Session 17: Reflection & Identifying Self

1
How was the session, yesterday?

2
Viewing an activity!

Performance

Learning Enjoyment

3
 Value Alignment

Keep looking for the Cos

component. When it has
consistently been very less,
time to change.

A laser light is much more

focused than a beam because
of coherence.

4
Flow – When are we most happy

Frustration

Stretch

Comfort

5
 What is Practical
• It is not what other people are doing.

How can we overcome - “It is not practical” syndrome?

• Self Interest
• Be stubborn – Ziddi
• Be your biggest cheerleader

6
 Source of Inspiration – Quiz 15
Fear of Joy of new
Mother’s stagnancy experiences
Smile
Dreams
Bigger Sports
Betterment picture Virat Kohli’s
of society aggression
Failures
Fun
Hope
Risk

Adventure
Freedom

7
 r y
a
m
um LEARNING MATRIX
s eS
ur
Co

Individual Self Career

induced Learning self-management
(2) (11,12) (15,16, 17)

Organization Job Employee

induced Training Development
(3,4) (5,6,7,8,9,10) (13,14)

Short term Long term

11/12/2020 focus focus 8
 Ef
P r f i ci
od en
uc cy
tiv &

11/12/2020
ity
Co
ad mp
va eti
nt tiv
ag e
e
Em
Co plo
mm yee
itm
en
t
Em
Re plo
ten yee
t io
n
Ad
to apta
Ch tio
an n
ge
Inn
Fu ovat
Re ture ion &
ad
i ne
ss
Le
Benefits of investing in L&D of employees

De ader
t velop ship
9

me
n
11/12/2020
Learning - Whose Responsibility ? 10
Designing Effective Trainings

Relevant Contextualization Holding Attention

(shadowing over a phone (continuous probing within
call – BDM training) online sessions)

Participant Collaboration Valuable Outcomes

(learn from each other, e.g. (Incentives, competition
WhatsApp group) among hubs)

11
How do Children learn?

12
Explore, Experiment,
Play

13
 Opening new folders

There are limited folders. For new information, new folders are quickly created.
14
How Adults learn?

15
Categorizing information in existing folders
16
ADULT LEARNING

• Self directing
• Need to know Why
• Problem centered
• Immediacy of application
• Work related experiences
• Active recipients of direction/content

17
Never be afraid
of opening a
new folder!

18
 Don’t let the child in
you slip away so easily!

Be Playful !

19
Training and Development at BPOLAND
 Environment
Competition
High Growth
Strategy Talent Pool
Macro-economic Third Party
Captive
policies
Similar Process Orientation Repeat Client, Value addition

Recruitment Compensatio
& Selection n & Benefits

Learning &
Development
Simple, Standardized Complex, Specialized

Opportunities
Gurukool Case: India one and India two
What did the initiative not succeed?
 If anybody comes in
between you and your
dreams, tell him

GO TO HELL !

23
L&D – The Internal Marketing perspective

Employee Immediate manager

Undergo Training Provides employee bandwidth
Long term performance support Immediate performance

Top management Customers

Provides commitment & resources Ultimate evaluator of training
Long term firm sustenance Best product or service

Four Key Stakeholders 24

 Involve the stakeholders at all stages

DESIGN DELIVERY EVALUATION

IDEAS, SUGGESTIONS PARTICIPATION, FEEDBACK PERFORMANCE, OPPORTUNITY

IMPROVE
MAKE CHANGES 25
 Change related problems
Power
Imbalance

Informal
Organization

Task Formal
Task Loss of
Redefinition Arrangements Control
Challenges

Individual

Resistance
to change
26
NEEDS ANALYSIS FRAMEWORK

Organizational
Analysis

Task Person
Analysis Analysis

27
28
 What is the fundamental aspect
for ensuring transfer of learning ?

Create an environment of
Openness and
Receptivity!

29
KOLB’S EXPERIENTIAL LEARNING
CYCLE

Source: https://www.simplypsychology.org/learning-kolb.html
30
Kirkpatrick's Four Level Evaluation Model

Level 1
Reaction

Level 2
Learning

Level 3
Behavior

Level 4
Results

31
 ROE – Return of Engagement
Benefit of Behavioral training program
• More involved
• Giving more suggestions
• Low absenteeism
• More stress free
• Less accidents
• Better team player
• Less conflicts
• Productivity
• Retention

32
Everything that can be counted does not necessarily
count; Everything that counts cannot necessarily be
counted !

Albert Einstein

33
 Outdoor Experiential Training

Insurmountable Task Secret of success – “Team spirit”

34
 Passive view of learning Active / Constructivist view of learning
Empty vessel, Transfer of information Learners construct meaning only through active
engagement with the world

35
Learning through reflection

36
Any Idea why I use butterflies
as theme for today’s class?
37
In the change from being a caterpillar to
becoming a butterfly, you are nothing
more than a yellow, gooey, sticky mess.

You have to metamorphose in order to

change, and that will involve going
through the discomfort of being less and
less a caterpillar while you are in the
process of becoming a butterfly.

Expect the transition process to be

somewhat uncomfortable. And it
certainly requires some degree of risk.

38
 Set yourselves free !

Tune into the rhythm of

Life

39
Any Idea why I use
birds as theme for
today’s class?

40
What if I Fail ?

41
 Growth Mindset

https://www.youtube.com/watch?v=hiiEeMN7vb
Q

42
 LEARNING STYLES – WE ARE DIFFERENT

Risk Taking, Adaptive, Imaginative Ability,

Doing things, New Brainstorming
experiences

Problem solving, Task Logical, Create

accomplishment, theoretical model,
Productivity Integrated Explanations

43
Source:
I have two kinds of problems: the
urgent and the important. The
urgent are not important, and the
important are never urgent. 
Dwight D. Eisenhower

44
 Attention Residue

Sifting between work A and work B

45
 Deep Work
Professional activity performed in a state of
distraction free concentration

Creates new value

Improves your skills
Is hard to replicate

Intense periods of focus in isolated fields of

work fire brain circuits more effectively and
effortlessly.
46
 Strategies for Deep work

Schedule Distractions Develop a deep work ritual, everyday

Rest your brain, Allow it to shutdown

47
Source: Book titled Deep Work by Cal Newport 
Learning is messy
48
 49

Be Involved
 Case: Anand Automotive
Limited: Leadership
development process for
strategic impact

What is the operating context of AAL?

What is the process that Anand Automotive

Limited follows for their Leadership
Development?

50
51
Nine Box Grid:
Assess and make development plans  

Source: https://in.pinterest.com
 For Development

Cause and Effect cannot be established clearly

53
 Steps in Development Planning Process

Self Assessment Reality Check Goal Setting Action Planning

• Identify • Identify what • Identify goal • Identify

opportunitie needs are and method steps and
s and needs realistic to to reach the timetable to
to improve develop goal reach the
goal

54
 Succession Planning

• Identifies and prepares future company leaders

• Ensure smooth running of company when key executives leave
55
 A player

‘A’ players demand

excessive attention and at
the extreme, ‘A’ players
think more about what’s
good for Brand ME that
about what’s good for the
company.

56
 Importance of ‘B’ Players in
Organizations
• Bring depth and stability
• Counterbalance both ends of the bell-curve
• Know how to stay grounded
• In times of crisis, B players’ stability can be organization’s
saving grace
• Long term perspective helps negate paranoia, blame and
hopelessness
• Know change is inevitable – have weathered so many
before
• Have credibility with other members to share important
information and convey a sense of confidence
• Innate ability to mentor 57
 Nurture your B players
• Accept the differences – People may want different things
from life
• Give the gift of time – Since B players do not ask for
special attention, you might be ignoring them
• Recognize and Reward B players – Since they are
promoted less, it is important to let them feel appreciated
(e.g. handwritten thank you notes in a large newspaper
company)
• Offer choices – Create a system to allocate scarce
resources like compensation, promotions and coaching to
solid B players. (e.g. premium hotel chain in India -
coaching to identify natural roles and flourish in them,
alternate career trajectory)

DeLong & Vijayaraghavan (2003). Harvard Business Review. Let’s Hear it for B players 58
https://www.indiatoday.in/lifestyle/people/story/former-taj-head-chef-hemant-oberoi-on-26-11-we-lost-more-s
taff-than-guests-1622709-2019-11-26 59
 The ordinary heroes
of Taj

• A Values Driven Recruitment System

• Training Customer Ambassadors
• A Recognition as Reward System

Deshpande and Raina (2011). Harvard Business Review. The Ordinary Heroes of Taj
60
61
Case: No crying for training

It is a very interesting case about an employee

in China who starts to cry after a Career
training. You will relate to it.
It is small case and the last case for the course


62
 What is a Career
• Sequence of positions held within an occupation – Engineer, Project
Lead, Program Manager, Functional Manager and so on
• As characteristic of an employee – different jobs, positions,
experiences
• Protean Career: Based on self direction, Goal of a career is
psychological success: Feeling of pride & accomplishment that comes
from achieving life goals that are not limited to work achievements
• What is more in your control – Psychological Success or Traditional
Career Goal (salary Increase/promotion)?

63
What should you be focusing on as a Career Option?

Employment Employability

64
Career Goals Strategic Goals

Employee Employer

How do the two come together?

65
Is it ok to be emotionally overwhelmed at work?

66
Iceberg Model

Skills
Knowledge

Social role,
values, self
image, Trait,
Motive

67
Anything that’s human is mentionable, and
anything that is mentionable can be more
manageable. When we can talk about our
feelings, they become less overwhelming, less
upsetting, and less scary. The people we trust
with that important talk can help us know that
we are not alone.
Fred Rogers

68
Your presentation is your opportunity to teach !
69
Main Aisa Kyun Hun – Movie Lakshya

https://www.youtube.com/watch?v=gWn4Csu3Kc8
70
Classroom Scene – Movie 3 Idiots

https://www.youtube.com/watch?v=mPdf4tNPT6s
71
Lakshya toh har haal me pana hai – Movie Lakshya

https://www.youtube.com/watch?v=8DMF0U6xV78

72
 Okinawa, Japan
Highest number of centenarians !
Can you guess the reasons 73
 74

IKIGAI
Life’s Worth

Reason for which you wake up in the morning

75
76
Make 4 lists

77
 Find Your List Overlaps
• Look between the four lists you’ve just created. Do you see any
similarities between the elements? Do you notice any repeated words
or concepts? It’s okay if the concepts are abstract rather than specific-
meaning, if you wrote “designing” in the love column and creating in
the “good at” column these two elements are very similar and should
be noted.
• Put a star next to items that seem the most similar across any two lists
and circle any elements that seem the most similar across all for of
your lists.

78
Turn back to the circles

79
The last step in the process
is to craft your Ikigai by
making it a verb and
putting it into a sentence.
This sentence should
embody your life’s passion
and be drawn from the
similarities you found
between all 4 of your lists

80
 What you
love doing?
PA
S

N
SI

O
O

SI
N

IS
M
What the
What you are
world needs?
IKIGAI
good at?
VO

N SIO
CA

ES
TI

OF
ON

PR
What you
can be
paid for?

81
 IKIGAI

Carrying forth the Martial Art: 102 Catch fish for his family 3 times a Great, Great, Great Granddaughter: 102
week: 100

Source: https://www.ted.com/talks/dan_buettner_how_to_live_to_be_100#t-658948
82
Imagine the possibilities
-
if most people had jobs
that turned them on!
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Be in touch with yourself & Move from existing to living !

Strive to find your IKIGAI,

When in doubt, I am just a call away

84
ankur.jain@iimrohtak.ac.in
9916075677 85