Professional Development Qualification (PDQ) Training in Soft Skills for enhanced productive performance
Knowledge is power! This has been running around in corporate circles and even in our societies for a long time. Unfortunately, most people make it a point to attain knowledge and put the efforts to rest. Often, this does not result in required outcomes.
Let us take an example:
Suppose you wanted to become skilful at something. Anything, Golf, karate, selling refrigerators, negotiating, making presentations, being a “leader” instead of just a manager – whatever. The point is, you want to become truly proficient. Your objective is not just to know something about the thing; you want to be able to do the thing, and do it well. Would you:
- Read a book?
- Watch a video?
- Hire a motivational speaker?
- Attend a seminar?
- Try a few role-plays?
- Practice with an expert coach under realistic working conditions until you achieve fluency?
The answer is obvious. Any of the first five choices could provide some useful information about the skill but only the last choice will turn potential talent into demonstrable competence. Why? Because when you do something repeatedly – trying to perform up to an explicit standard – your mind and body get the “feel” of doing it proficiently. And the “feel” of doing it is the skill. You can confirm that statement with your whole life’s experience. If you don’t acquire the feel, you haven’t acquired the skill. Further, the feel is acquired only by using the skills to produce a real result: a good golf stroke, a sale, a successful negotiation.
Knowledge isn’t Power. Competence is Power.
Power is the ability to create a desired effect. And creating desired effects is what we mean by “performance.”
This concept note is Flowers School of Technology and Management (FLOWERS) expressed intention to provide consulting/training services for the development of a customised soft skills training module and the subsequent training of departmental managers and associated staff of [XYZ]. This miniature document sets out our understanding of the responsibilities required of us and how we intend to provide the high impact training services under the engagement should we be given the opportunity to both bust the myth and offer departmental managers and their staff the tools they need to gain authority in Interpersonal Skills such as Persuasion, Leadership, Constructive Communication, Impressions, Situation Assessment, Conflict Resolution and so on.
The overall goal of the proposed training programme is to adequately equip organisational personnel or individuals in positioning them to maintain high performance standards, low conflicts and constructive dialogues for idea creation in the teams and a healthy and happy work atmosphere for everyone.
We employ real time situations, conflicts and participation of top as well as middle management for our exercises and progress to create a result based training programme. The training programme does not end with a few days of classroom exercises and educating material, but regular support is given to the organization as and when required. Further, we do not follow a one-size-fits-all approach and before delivering the programme, we meet up with the top management as well as supposed beneficiaries of the training, take down their concerns and then concentrate on the issues at hand.
We usually keep one day of education session; two days of training exercises and development techniques; and then one day of reunion and sharing of experiences with a gap of at least 6 weeks. In between, we follow up and keep regular contact with all participants and provide coaching and assistance as and when required.
The customised training module will take into consideration the personality types of participants, types of conflicts, the view-point of management, key performance measures requiring a boost, on the one hand and the knowledge and skills gaps identified from our assessments on the other.
The customised training will be structured in a manner that will minimise disruption to the company’s operations and at the same time making sure that there is adequate balance between course content, staff ability, and course duration and staff productivity. Meeting this delicate and critical balance without compromising quality, effectiveness and efficiency will require cooperation, commitment and understanding from all stakeholders in the programme.
As a service provider, we are committed to working with you to ensure that the overall objective of this programme is achieved cost-time-resource-effectively.
Customised technical course duration ideally spans 4 to 5 training days (which could be taken on Saturdays or weekdays or half-Saturday half-Sunday = one day or scheduled with respect to participants’ working conditions in terms of days and times suitably allocated for continuing professional development training schemes) known as physical assemblies (meetings), practically as a function of each department manager’s level with respect to course theme.
The proposed Course Faculty, Yugank Bhardwaj, holds a Masters degree in International Business from University of Pforzheim, Germany and Bachelors degree in Marine Engineering from Marine Engineering and Research Institute, India.
He has worked for over 8 years in various fields and capacities, such as Engineering, Consulting, Banking, Pharma, Technology, and Professional Development Qualification (PDQ) Training.
The Course Faculty has vast experience in teaching and knowledge and skills transfer in Europe and Asia in the fields of Project Management, Innovation Management, Sustainability and Soft Skills. He has worked for Fleet Management Ltd. (Noble Group, Hongkong), Ernst and Young, Commerzbank AG, Dürr AG, Innoplexus, and also as an entrepreneur with his own technology company.