly like it. But thesecret was this: The real stone would feel warm, while ordinary pebblesare cold. So the man sold his few belongings, bought some simplesupplies, camped on the seashore, and began testing pebbles. Heknew that if he picked up ordinary pebbles and threw them down againbecause they were cold, he might pick up the same pebble hundredsof times. So, when he felt one that was cold, he threw it into the sea.He spent a whole day doing this but none of them was the touchstone.

Yet he went on and on this way. Pick up a pebble. Cold - throw it intothe sea. Pick up another. Throw it into the sea. The days stretched intoweeks and the weeks into months. One day, however, about mid-afternoon, he picked up a pebble and it was warm. He threw it into thesea before he realized what he had done. He had formed such a stronghabit of throwing each pebble into the sea that when the one hewanted came along he still threw it away. So it is with opportunity.Unless we are vigilant, it's easy to fail to recognize an


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opportunity when it is in hand and it's just as easy to throw itaway.

My Observations on the Presentation on "Interviewing Skills'Dear Mr BN Nagaraj,

Many things are covered in your presentation and many things yet to be covered also.Following are my observations on your presentation:

1. Punctuality of the Interviewer: - Your presentation does not mention this important

quality that interviewer must demonstrate. While interviewee is expected to report forinterview in time it is the duty of interviewer to start the interview on time. Many

interviewers fail on this count. Being "busy" is no excuse for not starting interview late.

There is a difference between needy and confident candidate. I have seen a cases of

candidates leaving the venue of the interview after waiting for an hour.

2. Questioning & Listening Skills: - Interviewer should talk for 20% of the time andcandidate should talk for 80% of the time. Your presentation does not give reference of

probing, leading and clarifying questions used in the interview.

3.Quality of the questions: - Vendell has said that "never judge a person by his answers

but by his questions". The quote is truly applicable to the interviewer. Intelligent

candidates will never like if they are dealt with kid's gloves.

3. Pre-interview preparation: - As a part of pre-interview preparation, interviewer should

do the following:

a) Keeping his/her own subordinates informed of the interview schedule (at times HR

staffs feign ignorance about the interview schedule of the HR Manager).

b) Keeping front office and security informed of the interview schedulec) Matching the CV of the candidate with that of JD of the position

d) Calling the candidates in staggered manner rather calling everybody at a time (GM ofone prominent construction company had called about 10 candidates at the same time.

The last candidate could be interviewed only after 2 hours).

4. Know your company very well: - Candidates do their own market research before

attending the interview. Therefore, interviewer must know his/her company very well.Interviewer must know about what information is given on the company's website. I have

seen managers not knowing what information is uploaded on their company's website!

5. General Errors made while Interviewing: - Your presentation does not make any

mention of the following errors that interviewer may make:

a) The Halo Effect


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b) Leniency

c) Projection and

d) Stereotyping

Adequate information about above errors is available on the internet and other

management books.

6. Knowledge-gain Exercise: - Interviewer should ask only those questions whose

answers he knows very well. Interview is neither an opportunity to gain marketintelligence nor an exercise to assess the current market trend.

7. Your Presentation: - You have loaded your slides with whole lot of information. This

is against the principles of "Presentation Skills". You should give few bullet points andexplain the topic. If a training professional were to use this presentation, he/she will end

up in reading the text from the slides. The information that you have given in the slides

should to into the notes.

Final Note: - When a training professional prepares a presentation, he/she should

consider all the possibilities of what may happen and what may not happen and come upwith presentation. What that person has done or not done in his/her career is not

important. When we read the newspaper, we read it for editorial. Editorial content has to

be head and shoulder above the "Letters to the editor" and not vice versa.

Ok...

How powerful is your employee training design? PPT for you!

There was once a spring that ran dry in a small mountain village. There wasanother spring about a mile away but was too far for the villagers to travel. Oneof the men volunteered to solve the problem by carrying waterinto thevillage himself each morning for a set fee. The leaders agreed to the offer anddetermined a fair price for each bucket of water delivered.

Early the next morning the bucker carrier arose and began transportingwater. It was hard work but he was pleased with the immediate pay for hisefforts. The more he delivered, higher the pay. Soon, he began to designbuckets that could hold more water and were easier to carry. He bought bettershoes and discovered a quicker route.

If you think this is a motivational story with the moral hard work pays, youare mistaken! Read on

Some time later, another villager came forward with an offer to supply water.He planned to build a pipeline from the reservoir to the village. The leaderswere skeptical but finally agreed. So while the bucket carrier continued his dailyroutine, the second man began work on the pipeline. The digging was tedious


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and the materials costly but finally the pipeline builder installed the last pieceof pipe. Everyone cheered as they watched clean water flow into the villagejust by the opening of a valve at the end of the pipeline!

The following day the two mens worlds changed dramatically. The bucket

carrier had to lower his prices to remain competitive, yet had to workharder and worried about losing his job. The pipeline builderhowever,began enjoying the income his venture generated. Also, the pipeline requiredminimal maintenance and he was free to spend the rest of his days enjoyingwith his family.

A spark of innovation and initiative can achieve what days of toil and hardwork based on laboured logic may not!

Corporate training commonly concentrates on process, rules, theory,structure and logic, all of which tend to promote the development and use of

the left hemisphere of the brain in employees. However, modern successfulorganizations need to rely just as heavily on behavioural training whichincludes honing of soft skills and competencies such as self-motivation,confidence, initiative, empathy and creativity, which all require using the rightside of the brain.

It is this whole-brain approach to training that achieves the best and mostfulfilling results. It hence becomes extremely important that this approachneeds to be ingrained in the training design of any training intervention.

Formore information on techniques of designing an intervention or enrolling

in our5 day Certification Program in Behavioural Training Design, you cancontact me on [email protected] or call us on 9180-41718771/772.

Wish to pack a winning punch in your training design? PPT for you!

Dear Friends,

While many facilitators focus only on aspects of communication, delivery &presentation skills as trainers, the key to holistic improvements in performancelies in your training design. Ignoring aspects of structuring training would donothing to help any kind of people development initiative.

Ultimately all business concerns require the core HR/Training to hit the bull's eyein terms of enhancing employee performance. While a facilitator with greatcommunication skills can make a training session enjoyable, if the design of thetraining is ignored, the management would still consider it a failure!

Please find attached a PPT that gives you the key to an effective training design.
mailto:[email protected]:[email protected]


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Look forward to your feedback on the same.

For more information on designing an effective training and enrolling in ourexclusive Certification in Behavioural Training Design, you can contact us on9180-41718771/2 or 0-9886638289 or email us on [email protected].

You are also welcome to visit our website www.oscarmurphy.comfor moredetails on our Diploma in Behavioural Training & Development wherein you canobtain three certifications in a single cost-effective package.Ways of conducting tna?Hi!

TNA is the first step in designing a training program.

My management thesis was on T&D in IT industry. Here are a few excerpts from my

thesis. For the purpose of confidentiality, I havenot mentioned the names of theorganizations.Hope this might be of some use.

A training need exists when there is a gap between what is required of

a person to perform his/her work competently and what he/she know.A training needs analysis is the method of determining if a trainingneed exists and if it does, what training is required to fill the gap.

According to the study, it can be noted that in IT organizations, trainingneeds analysis is conducted once in a year. However, the introductionof a new technology or assignment of a new project to a team mightresult in conducting a need-based training need analysis.

Sources of information for training needs analysis:There are three levels of training needs assessment organizational

level, task level and individual level. Organizational level assesses theorganizational effectiveness to determine training needs. Task levelprovided data on a particular job to identify the knowledge, skills andabilities required for optimum performance. Individual level assessesthe performance of employees so as to determine the training needs.

Inferences:Individual level: The study reveals that the performance appraisal ofemployees serves as the primary source of information to identifytraining needs. One of the organizations follow a systematic process of

training needs assessment. At the beginning of every fiscal year, theemployees draft their development plan after discussing with theirrespective supervisors. This is managed by an automated systemknown as E-Performance Management (EPM) which acts as an input fortraining design development.The competency assessment also provides input to training needsidentification. The skill metrics is an important source of training needsanalysis. On a scale of 5, an employee is supposed to score 3 and
mailto:[email protected]://www.oscarmurphy.com/http://www.oscarmurphy.com/mailto:[email protected]://www.oscarmurphy.com/


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above failing which he/she will have to undergo training in theparticular skill enhancement.

Operational level: The business plan of an organization is consideredas a primary source of training needs assessment as the project

demands for a specific skill has to be fulfilled through training.

Organizational level: The training needs assessment of one of theorganizations includes surveillance of internal as well as the externalenvironment. It conducts a market analysis to identify emergingtechnologies and the probable clients who might adopt thosetechnologies. This acts as an input to train employees.

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