TRAINING IS NOT A FIRE-AND-FORGET MISSILE - Brig Sushil Bhasin
As a Master Trainer, Transformational Coach, and Motivational Speaker; I am passionate about achieving and contributing to outcome-focused results.
Master Trainer, Transformational Coach, Motivational Speaker, Educator, Author, TTST, Online Workshops, Youth Leadership Program, Train The Super Trainer, Design Your Life
641
post-template-default,single,single-post,postid-641,single-format-standard,qode-quick-links-1.0,tribe-no-js,page-template-home-customer-www-brigsushilbhasin-com-public_html-wp-content-themes-bridge-page-php,ajax_fade,page_not_loaded,,qode-theme-ver-11.1,qode-theme-bridge,wpb-js-composer js-comp-ver-5.4.7,vc_responsive

TRAINING IS NOT A FIRE-AND-FORGET MISSILE

TRAINING IS NOT A FIRE-AND-FORGET MISSILE

Fire-and-forget is a term for a
type of missile guidance system which
does not require further guidance after the launch, such as illumination of the
target or wire guidance, and can hit its target without the launcher being in
line-of-sight of the target. This is an important property for a guided weapon
to have, since a person or vehicle that lingers near the target to guide the
missile (using, for instance, a laser designator) is vulnerable to attack and
unable to carry out other tasks.

Most training
programmes we conduct are based on a similar concept. The corporate training we
do varies according to the expectations of the client which are derived from
his training needs, the perceived deliverables, the training objectives etc.
The seriousness also varies from a recreational programme which is a ‘shabash’
for the good job done, a feel good factor in building high performing teams
with a focused goal on raising the bar. I am talking of the latter.


So this is how it
normally happens. We feel that we need to synergise the team and make it
perform better and/or create a healthier work environment. We pick and choose
the type of training program which is decided considering various factors like
objectives, level of participants and their experience, the need for the training,
budget, time available and so on. Let us home down to the outbound training
programs chosen after these considerations. We decide on a training company,
the trainer, the venue etc and go for the program, a 2-3 days training program.
The design and content is worked out deliberately, by mutual discussions
between the trainer and the client representative. The outbound camp is
conducted. All well. Excellent feedback. People are charged. Energised.  Empowered.
Then what? Some of us
are very keen to now take the benefits of this training by the process of
reinforcement. We realize, very well, that just a 2 days effort will not change
adult behavior. It will not transform people. It will not produce results.
UNLESS we work on it. I have found some very serious HR heads, team leaders and
business heads who are determined to take it forward. BUT. There is a big BUT
a.     We have targets to
meet
b.     We are having meetings
after meetings
c.     There is a product
launch
d.     Its financial year
closing.
…… and the list goes
on. GENUINE. Absolutely practical. The intention to follow up and reinforce
what you benefited from the training starts dissolving into day to day
pressures of work. The results will, obviously suffer.
I tell my clients of
the knee replacement my father went through. The doctor told me that he had put
the best implant, the surgery had gone off very well and he was very satisfied,
BUT he said, ‘that does not mean he will be able to walk well. His walking will
now depend on the physiotherapy he goes through followed by regular exercise.
My father understood that. Did his exercise well and now walks as well as he
did with his original knee
If we are keen to get results,
we need follow up, we need reinforcement, come what may. It has to be a part of
my TOP PRIOROITY item on the TO DO list. Or else, accept low results.
Training is not a ‘fire-and-forget’
missile. It does need further guidance till it hits the target. It does need
illumination of the target (the goals). It does need a driver (someone in the
management) to launch the missile, keep focus, till the missile hits the
target. The normal process that we see in the corporate world is –  To fit into the budget and time available plan
a 2 days outing. Have a long wish list. Expect everything in that short period.
Cramp up the itinerary. Come back, back into your routine, into your comfort
zone, and then say that the training is not effective.

We need to take training more seriously. Research indicates that organizations that do not train their employees loose lose them as this has become an important aspiration of a corporate executive today. 

1Comment
  • Pankaj Dcosta
    Posted at 04:26h, 11 April Reply

    I concur with Brig Sushil as some organizations go with the approach of ‘my job is done’ when they have sent their teams for a program. The review mechanism if not in place post training the investment has gone ‘ka-put’. If organizations do not have an assessment method to understand the ROI, Its like put one’s money in the share market and not bothering to visit the statement to check the share value on a periodic basis.
    A personality that has taken years to shape and reach the current stage cannot be transformed in a few days of training. It has taken n number of experiences / instances / nurturing that brought the individual at the prevailing state. The real challenge begins after the program to understand whether the learning’s reflected upon are being practiced or not. The learning’s cannot be treated as a behaviour if the result is not culminating into an action, it remains just a thought or a feeling.
    Don’t most parents ask their little ones when they are back from school ‘so what did you do in school’ and review and understand and check and reinforce and correct and handhold as the days go by. That!!! Is what is the value addition an organization can do post a program.

Post A Comment