1.
Coaching:
Discover your AAHA moment!
Do
you remember the 'Eureka' story of the great scientist Archimedes?
About 2200 years ago, Archimedes
stepped into his bath and exclaimed “Eureka!” It means “I found it.”
At that moment Archimedes
discovered a solution to a problem he had been pondering upon for a long time.
It was a moment of sudden
discovery. The Eureka effect, it was a moment of deep insight. It’s an
epiphany; the ‘AAHA!’ moment, that is Aim, Audit, Hash
out and Act.
Consider Archimedes’ bathtub as
your mind; the water as all the thoughts, beliefs, values, fears, emotions and
everything else that is filled inside your mind.
A coach helps you take the dip; helps you take a
look inside yourself and takes you through the process of self-discovery of all
the solutions which we believe is available with us already.
This process of ‘holy-dip’ and the discovering your
AAHA! Moments is called ‘Coaching Conversations’
The popular 'GROW' model of coaching is one of
the best ways to structure our coaching conversations.
2.
Fixing the training evaluation model
A webinar session on identifying and correcting the
common mistakes committed on executing the Kirkpatrick Model for training
evaluation.
The People Matters L&D
Virtual Conference concluded with a highly informative session by Dr. Jim
Kirkpatrick (creator of the New World Kirkpatrick Model) on the pitfalls that
organizations should avoid, while executing the Kirkpatrick Model for
their training evaluations. The session, titled ‘Fatal Kirkpatrick Model
Execution Errors: Practical Tips for Identifying and Correcting Them’, threw up
a number of key insights on the most common execution errors, and how to avoid
them in the first place.
The Kirkpatrick Model evaluates the training program
on four levels: reaction, learning, behavior and results; all applying to the
participants of the program. The most common mistake organizations commit, is
to evaluate these levels individually, and sequentially. This leads to the
wasting of time and money, as most of it is spent on the first two levels
itself. Thus, the business value of the program is not accurately reflected.
Another major error is the attempt to isolate the
impact of training, thereby isolating yourself from all your partners, and the
business itself. Upon committing this error, an individual can risk losing
his/her credibility, program budget and career too!
3.
How can a
leader build the right attitude for learning?
Understand your business context, technology trends
and inspire employees
On the second day,
People Matters Virtual Conference on Learning & Development featured a
number of interesting sessions, one of which focused on the role of a leader in
building the right attitude for learning. This session was led by Vasudevan
Narasimha, Executive Director – HR, KEC International (part of the RPG Group).
Setting the context for the discussion, Vasudevan focused on the need for a
leader to understand the current business context. Since CEOs are focused on
the short, medium and long-term impact, learning should be contextualized
towards the nature of the business and not be too focused on the kind of
technology or the pedagogy involved, while both of them are important.
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