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MOTIVATION & TEAM TRAINING
Ideal For : Any company or firm with 20 or more employees that wants to increase motivation & team work of employees , reduce wastages, improve customer service etc.

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CUSTOMER ORIENTATION TRAINING
Ideal For : Any company or firm with 20 or more Sales Staff / Executives that wants to win and retain more customers by aiming to delight them and not merely satisfy them.

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WORK AS A TEAM
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THOUGHT PROVOKING
ANSWERS to FAQs

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FAQs
Preface

 

The training programs and workshops we conduct , purposefully aim to influence the ‘Thinking Process’ of the participants ( Executives , Staff etc. ) rather than their ‘Emotional Process’ so as to first bring about attitudinal change and subsequent behavioral change - through refresher programs.

 

If you believe that ‘Acquiring Knowledge’ is critical for being competitive in the evolving ‘Knowledge Economy’ and that a ‘Training Program’ must have more of substance rather than presentation style and must also be designed for ‘Behavioural Change’ that is observable, sooner rather than later, then please read our answers to the FAQs given below with an ‘Open mind’ . Furthermore, please read our ‘Quality Assurance Statement’ mentioned on our Home Page, in case you doubt whether we mean what we say..


Q 01. Why is it that employees who undergo behavioral training and appear to be ‘motivated’ for a few days after the training program, are unable to sustain the “motivation” for a longer period of time ? 
   
A 01.

If training programs are to bring about sustainable behavioral change in the majority of the participants / employees, be it a program on developing ‘Leadership Skills or ‘Team Work’, it must first and foremost present a compelling logic or a strong reason for the employees to truly consider making the desired change. In the case of such programs it would mean; convincing the participants that, making an attitudinal change and subsequently a behavioral change, as advocated by the program, is good for them not only professionally but personally as well. This however depends largely on the concepts and ideas the program presents. If the program aims to influence the participant’s ‘Emotional Process’ rather than ‘Thinking Process’ and banks more on the charisma, style and sense of humor of the trainer or facilitator, then the “motivational charge” the participants have received from the trainer’s or facilitator's “pep talk” is unlikely to last long. On the other hand, if the concepts presented by the facilitator is able to convince the participants of the professional and personal advantages of adopting a certain kind of behavior, then such behavior is likely to be adopted by the employees in their long term interests as a means of self-improvement . If the concepts that the participants have imbibed from the workshop, that has resulted in a behavioral change for the better, can be reinforced through refresher programs, then the behavior that has been adopted for the purpose of self-improvement can be sustained over a longer period of time.

One of the concepts that most employees are yet unaware of is ; “Work place behavior has a stronger influence on an employee’s personal life than it does vice versa, especially due to the amount of time an employee spends at the work place during his or her waking hours”. Many employees are not aware that the negative emotions, related to self-centricity, egoism etc. that they nurture at the work place not only dissatisfies external and internal customers or lowers the quality of the product/services they make or offer to customers but it also damages their personal lives. At a cursory glance, the linkage between behavior at one’s work place and behavior in one’s personal life may not be clearly evident. However, through an effective presentation one can convince employees of how; uncompetitive, individualistic, self-centric, egoistic, careless behavior at the work place can be very damaging to their personal life as well . It is this core concept that forms the foundation on which our faculty is generally able to influence attitudinal and subsequent behavioral change in participants / employees.

Most employees may not attach too much importance to the damage their behavior at the work place can cause to the company, firm or institution they serve. However, they will be doubly careful to see that their work place behavior should not , as far as possible, damage their personal life or family life in a way that leaves them emotionally drained and financially weak by increasing medical expenses. Hence, if employees can be convinced of changing their work place behavior for the better, to take advantage of its positive influence on their personal and family life, most employees, irrespective of their designation would be willing to change their attitude and behavior to achieve excellence in their sphere of work. This would however depend on the substance ( new learning concepts ) the training program presents and not on the form ( charisma, style or sense of humor of the trainer or facilitator ) of its presentation. Our faculty always make it a point to make presentations that have more of substance and less of ‘Pep Talk”. They adopt a style that makes their multimedia aided presentations interesting, without emotionally exciting and distracting the attention of the participants thus enabling them to shorten their learning curve.

Note : If the aim of sponsoring a motivational / behavioural training program is to allow the participants / employees to relax and enjoy themselves in a plush hotel, have good food etc., then it would be better to take them on a tour or a picnic. On the other hand, if the aim is to influence employees to first bring about attitudinal change and subsequently behavioral change to make the company, firm or institution more competitive, then the training methodology to be basically followed must enable the participants to shorten their learning curve.

 

 
Q 02. Do you mean that  ‘fun filled’ and ‘exciting’ training programs adversely affect the participant’s learning curve ( process ) ?

 

This question was first asked to our Founder Director, Mr. Anilkumar by a participant, while he was facilitating the program ‘Training The Trainers’ for the Asst. Personnel Managers and Supervisors of Harrisons Malayalam Ltd.. The answer given below will also give you an insight into what makes us different in our approach to facilitating learning through our training programs and workshops.  

   
A 02.

An effective training program or workshop, that aims to subsequently bring about behavioral changes in the participants / employees, will have a greater focus on substance ( new learning concepts ) and less focus on form ( charisma of trainer, humour, presentation style etc. ). If the primary purpose of the training program is to facilitate learning and subsequently bring about behavioral changes in the employees, then you as a Facilitator or Trainer must be careful about choosing the training methodology. If you aim to influence the participants ‘Emotional Process’ and make the participants excited and distracted with spicy humour and fun filled games, then the learning ability of the participants will drop and you will not be able to shorten their learning curve – even though the participants may praise you for conducting a fun filled and enjoyable training program. 

 

tudies show that learning is most effective when the learner’s or participant’s mind is calm and shielded from distractions. This does not mean that you as the Facilitator must not have a sense of humor or use games to facilitate learning. It basically means that you must aim to influence the ‘Thinking Process’ of the participants rather than their ‘Emotional Process’ and make the training program interesting without making the participants excited or distracted. The participants must find the program interesting such that they are not aware of the passing of time because they remained focused on learning new concepts - that are intended to sooner or later bring about behavioral change. I personally believe that, if the facilitation process is backed by relevant video / multimedia presentation and the Facilitator / Trainer has a mild sense of humor and is also able to engage the participants with a few games that doesn’t make participants excited and distracted, then the facilitation process is ideal, that is, if the primary objective of the training program is to shorten the learning curve of the participants and bring about behavioral change, sooner rather than later. 

 

The litmus test on the effectiveness of any training program can be had towards the end of the program when participants give their feedback. If most of the participants are of the opinion that the program was enjoyable and fun without stating that they learnt valuable concepts, then the training program must be assessed as not having been effective. On the other hand if the participants opine that the training program was interesting, that they learnt new concepts and didn’t notice the time slip by and also that they are confident of putting into practice what they have learnt, then the training program you have conducted can be self-assessed as having been effective .  

 

 

 
Q 03. What is your opinion about the motivational training programs conducted by multi-level marketing companies, where trainers purposefully excite the participants to motivate them ?
   
A 03.

The success of multi-level marketing is based on stoking “desire” in the participants. The greater the desire in a participant to achieve wealth and material comfort that much more effective is this methodology of motivational training. This mode of training may be beneficial to some while it can be harmful to others who may slip into a depression or mental stress related psychosomatic diseases if they are unable to fulfill the desires that has been stoked in them. Hence, a trainer / facilitator needs to be careful about choosing the participants for such a motivational program. I have not adopted this mode of training as I personally feel that I could end up doing more harm than good and this could damage me spiritually if not materially.

 

As regards the motivational / behavioural training of the employees / staff of any organization, I personally believe that ; using the methodology stated above could be counter productive. Such a mode of training could make the employees more self-centric, egoistic, jealous and uncooperative. Since genuine team work that involves sharing , caring and consideration for others is the key to delighting customers , that is, delivering a value to customers that is higher than their expectations, it would be irresponsible on my part to conduct training programs that stoke the desire of each participant and makes them more self-centric and thus weakens whatever team spirit the company, firm or institution has thus far nurtured. ( At a time when satisfying customers is not enough to remain competitive, a commercial organization must in today’s context, motivate its employees working along the value delivery chain to work as a team, otherwise its aim of delighting customers to remain competitive will remain a distant dream ) .

 

As the concept of ‘Employer Branding’ gains importance and gets incorporated as a strategy to attract and retain talented employees, the need to communicate an ‘Employee Value Proposition’ will be felt by organizations that are competing for talented human resources – a relatively scarce resource. In such a scenario, if the employees / staff of an organization are perceived to be self-centric and weak team players, who have been trained to pursue their personal goals to fulfill their materialistic desires and in the bargain meet/exceed the organization’s sales/revenue targets, then communicating an ‘Employee Value Proposition’ to attract talented employees, at various levels, to such an organizational culture will become increasingly difficult.

 

I do admit that a healthy nurturing of “desire” is good for keeping the employees / staff motivated but beyond a point it becomes counter productive if not damaging to the aim of facilitating genuine team work, that is good not only for organizations but for society as well. " 

   
Q 04. What is your basic approach to behavioral training that makes employees more competitive?
   
A 04.

We believe that “pep talk” doesn’t have a lasting impact. The workshop or training program aimed at bringing about behavioral changes in the employees must be built around concepts or ideas that can make employees think of the advantages of changing their behavior for the better. For example; one of the reasons why our economy has not performed according to its potential and has thus been shackled to the category of “developing economies” is due to our inability to compete whole heartedly. This inability to wholeheartedly compete and excel arises from the average employees misconceptions of the very word “ competition”. This has happened due to certain cultural reasons, yet our experience in facilitating change of perceptions gives us the confidence to state that employees are willing to change their attitude and subsequently their behavior, even if it has a cultural underpinning provided they are convinced of the truth and usefulness behind the concepts presented to them.

 

To a large number of employees , irrespective of the industry or company they work in and irrespective of the duties they perform ; “competition is man made”, “We have to compete as we have no alternatives”, “Given a choice I would stay out of the rat race”. These are some of the opinions that employees express when asked to speak about the impact of competition on their professional and personal life. If employees can be convinced that “competition is ordained by nature and is not a man made concept as many erroneously believe, we are confident that employees will become more competitive. Admittedly, convincing employees to perceive competition as a means for discovering the full potential of their personality is not as simple as it seems, yet we are confident that our faculty can do so and this is why we have a written ‘Quality Assurance Statement’ on our Home Page that states : "In order to give your company / firm our very best, all the value added one day paid workshops that we conduct are backed by a PAY-ONLY-IF-SATISFIED assurance. As a matter of principle, we do not collect even a token advance after receiving confirmation for the conduct of a program. Your investment in any of the training programs or workshops listed on this site thus carries little or no financial risk. Furthermore, this policy of ours motivates us to give you our best.".

   
Q 05. Will your training program or training methodology change the attitude of my staff ?
   
A 05.

History has recorded for posterity, how Emperor Ashoka of the Mauryan Dynasty underwent a radical change of personality for the betterment of society. A once scheming king, who killed his stepbrother to ascend the throne of Kalinga and was then called “Kamasoka” has set an example before us of how negative personality traits can undergo “radical transformation” in a very short period of time to give birth to a new set of positive personality traits that can be an asset to an organization and to society at large. We believe that, since an individual’s personality can undergo a radical change, attitudes can similarly undergo a radical change as attitudes are a sub – set of an individual’s personality.

 

Though attitudes can be changed, doing so is indeed challenging. It is the way in which concepts are presented during a a training program or workshop that can bring about a perceptional shift and a subsequent change in attitude. For example ; to most employees engaged in “sales & service” “a dissatisfied or an angry customer is at the best of times a “problem” and at the worst “ an ideal person for handing over to one of our competitors”. Very few employees, especially in sales and service are able to see a “dissatisfied or angry customer” as an opportunity for their professional and personal development. If Sales Executives and Sales Persons can be convinced of the professional and personal advantages of confidently and courteously attending to dissatisfied and angry customers then they are most likely to change their attitude and subsequently change their behavior for the better. Similarly, if employees working in production, administration etc., can be convinced of the professional and personal ( health ) advantages of genuine teamwork then they are most likely to change their attitude and subsequently their behavior in favour of genuine team work.  

 

 
Q 06. Why should commercial organizations aim to delight customers, isn’t satisfying customers more than enough. Furthermore, in this context how is team work critical ?
   
A 06.

In today’s competitive economic environment where customers have a wide range of choice, satisfying customer is no more enough. If a commercial organization wants to stay ahead of the competition and grow, it must go all out to delight customers, that is, give customers a ‘value’ greater than their expectations. In other words, while your competitors are trying to give customers a value they except and satisfy them, if your organization can give customers a value greater than their expectations, customers will certainly be more inclined to patronize your products and services and this will be reflected in higher levels of customer retention . ( Increasing ‘value’ of products / services should be done as far as possible with a minimal increase in costs if the process is to be sustainable . For example; improving the behavior of the staff in sales / service towards customers can be done with a minimal increase of cost whereas the returns in terms of; revenue, goodwill, customer retention etc. is likely to be manifold ) .

 

Delighting Customers is easier said than done and this is why most commercial organizations find it extremely challenging to do so. To give customers a ‘value’ greater than their expectations you need to motivate your employees working along the value delivery chain to work as a genuine team and not as a team that pretends to be one, otherwise your organization’s aim of delighting customers in order to remain competitive will remain a distant dream . Getting employees to work as a genuine team is possible, provided the trainers / facilitators you engage are able to provide a compelling logic that convinces the employees of the professional and personal ( health ) advantages of genuine team work. Our faculty has the knowledge and experience in facilitating genuine team work in different kinds of organizations and would hence be more than happy to be of service to your organization.  

   
Q 07. How can my staff or employees improve their health by being more service minded ?
   
A 07.

Research in the field of Mind–Body-Medicine and Psychoneuroimmunology has established beyond doubt that most of the illnesses we suffer from are psychoysomatic in origin. Hence, managing the thoughts that arise in the mind is the key to managing mental stress and stress related diseases. No amount of physical exercises or yoga can help one to overcome stress until and unless one has learnt to manage one’s thought.

 

Here is enough scientific evidence to prove that thoughts that generate negative emotions ( fear , worry etc. ) can trigger the release of hormones like adrenaline, cortisol, norepinehprine etc that damage the walls of arteries ( if allowed to linger in the blood stream for long periods of time ) and cause heart ailments. Diseases like diabetes, high blood pressure, asthma are increasingly being linked to negative emotions that are triggered by negative thoughts. One can therefore say without a shadow of doubt that ; if one can learn to manage one’s thoughts, one can manage stress more effectively , enjoy better health and reduce medical expenses. By practicing genuine service mindedness at the place one works, one can generate positive emotions that will help control mental stress enabling one to enjoy better health and reduce medical expenses .

 

Only a trained mind can perceive a situation that to the layman generates negative emotions, as a situation that has the potential to generate positive thoughts and therefore positive emotions. Any individual who has trained his mind to perceive problems as opportunities can easily overcome mental stress. However, all this is easier said than done because it is training the sub – conscious state of the mind that matters most and unlike the conscious state of the mind it cannot be influenced directly and needs to be influenced indirectly – which therefore requires an investment in learning and training. The workshop that we conduct on “Health Benefits Of Service Mindedness ” can give your staff / employees an insight in to how they can mange the thoughts that arise in their sub-conscious mind by practicing genuine service mindedness and thus go on to enjoy better health and reduce medical expenses .  

   
Q 08. How can my staff or employees improve their health by working as team ?
   
A 08.

At a time when satisfying customers is not enough to remain competitive, a commercial organization must in today’s context, motivate its employees working along the value delivery chain to work as a team, otherwise its aim of delighting customers to remain competitive will remain a distant dream. To convince your employees of the need to work as a genuine team, you can engage our faculty to show them; how working as a team has health benefits and how it can also reduce their medical expenses.

 

Stated in brief; Just as practicing genuine service mindedness at the place one works, helps one to generate positive emotions that reduces mental stress enabling one to enjoy better health and reduce medical expenses,  

 
Q 09. Why do you conduct donation centric training programs and what is the difference between donation centric programs and paid programs ?
   
A 09.

If you have read the mission statement of MASTERS and Career Guidance Academy that was first drafted by our Founder Director, Mr. M. Anilkumar, you would have noticed that both these institutions were founded by him with soci-economic objectives in mind . ( To a large extent these objectives are being met, though in a small way ).

 

To serve society in a practical way without having to depend on anyone has been Mr. Anilkumar’s creed. To realize this aim, it is necessary to facilitate both paid as well as donation centric training programs and workshops.

 

The difference between donation centric programs and paid programs that we conducts is as follows ; the focus of the donation centric program is more on employees / staff and society and hence the topics covered in the donation centric program enables employees to directly benefit from the training provided, while the sponsor ( Company / Firm etc.) benefits indirectly. On the other hand; in the case of Paid Programs, the topics covered aim to increase organizational productivity and profitability and hence the sponsor stands to directly benefit from paid programs . For example; In the case of the paid program titled ‘ CUSTOMERS PAY OUR SALARY ‘ the Company or Firm sponsoring the program stands to directly benefit from it and the staff gain from it indirectly. Secondly, in the case of Paid Programs the sponsor is at liberty to change the content / syllabus of the training program whereas in the case of donation centric program the program content is fixed.

 

The donation centric training programs that Mr. M. Anilkumar conducts gives him an opportunity to make people , especially those working in commercial organizations, to become more caring and considerate ( more humane ) members of our society. For example; the donation centric program titled ‘ HEALTH BENEFITS OF TEAM WORK’ is designed to bring about attitudinal change in staff / employees towards being more caring and considerate towards colleagues, subordinates etc. without lowering one’s competitive spirit. By providing a strong reason or a compelling logic ( health benefits ) for being more caring and considerate towards others - without lowering one’s competitive spirit, if more and more and more people choose to truly be so, the gain for society will be tremendous both socially and economically.

   
Q 10. I have from time to time sponsored behavioural training programs for my Managers, Executives and Staff but not for my Admin. staff, Accountants and Factory Workers . Do you think that my Admin. Staff, Accountants and Factory Workers will benefit from a training programs on Team Work ?
   
A 10.

There is a general feeling that Managers and frontline Executives need to be trained but those engaged in back office work or in production need not be put through behavioural training. Admittedly, not all forms of behavioural training is relevant to Admin. Staff, Accountants etc. For example; ‘CUSTOMER ORIENTATION TRAINING’ is more relevant to Sales Executives and Sales Persons rather than Admin. Staff . However when it comes to ‘ TEAM TRAINING ’ it is relevant to all members of an organization for the simple reason that; only team work along the “value delivery chain’ can truly deliver a “value” that delight customers. For example; a customer who is promised delivery of a particular product or service at a certain time but fails to receive it due to the carelessness of the Admin. Staff , then s/he is unlikely to become a repeat customer . Similarly, if the quality of a product or the delivery of a service repeatedly suffers due to the lack of team work and thus reduces the number of repeat customers, then the need for all members in a organization to be trained to work as team is a necessity and no more a matter of choice.

 

Training people to work as a team is undoubtedly challenging . However, through proper presentation of concepts, backed by scientific evidence, which shows the health benefits of Team Work, it is possible to influence employees to engage in genuine team work. If one examines the education process in our schools and colleges, it is clear that school & college education tends to make people more self-centric and hence the need to formally train your staff / employees to first unlearn what they have indirectly or sub-consciously learnt in school and college is rather urgent, if you want them not to pretend but to genuinely work as a team and win & retain more customers - to increase the competitive strength of your Company.  

 
Q 11. How can we effectively implement the concept of Corporate Social Responsibility ?
   
A 11.

The way in which a Company or Firm implements the concept of ‘Corporate Social Responsibility’ depends on its circumstances. The least expensive and most effective way of doing it is to inspire and train one’s staff / employees to behave in a way that is conducive to social improvement. For example if you can train your staff to engage in genuine team work where genuine caring , sharing and consideration for others is a creed, then you will have developed men and women who will be willing to care for and share with other members of society their intellectual and material resources to improve society. Humanitarian consideration is what is generally lacking today and this is also having a negative impact on our socio-economic condition. With issues like climate change, pollution etc. adversely effecting us all, the need to care and share for other members of society is essential if our society is to overcome the challenges it faces.

 

Furthermore, if circumstances are suitable, as a part of implementing ‘Corporate Social Responsibility’ your company can sponsor the ‘Leadership Training Program’ that we conduct for the volunteer of Disaster Management Units, Trauma care etc. so as to enable the volunteers to perform like ‘Situational Leaders’ and make the services they render to society, more effectively.

 
Q 12. Why are Mangers and Supervisors being asked to develop ‘Leadership Skills’ and perform like Leaders generally do ? What has happened or is happening to necessitate this change ?
A 12.  
 

The ultimate objective of a Manager or a Leader is to achieve his or her organization’s or institution’s goals . However, the ways and means a Manager and a Leader use for motivating their subordinates or followers, to achieve their goals are fundamentally different . A Manager generally uses his or her ‘authority’ subtly and at times overtly, to motivate his subordinates, knowing that he has ‘official sanction’ to do so, whereas the Leader knows that his followers are volunteers and the most effective way to motivate them is ‘moral authority’ – made evident by taking the lead and walking the talk. its

 

Note :The concept of ‘Moral Authority’, mentioned above, should not be interpreted narrowly as authority derived from ‘Moral Virtues’ that is advocated by religious leaders. In the modern management context ‘Moral Authority’ would mean; the ability to walk one’s talk . For example; a Manager who expects his subordinates to voluntarily work beyond their roster of duties in order to overcome a sudden and unexpected challenge posed by competitors or a changing environment , but cannot do so himself, will find it extremely difficult to motivate his subordinates to meet his expectations. This is bound to happen as he will have lost his moral authority and would then have to rely on his official authority – an ineffective means to motivate subordinates to do work beyond their roster of duties, especially in a democratic environment.

 

In today’s competitive environment where ‘Employer Branding’ as a concept, is being seen as an effective means for attracting , training (motivating) and retaining talent ( a key competitive strength in the evolving information driven knowledge economy ), the use of ‘official authority’ to do so is considered as ineffective by the leading advocates of employer branding. To a large extent this is true since the younger generation , that provides the talent pool, detests authority and motivating them, using official authority is generally ineffective, especially if one takes into consideration the growing competition and the need for employees to work beyond their roster of duties with limited resources, to keep the organization competitive. In other words, there is an increasing realization that the competitive strength of a commercial organization is no more its access to capital or its brand image, but its ability to attract , train ( motivate) and retain talents ( intellectual capital ) and to do it must nurture an environment where ‘official authority’ is used as a last resort and ‘moral authority’ is considered as the chief means of motivation and retention ( means of emotional bonding with the organization ) . Such being the case , only Managers who can perform like Leaders will truly be able to ensure that their organization remains competitive and its employees are motivated and prepared to meet the unexpected challenges that lie ahead. In the coming years, as intense competition drives more and more reputed brands to be treated by customers as commodities, that too within a relatively short period of time from their launch, the survival and growth of a commercial organization will hinge on its ability to innovate continuously. This ability to innovate continuously in marketing strategy, production processes etc. would in turn require the ability to attract , motivate and retain talented employees – a relatively scarce resource. To do so Managers of today, be they in Marketing, Production , Administration etc. will have to keep aside their ‘official authority’ and increasingly perform as Leaders, using ‘moral authority’ as their primary means of motivating and retaining subordinates to achieve their organization’s / department’s goals . 
   
Q 13. Why do you conduct three kinds of Team Training programs ?
   
A 13.

Developing a genuine Team centric work culture in any organization, can have tremendous advantages in  increasing efficiency / productivity, reducing wastage, improving customer service / retention etc.  and thereby increasing its profitability. We are aware that; building a team centric work culture will take a fairly long time, but the advantages of even attempting to build a team centered work culture is far greater than making no attempt at all. The team training programs that we have conducted for our clients have proved this beyond doubt  .

 

The reason why, in some cases, the team training that was conducted is later found to be ineffective is probably because the program though fun filled and enjoyable would have appealed to the ‘emotional process’ of the employees / participants  and not to their ‘thought process’. Our approach to team training is fundamentally different and this has been explained in question number 1 on this Page .

 

We conduct three kinds of programs for developing a team centric work culture in any Company or Firm that has more than 20 employees. The difference is in the content or topics covered  during the programs .  A company or firm can choose any one of the programs mentioned below to suit its needs. The programs are :

 

  • ‘HEALTH BENEFITS OF TEAM TRAINING’ ( Program –1 ) – Focus of this program is on improving the health of the employees by applying team building techniques that bring down mental stress and thus reduce medical expenses caused by stress related diseases. Since the employees stands to directly benefit from the training provided, while the sponsor ( Company / Firm etc.) benefits indirectly, this is a donation centric program .

  • TEAM TRAINING’Focus of this program is primarily  on presenting the professional advantages of team work and the secondary  advantages  that accrue to an employees in his / her personal life - by being a genuine team player rather than pretending to be one.  Since the sponsor ( Company / Firm etc. ) stands to directly benefit from the training provided, while the employees benefit indirectly, this is a paid program. This program can be conducted for homogenous groups ( 20 or more employees belonging to a particular category / post ) or heterogeneous groups where the Management and Staff together undergo team training  with Management as observers and employees as active participants .

  • MOTIVATIONAL & TEAM TRAINING PROGRAM’Focus of this program is on two areas that is ; improving the motivation of the employees, especially workers and junior staff members and also influencing them to work as a genuine Team . Since the sponsor ( Company / Firm etc.) stands to directly benefit from the training provided, while the employees benefit indirectly, this is a paid program. This program is conductedexclusively in Malayalam and the concepts presented are very simple and easy to understand .

 

   


 

 

 

 

SIX MOST FREQUENTLY ASKED QUESTIONS
 
( Note : The questions given below are not always asked in the same manner as they have been compiled below. The said questions represent the essence of the various questions asked, pertaining to a particular issue or concept )

     

  • Why is it that employees who undergo behavioral training and appear to be ‘motivated’ for a few days after the training program, are unable to sustain the “motivation” for a longer period of time ? To know more, please click here.

  • Do you mean that ‘fun filled’ and ‘exciting’ training programs adversely affect the participant’s learning curve ( process ) ?
    Note; This question was first asked to our Founder Director, Mr. Anilkumar by a participant, while he was facilitating the program ‘Training The Trainers’ for the Asst. Personnel Managers and Supervisors of Harrisons Malayalam Ltd.. The answer given to this question will also give you an insight into what makes us different in our approach to facilitating learning through our training programs and workshops. To know more, please click here.

  • What is your opinion about the motivational training programs conducted by multi-level marketing companies, where trainers purposefully excite the participants to motivate them ? To know more, please click here.

  • Why do you conduct three kinds of Team Training programs ? To know more, pleaseclick here.

  • Why should commercial organizations aim to delight customers, isn’t satisfying customers more than enough. Furthermore, in this context how is team work critical ? To know more, please click here.

  • Why are Mangers and Supervisors being asked to develop ‘Leadership Skills’ and perform like Leaders rather than Managers? What has happened or is happening to necessitate this change ? To know more, please click here.

 

If the hyperlink fails and you are not able to instantaneously get the answers to the questions mentioned above, all you need do is scroll to the top of this page and click on the FAQs button displayed in the column on the extreme left. On reaching the FAQs page, locate questions number 1, 2, 3, 6 and 12 to get the answers to the said questions .