Answer to Games Trainers Play

While writing a comment to a Blog Post of Abhijit Bhaduri on Games Trainers Play my comment become so big that it was a size of blog post.
Here is content paste of it.


In today’s era the average attention span you can hold onto people has reduced to 7 minutes (studies done in classrooms) thanks to smart phones. People will a switch off from any topic even if it is interesting when it goes beyond 15 minutes (studies done on MOOC and its audience). We are living in the world of pop-art-culture where we need marquee stuff (moving and popping stuff) happening around us to catch our engagement and attention thanks to TV and Internet. We literally have to beg to people to give us TUDA – Total UnDivided attention. Hence in my view fun and frolic way is best way of teaching and training.


I once did an experiment with my students. I detest trainers who are nothing but ball of pep-talk they jump and dance throughout the training. After the effect of pep-talk wears off people usually are weary and are not able to cope up with the grunge of work and life, they sabotage themselves for not able to imbibe new learning or curse the trainer for brainwashing them and showing them rosy picture within the closed doors of the seminar room uninterrupted by the world.


My experiment was simple, abstain from any form of pep-talk be straight face and give directly the nuggets of knowledge, concept, skills and experience. At the end of the session I realized that I failed, People were gloomy and were least enthusiastic even after getting the most power packed value learning. Learning lesson for me was, I need to be warm, motivated and inspired and be little pep-up. It’s essential glue needed for training.


Problem with reflective learning is it’s a single window of line of thought from which there is always possibility of branching and swaying away. You can slip from reflection introspection to mulling over and eventually landing up into a fantasy land of day dreaming and from that fantasy land no HR, manager or supervisor can possibly get you out. Further more you can’t really be sure if you have got the learning from introspection and quantifying it is next to impossible.


Reflective cognitive tools like journal and diary are not always applicable in all the cases. For example a batsman needs to peg the learning of what do and how to draw the bat every time a unique delivery of ball is made. He can’t use any gadgets, apps, or pen or paper he needs to register it in his muscle memory etc. Similarly a high level manager seldom stays on single computer screen or mobile screen or on a page of a report for long time. Instead he starts developing skills of intuition, reading between lines, gauging market, and assessing intention of people by looking in their eyes etc.

(image courtesy from Abhijit Bhaduri)