Future-ready training and leadership - Wali Zahid 2014

Skill City: Asian Answers. To Asian Questions skillcity.co

Future-Ready Training and Leadership 2014 Wali Zahid, ceo Skill City The National Society for the Support of Education & Training Bahrain: 21 March 2013 | Revised 20 January 2014


Your expectations

What do you hope to achieve from

This hour? This topic?


Who’s Wali?


Wali

Wali is a disruptor and trends-watcher. He leads one of Asia’s longest-running Train The Trainer, now in 14th year | 16+ locations | 1,000+ trainers trained.

Wali runs Leadership for CEOs and Women in Leadership courses in Asian capitals.


obsoledge


i.e. obsolete knowledge most of us are content with and pass along!

Much has changed in these few years


1 Future-ready training 10 shifts


Training

Learning

1

Training and learning are two different things. The emphasis is not on training any more; it’s on learning: the actual, measureable change of behaviour. So no more talk of training

manhours, days, ROTI (return on training investment), TNA (training needs analysis)


Knowledge

Practice

2

Knowledge is available at the click of a mouse. Hence, it’s cheap. The training courses (which are an expensive proposition) now need to provide occasions for skills practice (learning by doing) though collaborative methods.


Gap

Strength

3

The earlier-generation TNA focused on gap analysis. So, people were sent to training in their areas of deficit. That didn’t help. Training efficacy came to nearly zero. Now, we

need to train people in their strength areas – so they achieve excellence.


4

Linear

Non-linear,

visual Today’s learner is not linear. So a PowerPoint slide like this won’t work with them. YES! Use visually appealing data – movie clips, video cases, training videos, RSA Animate-

type. In texts, use infographics or mind maps. Use one-word/one-graphic slides.


5

Trainer

Peer

Generation Y or Millennial learners (people born after 1980) are more receptive to ideas from peers as opposed to symbols of authority (teacher/trainer/manager/parent). Hence,

do not attempt to ‘teach’ them. Instead, use peer learning and peer pressure.


6

Classroom

training

Project-based learning et al

Classroom-based, face-to-face, trainer-led training results in lesser learner engagement and retention. Instead, give them a problem to solve or a classroom project to manage.

They will be involved and the learnings will last longer.


7

Comprehensive

Bite-sized

Earlier emphasis on training to be comprehensive (so that we have the right ROTI!), thus very structured, ambitious and for long hours is out. Half a dozen learning outcomes

may not work in a daylong training. Make it bite-sized. Small is beautiful!


8

Tried & tested

Trial & error

PBL Gen X’s emphasis on finding the best practice, tried & tested doesn’t go well with Gen Y.

They want to learn by trial and error. Because there could be several right answers! Hence, problem-based learning is in. Allow them to fail – on class, and at work.


9

Tell

Ask

Telling perhaps never worked with any generation. It won’t definitely work with Gen Y. Instead, use ‘ask’ – the power of questions. Will do two things: one, raise their critical

thinking, two, you won’t come out as patronizing or sermonizing.


10

Critique

Praise

In feedback, it used to be called constructive, areas of improvement or development. Doesn’t work with majority of learners, particularly in public space/plenary. Instead, give

them praise on where they have done better. Leave out gap areas. They will know!


2 Future-ready leadership 10 shifts


1

Extrovert

Quiet

Extroverts who spoke at length and dominated the airtime and thus grabbed the leadership (read: limelight) positions have had their share. Enter quiet, ordinary-looking,

shy, awkward leader. Technology and social media has been an equaliser!


2

All-rounder

Rough edges

The earlier emphasis on leader to be an all-rounder (near-perfect in everything, from strategy to execution, selling to teamwork) is misplaced. She’s not a superwoman. Like

everyone else, she’s imperfect, with some rough edges. And that’s okay!


3

Boss

Peer

Gen Y doesn’t believe in the boss concept. They want you to treat them like a peer. In a high-performing workplace, you and they are likely to be responsible for separate result

areas. You are only their line manager; no show-off of your experience/years!


4

Transactional

Transformational

Transactional (give & take: you perform & I’ll reward you!) now appears so archaic. Carrot & stick may not work with self-driven individuals. Instead, seduce them, charm them with your ambition, vision, the impact, the difference you all are going to make!


5

Control

Autonomy

Control function was so paramount that it was part of the five management elements. Not anymore. Just like the word discipline, control has got negative connotation. What

people need is autonomy (of course with system providing self-accountability).


6

Manager oversight

Homeworking

The leader or manager needed to see people in front of their eyes to believe they were working right. With homeworking becoming a serious phenomenon, a leader perhaps

won’t be seeing their direct reports for months. Prepare for this shock!


7

Do more

Do less

More was considered better. Longer hours of work. Bigger control spans. More vertical structures. More meetings. What is in now are no or fewer, shorter meetings, a fewer-

hour workday (much less if you are self-employed). Flatter teams. 3/4 things on your JD!


8

Multitasking

Mono tasking

Just like extrovert leaders, multitasking was considered an asset. New research tells that nothing gets done in multitasking. Enters mono or single tasking. As Daniel Goleman explains in Focus, leaders can use apps that block other tasks while you achieve this!


9

Appraise

Develop

Annual appraisal was once an integral part, now it’s emerging as criminal. Morale-lowering, time- and money-wasting. Killing teamwork. Instead of appraising, develop them. Blind your eyes from their weaknesses. Focus only on strengths and results.


10

Only one

success fit

Many

success routes There was a misplaced emphasis on single-route success. Leaders who got it through hard work, or respecting their bosses, or by being creative expected their reports to do

the same. No more! There are as many routes to success. Laziness one of them!


More from Wali §  Great Training in 10 Simple Steps (ebook & flipbook, iBook, PPt) §  The Theory Part with Wali – Learning about Learning (ebook, PPt) §  Train The Trainer workbook (manual & PPt) §  Value-Based Trainer (PPt) §  Learner Readiness and Wali’s Will-Skill Matrix (PDF, PPt) §  Learning Preferences of Generation Y (PPt) §  The Future of HR @ SHRM conference (PPt)

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Thank you! Wali Zahid [email protected] www.skillcity.co +92 300 820 1 88 9 +971 50 2 55 3 88 7 +973 3416 0522 fb.me/skillcity

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Future-ready training and leadership - Wali Zahid 2014