Had a very interesting discussion with a seasoned HR guy who's my master-trainer at this course I'm conducting. He talked about how, in a few years time, it'll be impossible to get employees to attend 3-4 day long corporate training programs - maximum one in a year or 2 years (making the courses compete with each other). We got talking on what are some creative ways, theoretical or in practice at other places today, that exist. I was quite delighted to learn about the Satyam leadership development program - 2 years long, international in nature and very unique (too long to describe here). We also talked about how we should conceptually build in training into day-to-day working with the trainers actually observing trainee groups (a multifunctional team for example) in meetings and then debriefing / helping them learn from that actual experience every few hours, over a few days. Adult learning is by practice and application and not by theory anyway.
What other ideas do you guys have to ensure folks remain sharp/trained/in tune and keep growing their skills?
Wednesday, August 22, 2007
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