I conduct many training programs on management systems in a month ,and during the training I give my full life energy to it.
One of the ways is to try to address people with their name .
It is a herculean task but I keep trying .Within 20 minutes(with God's grace) I remember all the names.
Recently I conducted one training of executives , in which I kept requesting one person to give real life examples of the subject matter we were discussing, addressing the person with name and designation.I was also addressing others in the same way, mostly without designation.
Also I encourage discussion in the trainings , but without digression.
About 20% of the audience was claiming that the management systems implemented were a mere waste.
One set of two people among them, were vehemently saying so .
After two days I got a complaint from that person (whom I referred to ) saying that I had "hurt the person", "addressing in an offensive manner and saying that they have not done anything useful,without going into the facts "
In fact ,I had asked for evidence to the contrary of what their own members were saying, whether the systems are really useful and what they have improved?I gave opportunity to defend against the offensive team
The main point of the complaint was I had said "you have done nothing ",which I had not said,but their own members said.
I remember very well to have pointed to the list of benefits, listed by me on the board and asking for evidence, I did not say anything beyond it.
Since I was not privy to their internal matters,I could not say anything further.
I immediately apologized unconditionally for having offended the person .
Any way this also was a learning to me.
Too much involvement in the training from my side ,may backfire.
What do you feel?
One of the ways is to try to address people with their name .
It is a herculean task but I keep trying .Within 20 minutes(with God's grace) I remember all the names.
Recently I conducted one training of executives , in which I kept requesting one person to give real life examples of the subject matter we were discussing, addressing the person with name and designation.I was also addressing others in the same way, mostly without designation.
Also I encourage discussion in the trainings , but without digression.
About 20% of the audience was claiming that the management systems implemented were a mere waste.
One set of two people among them, were vehemently saying so .
After two days I got a complaint from that person (whom I referred to ) saying that I had "hurt the person", "addressing in an offensive manner and saying that they have not done anything useful,without going into the facts "
In fact ,I had asked for evidence to the contrary of what their own members were saying, whether the systems are really useful and what they have improved?I gave opportunity to defend against the offensive team
The main point of the complaint was I had said "you have done nothing ",which I had not said,but their own members said.
I remember very well to have pointed to the list of benefits, listed by me on the board and asking for evidence, I did not say anything beyond it.
Since I was not privy to their internal matters,I could not say anything further.
I immediately apologized unconditionally for having offended the person .
Any way this also was a learning to me.
Too much involvement in the training from my side ,may backfire.
What do you feel?
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