The Big Ticket – Open programs calendar
We are glad to announce the Big Ticket Open Worksop. This is the flagship programs of Vyaktitva:
Instructional Design & Facilitation Skills Workshop For Practitioners*
- Mumbai: April 27th to 30th, 2010
- NCR: May 19th to 22nd, 2010
The programs are centered around the belief that training effectiveness is fundamentally dependent on some Big-Ticket items (by which we mean constructs that substantively alter the quality of a training intervention). One of these beliefs is that only when learning travels from the head into the heart and then to the feet can it be called real learning – else it is mere knowledge.
With Vyaktitva consultants having successfully delivered more than 15,000 Hours of training over the last 11 years, this belief has been translated into paradigms, tools and methods that have been used by Organizations across the country to raise the effectiveness of their learning interventions dramatically.
It is these time and intervention tested paradigms, tools and methods that make our Big Ticket. Vyaktitva has facilitated more than 100 open and in-house Big Ticket (Design and Facilitation skills) workshops with participants from corporates like AMEX, SRF, Hero Honda, Baxter, Frito-Lay, Daksh, Max New York Life, Aviva, MetLife, Quippo, HCL E-Serve, Moser Baer, Cadence, Convergys, Bharti, Apollo, Vertex, Sapient, Genpact, ITC, Pravah and many more.
In this workshop participants will:
1 Create intervention processes rather than events
2 Develop learning modules of your choice with us as your partner
3 Receive follow up feedback and coaching
4 Practice instructional design principles and models
5 Experience personal growth and learning.
For further information please contact
Mayank Verma – +91 93500 27803 | +91-129-4043675
A Leader has to act as the leader
Marshall Goldsmith has a great insight for all aspiring leaders:
When you are in a leadership role everyone will be not only listening to your words, they will be watching your face. If you even appear to be bored, disinterested or “checked-out,” you may inadvertently de-motivate everyone in the room. The content of presentation you are observing may not be that important to you, but your reaction to this content may be very important to them. You need to be fully engaged, not for your needs – but for their needs.
Many books have been written about the “glamourous” aspects of being a leader. Little is written about having to sit in long meetings, watch PowerPoint presentations and hear what you already know – while wishing you could either go to sleep or go to the bathroom.
Like great Broadway actors, great leaders stay in role. This discipline is not part of being a phony, it is part of being a professional. If Broadway actors can go out night after night and work their hearts out, executives (who make a lot more money than actors) can certainly do the same thing.
What do you think? Is it important for a leader to always “be on stage” all the time ?
Keeping Learning and Development High Priority
And yet low cost.
Interesting article about a case study in the T+D magazine about how an organization did this:
Guided by a strategic initiative to improve performance and individual and leader accountability, a representative from our learning department visits each of our facilities annually to engage in individual coaching with each of our leaders. This also serves as a way to improve compliance with HR and organizational development practices and procedures.
These visits do not take the place of valuable classroom instruction, but along with webinars and online training, they reinforce important learning principles and put Silliker’s leadership development concepts into action. For three hours, the learning professional and local leader work on issues important to leaders, their employees, and Silliker. These include identifying goals and expectations for direct reports; creating learning objectives and development plans for high-potential employees; and reviewing prior performance appraisals, with a focus on developing effective criteria.
These annual development visits have proven to be a very effective way of making sure leaders value, understand, and use the tools and processes available to them. Silliker enjoys strong support for this program from individual leaders and executives. Leaders value the individualized attention to their personal leadership development and effectiveness, and executives value the cost-effective solution that creates sustainable leadership within the company.
Gagan Adlakha quoted in Economic Times
Vyaktitva partner, Gagan Adlakha was quoted in the Economic Times article “Savvy girls in their twenties are new scions” on 6th September, 2009
Here’s the article and the quote that Gagan has given:
“Its quite heartening to see that capability and competence are becoming more important than gender for succession planning in the business houses. With most companies now playing in the global arena, capabilities are becoming more vital for success, which is a welcome shift,” says HR consulting firm Vyaktitva partner Gagan Adlakha.
Mr Adlakha has worked with the Reddy daughters (of Apollo Hospitals) in the past in areas such as organizational development, HR and building performance culture. More recently, he worked with the Khaitan sisters, Araddhana Khaitan Mahana and Nidhi Khaitan Modi, founders of Manya Education.
Learning and Training Blogs
We are delighted that we’ve been listed in the Learn and Lead blog’s post Blogs By Indian Learning Professionals. Thanks to Manish Mohan who posted it 
We’re listed in the Company Blogs section along with the following firms:
- learnability matters - Kern Communication Company blog
- Upside Learning – Upside Learning Company blog
- C2 Workshop – C2 Workshop Company blog
- G-Cube – G-Cube Company blog
- Tata Interactive Systems – TIS Company blog
Do check out the list to get to know other learning and training related blogs
