6 Behavioral training Myths Busted

By Khushali GandhiMind the Gap

www.mindthegap.in

MYTH 1 : Training Programs Change Behavior - No they don't change behaviour.

Present effective alternatives to way people think and logically explain why and how something can be done more appropriately

Elaborate a different approach and its implications via real life examples and simulation activities

People who see enough potential in the change, try to bring about that change

Longer term focussed learning programs, reinforce these new learnings in different situations and thus bring about a lasting behavioural change

MYTH 2 : A couple of sessions are enough - No they aren’t for behavioural skills.

Knowledge sharing

Knowledge Comprehension

Knowledge Sharing & Comprehension

Application

Analysis & Evaluation

Synthesis of new learning

Knowledge about soft/behavioural skills Training in soft/ behavioural skills

MYTH 3 : Someone with knowledge, experience & public speaking skills can train well – Not exactly. A good behavioural skills trainer needs more than that

For a truly successful training its essential to be able to relate and relevantly deliver the knowledge. The chart alongside shows relevant aspects for bringing about a long lasting behavioural change

MYTH 4 : Conducting training program to motivate employees – It does not work!

Motivational Speech

Behavioural Training Program

Motivates people Specific behavioural outcome

MYTH 5: Behavioral training can be measured objectively– It can be evaluated, but it has subjective dimensions

Awareness and change in perception

Increased sensitivity in other people at work

Perceived/actual change at organizational level

Favorable support and encouragement in personal life

Future growth possibilities with the help of new learning

Behavioural change post training can be influenced by multiple factors. So accurate measurement is impossible

MYTH 6 : A bad feedback means unsuccessful training – Not necessarily. It can be due to other reasons. Same goes for good feedback.

Low score on feedback

Irrelevant training

Resistance to change: Trainer challenged the thought process

which was difficult to accept

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