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Functional Beliefs
Training is a Serious Issue
Subject Knowledge, Training-skills and Passion for the Profession are Equally Critical
A Good Trainer must be a Great Learner
Training has to Value-add Greatly—Each Time
Training has to be a Shared Responsibility between the Trainer and the Client
Training Process and Ambience are good Facilitators for Learning
‘Learning Responsibility’ Squarely Rests with the Participant (Learner)
Good Referrals through Word-of-mouth is the best Marketing Tool
 
Training is a Serious Issue
 

Seriousness? Yes, of course! But who should demonstrate this seriousness? The Company? The Participants? Or the Trainers? It IS Seriousness to be shown by the Company, the Participants AND the Trainers. There have been instances when Training has been looked at as a free-time activity. “Let’s send the guys on the bench for some training…” Makes great sense as a scheduling issue, but…Seriousness? How do we address this Seriousness issue? …Over to our next set of beliefs…

 
Subject Knowledge, Training-skills and Passion for the Profession are Equally Critical
 

Deep knowledge of the subject being taught is the primary building block for a Trainer. Without this, the Trainer AND the Training will certainly fail.

But, mere presence of Knowledge does not automatically translate into successful Training. The presence of petrol in the fuel tank is not enough for the car to move. A good degree of Training Skills must be present in the Trainer.

Again, mere presence of Knowledge and Skills may still not make a Trainer excellent. The spark-plug called ‘Passion for the Profession’ is a must. All of us need to remember: We are not just playing a critical role in the development of people—this has an impact on the development of the client, which in turn, affects the development of the industry and does not stop at that. We are looking at the development of the country at large!
But how do we make it happen? …this brings us to…

 
A Good Trainer must be a Great Learner
 

All of the above is not possible without Development of Self! A Trainer has to come up the learning curve much faster than other learners. And keep pace with the latest changes. In an industry like the I.T. industry, as someone said, “Technology becomes obsolete by the time you get the hang of it.” One has to keep running even to stay in the same place!

Are will still missing something? Is it just enough to be a great Learner and a great Trainer?... the answer, ‘No’, leads us to…

 
Training has to Value-add Greatly—Each Time
 
One can learn many things…almost anything, given the time and push. But, any Training has to be focused on the specific need of the client. Simply going through the motions of “the Trainer taught and the Participants learnt” will NOT be enough. Did the client benefit meaningfully? A concept-packed Training on Y2K today? Is it relevant? The Focus has to be on the ‘value-add’ from every side—not just on successful delivery! … so, off we go to …
 
Training has to be a Shared Responsibility between the Trainer and the Client
 

‘What is said’ and ‘Who says it’ are both critical. After all, Performance and Expectations are inextricably linked with each other. Clients play a very critical role by defining and ensuring the pre-work for the Training, setting the ‘right’ expectations in everyone’s mind, contributing during the execution, validating periodically and sharing timely feedback.

But, can we be sure that all these will happen always, without support? Are there other factors? …let us take a look at our next belief…

 
Training Process and Ambience are good Facilitators for Learning
 

Process is a powerful tool—but only if defined and deployed right. It mitigates the risk of human failures like ‘forgetfulness’ or ‘lack of initiative’ or ‘competence gaps’ for that matter! It also reduces the ‘people-dependence’ on output.

‘Training Ambience’ as we call it, goes far beyond just the ambience of the class-room! The whole ambience in the Clients’ company and in the training company should facilitate learning through responsible messages flowing from all corners… management, to the boss, to the training coordinators, to one and all.

Having provided all this… are we done?.. No way! As can be seen from our next belief…

 
‘Learning Responsibility’ Squarely Rests with the Participant (Learner)
 

“One man can take forty horses to water… but, forty men cannot make one horse Drink!” (The word, ‘Man’, not to invoke gender-issues, please! We are referring to an individual of either sex from the species of Homo sapiens!) The individual should have the intrinsic drive or the fire, the zeal, to want to learn and become better…without it, no amount of training effort will help. With ‘eyes’ closed tight, whatever the power of the ‘light’ shone, darkness will continue to prevail. When this urge to quench the thirst for knowledge is inherent, no one: the Trainer or the Organization (client), needs to ‘run after’ the learners to persuade them to learn!

And, after all this, our last belief…

 
Good Referrals through Word-of-mouth is the best Marketing Tool
 

An individual and client who has benefited greatly from the Training will definitely remember the Trainer and they spread the word. The success of the Training, and the Trainer, will speak for itself and such an effective Trainer does not have to ‘Sell’ at all. Thanks to such excellent referrals since 1993, our dedicated team of Specialist Consultants has successfully executed several Training Projects and Consulting Projects in both Information Technology and Organization Development domains to a select group of Prestigious Clients. The time, that would otherwise have been used for ‘marketing’ ourselves, is being better utilized to enhancing self-competence which will bring with it, greater success!


We have been savoring Growth, but not in the usual sense of more people working with us, …in more cities…with more Clients…and more franchisees. (It actually increases problems…and decreases quality!!)

We see a different Future for ourselves (SymIndia AND You!)

Please come…discuss with us…experience the difference that is… SymIndia.

 
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