Category: Training Delivery Techniques

Rediscovering the Joy of Traditional Games as Training Tools for Deeper Impact.

  Moneky’s Pole is the literal transition of the traditional game in context here. It is called Bandar Qilla. During our childhood, when televisions were an ultra-luxury, computers, laptops, and mobile phones were innovations in process, and routines were simpler and less distracting.  our morning routine was all about waking up early, getting ready, and going to school and it was all fun. On return when, we would head out to meet neighborhood friends and engage in various outdoor games like Kabaddi, Gulli Danda, Pitthu Garam, Stapu, Lukan Meeti, Kokla Chhapaki, Bandar Qilla (Monkey’s Pole), and more. We would play until the sun set, and after coming home, do homework/study, have dinner, and sit with our grandparents to listen to their stories and tales. These stories would take us to magical worlds where horses could fly, and one could lift mountains. I would not call them fake, but they were probably high on imagination and wonder.  However, today, it’s rare to find children playing in parks or playgrounds. Most of them are content playing on their PSPs or mobile phones. Cartoon channels have replaced grandparents as storytellers, and the traditional games we used to play have been forgotten. I often ponder whether the tales portrayed on cartoon networks or mobile screens possess the same enchanting ability as the imaginative stories that our grandparents used to transport us to other worlds. Having played both traditional and online games both, I would say that traditional games are much more enriching. I struggle to comprehend what younger generations find so appealing in mobile games. Traditional games were not only a form of entertainment but also provided valuable lessons in teamwork, responsibility, and morality, while fostering meaningful social connections. No wonder the training interventions most loved in my training room are about those games and the corporates are bound towards outdoor retreats, recreation, and physical activities. One of my favorite traditional games is Bandar Qilla (Monkey’s Pole). Although the monkey (chosen player) often gets beaten by the group, the game is still a lot of fun. This game requires 8-10 players, and after drawing lots, the player who loses becomes the monkey (Bandar). The monkey ties a rope around the pole and, with the help of his leg, draws a circle around the pole, which becomes his area. He or she is required to hang on to the loose end of the rope during the gameplay. The rest of the players keep their shoes around the pole, and the monkey is supposed to protect them from being stolen by other team members. The players outside the enclosure are not allowed to enter it, and the monkey cannot leave his circle. If the monkey does leave the circle, the players are allowed to kick him back inside. During the play, while stealing shoes, if any of the players is touched by the monkey, then the monkey is set free and the other player who was touched by him takes his place and becomes a new monkey. Once all the shoes have been stolen, the players start hitting the monkey with them until he runs towards his house or a pre-decided place, signaling the end of the game. The game is then repeated after drawing lots, and a new monkey is chosen. Although this game may seem a little weird to those who have never played it before, the adventure, vibe, and impact of the game are remarkable. If you want to experience the thrill and understand the deeper meaning behind this traditional game, you should play it at least once. To me, this game was never just about the monkey and the pole, but about human nature. The circle around the pole represents our boundaries, and the shoes around the pole represent our external environment family, internal environment , and the little joys in life. As long as we stay within our limits and protect what belongs to us, we remain safe. If we cross our boundaries and leave things unattended, there may be severe consequences. Hence going out of the comfort zones is good but one must guard the boundaries that define and impact our internal and external environment. This also defines our peace of mind and social existence.  Just like the players outside the enclosure who try to steal shoes, there may be people who are annoying, and distract you from your goals of peace, happiness, and growth. They can trigger your anxiety, and get on your nerves in a zest to take away the little things that matter to us. But that is where you need to guard your inner boundaries and focus on your core.  Nourish your inner circle, guard the space that matters, and never allow anyone to enter your inner circle and destroy the mental peace, just like the monkey whose only job is to guard what is his own, what matters most without letting the outside stress enter his sacred space. 

Tips For An Awesome Co-Facilitation (Last post of the series)

In my last post on ‘The Art of Co-Facilitation’ I talked about Co-Facilitation, its types, advantages and potential disadvantages. A co-facilitation program is very different than conducting a solo program as a lot of planning and co-ordination needs to be done with the partner facilitator. Following are some quick tips for an awesome Co-Facilitation: Before the Program Plan and Document: This is the first step before every program. Write down the plan on a piece of paper or a word document. Make sure your plan includes the agenda, session plan, time allocation and key deliverables by each of the facilitators. With this the co-facilitators can further plan their individual sessions, who’ll take lead on which part of the program, and who will be responsible for logistics. Share Expectations: Before you go for the program you need to share your expectations with your co-facilitator as he may have a different understanding of the co-facilitation and any disconnect between co-facilitators lead to conflict and ruining the program. Leveraging Strengths: Co-facilitators may have different styles and capabilities. You must discuss your strengths and weaknesses and plan how you can leverage on each other’s strengths to run the program successfully. Practice: Practice gives real time feedback on the flow and various other aspects of running a co-facilitated program. It helps in testing assumptions and fixing the time for various interventions. Doing this actually helps you to intervene if your co-facilitator deviates from the plan. Inspect the venue: Have a look at the venue and check the sitting arrangement, various logistics, sitting arrangement for the co-facilitator. During the Program Support your co-facilitator: While your co-facilitator is conducting an activity you need to pay attention as he may need some props or your help to keep scores etc. or you may write on the white board while your partner is having some discussion with the participants or you may help your co-facilitator in distributing handouts/books etc. Neither interfere nor contradict: Very basic but very important. Neither interfere while your co-facilitator is conducting some activity nor contradict him (unless it’s critical for learning). I strongly recommend when one facilitator is conducting his part of the program the co-facilitator should be out of the sight of the participants as if both of the facilitators will be there the participants may find it difficult to focus on the one who’ll be running the program. The other co-facilitator should be on the stage only if there’s some activity or he’s assisting the lead facilitator of that part of the program. Stay on time: Remember you can finish the program in designated time only if both the facilitators stay on time. If one facilitator takes more time than what is allocated, it may impact the other facilitator activity and overall program. Team Work: Co-facilitation is all about team work and you can’t be successful if your co-facilitator fails. Support each other and help each other to play your roles well. The best learning and memory you can give is of a great team work. After the Program Share feedback: It’s very important to ask and share feedback. You may ask your co-facilitator what went well? What didn’t work as planned? What is the biggest learning? How differently would you run the program during next co-facilitation? Note down the responses and refer to these when you co-facilitate another training program. Take care of the logistics: Check out the status of the logistics. There may be times when you have a lot of unused training material and you may have to courier it back. Also the attendance and other training records needs to be e-mailed and there could be follow-ups with the clients. Co-facilitators can divide and finish the tasks. Hope these two posts will help you conduct an awesome co-facilitation program. Feel free to share your experience/feedback.

How to Choose your Training Partner and Plan for an Out Bound Training Program?

When was your last out bound training program? Did you have fun? Remember the take away of your out bound training program? I am really happy if you do but after having met and spoken to several connections in the industry, I am afraid that we do not remember much of the take away. Reason, is simple – the industry is facing a price war, a competition with the event companies that are slowly moving towards corporate companies to tap parts of their employee events. Corporate companies welcome these companies largely for two reasons – Price and Relationships. I must say, some of the ‘team building companies’ are very good as the people behind them are experienced, come from training industry and launched themselves right on the identified gap by the event industry. Training Companies are going through a robust change, at 2 levels some are adding value in delivery mode though right training simulations and content expertise. Others are cashing on low budgets and have found their space between team building activities and employee retreats. There are few who have created a perfect amalgamation of team activities & retreats and have labeled the product offering as ‘corporate retreats’. The idea here is, to understand the thin line between Outbound Training Programs are corporate picnics, which are being framed as a popular jargon ‘corporate retreats’. Here are few pointers, which you as an HR must understand to plan an Out Bound Training Program: Know Your Audience As the training organizer or coordinators, it is important to streamline the audience. You cannot plan an event for all in entirety. Understand the purpose of Program The most significant aspect of having a program is to work on the design & delivery of the program which is only done by a trainer who understand the competency model of the program. This is equally important in context to the previous point, you need to understand the audience. When we design programs, develop content – the primary facet of the same to understand the audience, competency mapping of the audience and then developing the program for them. Use Science & Technology to its Best The very purpose of a training program is – adding value to your team, your employees and to upgrade their professional capabilities. Training Industry is upgrading to simulations, it is about the science of training largely designed on the basis of neurosciences and how effective they could be in adult learning techniques. Differentiate between OBTs and Retreats Once you have understood the above requisites of an upcoming program, you need to clearly demand the training partners- they need t differentiate between an OBT and a retreat program. Retreats are good for team rejuvenation but OBTs are different and need to be focused and result oriented. OBTs should cover the following: Audience Orientation aligned with the KRAs. Outdoor activities should be about Positive Challenges to your team, mental as well as physical. Team Games is not all an OBT needs, there has to be a defined cause & effect for each training element. Action in an OBT needs to be completely allied with the learning objectives which a training partner should design with Reporting Managers of the audience or the HR. OBT Objectives for the Trainer As a trainer, I believe little bit of customization and tweaking is required as per the industry, the audience, their job profiles and KRAs. Some of the standard objectives however will be, Structure the training program based on brief of HR, Employee roles and program design. Make your participants comfortable and be appealing throughout the program. Align the learning objectives with the OBT activities. Aptitude & Ability to understand the profiles, and interact with them to understand the problem areas. Deliver lessons sensitively but keeping the OBT environment light & candid Firstly, you need to understand the need for certain training program, plan it in a structured way, define goals for a program, explain it to the team and bring the training content in sync with the client requirements, follow & inculcate the above trends and now you are good to go. In case you need any further help on choosing  your Training Partner and plan for an Out Bound Training Program, feel free to write to me on, rjdhir@gmail.com.