Dear friends It's been now quite some time I have been appearing for training manager interview with many organisations but I fail repeatedly . And amazingly it's not because of lack of knowledge. It's simply because of articulation. So required your suggestions in articulating thoughts to deliver to get buy in.
Thanks
Anjan Roy
From India, Delhi
Thanks
Anjan Roy
From India, Delhi
Hi Anjan, A training professional is supposed to have excellent communication skills. If you are not able to articulate your thoughts then may be you are not in the right profession.
From India, Delhi
614From India, Delhi
Dear Anjan,
You have given information about your failures in interviews for the post of Training Manager. However, you have not written why you consider yourself eligible for this post? Have you worked in the training department anywhere? If yes, what type of job it was? Did you handle delivery? What type of training have you delivered?
Whether worked as trainer who handled delivery or just organised the training programmes, it is important for either professional to keep in mind the outcome of the training activities. How did you measure the ROI on training?
Your poor articulation is because of your lack of confidence and lack of confidence could be because of your knowledge of the subject of employee training.
Therefore, please clarify further on your post.
Thanks,
Dinesh Divekar
From India, Bangalore
You have given information about your failures in interviews for the post of Training Manager. However, you have not written why you consider yourself eligible for this post? Have you worked in the training department anywhere? If yes, what type of job it was? Did you handle delivery? What type of training have you delivered?
Whether worked as trainer who handled delivery or just organised the training programmes, it is important for either professional to keep in mind the outcome of the training activities. How did you measure the ROI on training?
Your poor articulation is because of your lack of confidence and lack of confidence could be because of your knowledge of the subject of employee training.
Therefore, please clarify further on your post.
Thanks,
Dinesh Divekar
From India, Bangalore
How did you decide articulation was sole reason for rejection interview?
Many interviewers are experienced people who can see beyond articulatory failure.
You need to do more self analysis of reasons.
You need to practise your speaking skills and remember if you have good articulation skills the delivery of trianing material in your class would look easy and seamless.
People should readily understand what you articulate and do not have to look behind the curtain to realise meaning.
From India, Pune
Many interviewers are experienced people who can see beyond articulatory failure.
You need to do more self analysis of reasons.
You need to practise your speaking skills and remember if you have good articulation skills the delivery of trianing material in your class would look easy and seamless.
People should readily understand what you articulate and do not have to look behind the curtain to realise meaning.
From India, Pune
Hello Anjan Roy,
Frankly, I think your problem is NOT what you think......articulation.
It's more to do with the 'level' & 'reach' of the articulation that you seem to exhibit/practice.
For eg., Dinesh asked ~5-6 queries in this very thread & your reply was a single liner [more of a judgemental one at that] WITHOUT ADDRESSING any of his queries. I don't think I would be very off-the-mark to presume your level of articulation would have been about the same even during your training sessions. Nothing wrong per se in this.....very often people tend to overlook their habitual nature--UNLESS someone points it out & gives impartial advice to overcome such shortcomings.
Generally any Trainer tends to give MORE info than needed during a session....to cover the topic from a holistic angle.
Hope you get the point.
Suggest give the FULL picture on the points Dinesh raised--I am sure members would be able to help you with ACTIONABLE suggestions.
Rgds,
TS
From India, Hyderabad
Frankly, I think your problem is NOT what you think......articulation.
It's more to do with the 'level' & 'reach' of the articulation that you seem to exhibit/practice.
For eg., Dinesh asked ~5-6 queries in this very thread & your reply was a single liner [more of a judgemental one at that] WITHOUT ADDRESSING any of his queries. I don't think I would be very off-the-mark to presume your level of articulation would have been about the same even during your training sessions. Nothing wrong per se in this.....very often people tend to overlook their habitual nature--UNLESS someone points it out & gives impartial advice to overcome such shortcomings.
Generally any Trainer tends to give MORE info than needed during a session....to cover the topic from a holistic angle.
Hope you get the point.
Suggest give the FULL picture on the points Dinesh raised--I am sure members would be able to help you with ACTIONABLE suggestions.
Rgds,
TS
From India, Hyderabad
If you want to be a trainer you must have extra ordinary communication skills with exceptional knowledge not in specific area . Your observation skills should be much much greater then the audience because you have to quickly answer their question and satisfy them with your answer with quick understandable examples . i would recommend you to visit Torque turning force website and contact umair jaliawala he is one of the best international trainer he will definitely guide you to be a effective trainer because his mission is "turn individuals and organizations on "
From Pakistan, Karachi
From Pakistan, Karachi
Dear Devekar & Sateesh.
Its great to have your enriched inputs. let me tell you in details for you and others to understand my profile well.
Total 5 years experience in Training - working as a manager Training in a Reputed Retail MNC
My expertise into retail training includes : Induction. Classroom & OJT to enhance the competency at Sales promoter, Store Manager & District manager level. starting with root cause analysis of the symptoms ( Low sale, low UPT, declination in Customer service standard etc.) and finalizing the out come of the expectation of my customer ( sales & Operation) we conduct the test to determine what kind of GAP it is. Knowledge Gap or Execution gap. taking under consideration of knowledge GAP and the expected out come (Measurable) entire module is developed and circulation of the execution calendar being sent to the concerns and to the priority stores . ensuring 7 days / 15 days & 30 Days follow up method after post test of classroom training .supported by 3 days OJT. and srat tracking the performance of the individuals on call and visiting the stores .
In this entire process we also define the ownership level of execution. and process goes on..
I am eagerly waiting for your response if anything i am missing which is stopping me to articulate due to knowledge
Regards
Anjan
From India, Delhi
Its great to have your enriched inputs. let me tell you in details for you and others to understand my profile well.
Total 5 years experience in Training - working as a manager Training in a Reputed Retail MNC
My expertise into retail training includes : Induction. Classroom & OJT to enhance the competency at Sales promoter, Store Manager & District manager level. starting with root cause analysis of the symptoms ( Low sale, low UPT, declination in Customer service standard etc.) and finalizing the out come of the expectation of my customer ( sales & Operation) we conduct the test to determine what kind of GAP it is. Knowledge Gap or Execution gap. taking under consideration of knowledge GAP and the expected out come (Measurable) entire module is developed and circulation of the execution calendar being sent to the concerns and to the priority stores . ensuring 7 days / 15 days & 30 Days follow up method after post test of classroom training .supported by 3 days OJT. and srat tracking the performance of the individuals on call and visiting the stores .
In this entire process we also define the ownership level of execution. and process goes on..
I am eagerly waiting for your response if anything i am missing which is stopping me to articulate due to knowledge
Regards
Anjan
From India, Delhi
Dear Anjan,
First and foremost, my name is Dinesh Divekar and not what you have written. As a Training Manager, you ought to be fastidious and perfunctoriness has no place in the profession of training!
Though you are Training Manager of reputed Retail Store for the last 5 years, it appears that you are yet to understand the concept of communication. Personal communication is different from the concept of communication. For you, it took three posts to explain the nature of your requirement or challenge and that too after prodding by several members. Your first two posts hardly justify your stature. Far from guiding the junior members of this forum, it is you who need to be told how to improve your communication. Quite sad to note this!
You are yet to understand how to present information in a sequential manner. I doubt whether you read newspaper articles. There are two types of reading. One is to understand the contents or viewpoint put forth by the columnist and another is to understand the communication style. Read the articles and start making notes on in what sequence the article was written. This will help you in augmenting your own communication style. Generally, most of the articles or editorials in written in Introduction-Cause-Result-Conclusion (ICRC) format. You need to do analysis whether this or any other sequence was followed.
Now about Retail Training. The most important part of the retail training is on various costs associated with your business. I doubt whether you have conducted any training to optimise the following costs:
a) Cost of stock-out or lost sale
b) Inventory carrying cost at retail store
c) Inventory carrying cost at the warehouse
These are three major costs of your business. Your training efforts should be directed towards optimising these costs. Everything else is secondary.
In addition to the above costs, you need to conduct the training on Demand Forecasting also. You have done gap analysis but then going further, you need to measure whether by filling that knowledge gaps whether you could optimise the above costs. Sans this hardcore data, your interviews could be appearing superficial to the interviewers. Hence the turning down of your candidature!
All the best!
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
First and foremost, my name is Dinesh Divekar and not what you have written. As a Training Manager, you ought to be fastidious and perfunctoriness has no place in the profession of training!
Though you are Training Manager of reputed Retail Store for the last 5 years, it appears that you are yet to understand the concept of communication. Personal communication is different from the concept of communication. For you, it took three posts to explain the nature of your requirement or challenge and that too after prodding by several members. Your first two posts hardly justify your stature. Far from guiding the junior members of this forum, it is you who need to be told how to improve your communication. Quite sad to note this!
You are yet to understand how to present information in a sequential manner. I doubt whether you read newspaper articles. There are two types of reading. One is to understand the contents or viewpoint put forth by the columnist and another is to understand the communication style. Read the articles and start making notes on in what sequence the article was written. This will help you in augmenting your own communication style. Generally, most of the articles or editorials in written in Introduction-Cause-Result-Conclusion (ICRC) format. You need to do analysis whether this or any other sequence was followed.
Now about Retail Training. The most important part of the retail training is on various costs associated with your business. I doubt whether you have conducted any training to optimise the following costs:
a) Cost of stock-out or lost sale
b) Inventory carrying cost at retail store
c) Inventory carrying cost at the warehouse
These are three major costs of your business. Your training efforts should be directed towards optimising these costs. Everything else is secondary.
In addition to the above costs, you need to conduct the training on Demand Forecasting also. You have done gap analysis but then going further, you need to measure whether by filling that knowledge gaps whether you could optimise the above costs. Sans this hardcore data, your interviews could be appearing superficial to the interviewers. Hence the turning down of your candidature!
All the best!
Dinesh Divekar
Bangalore - 560092
From India, Bangalore
Dear All
To have more clarity on suggestion , let me tell you little about me.
In my 5 years of training career 4 years i have worked with one of top most company in the world as a training Manager . and now for last one year I have been working with one of top 100 fortune company( Retail Industry). (If knowledge was the key element of my failure in the interview, Probably experienced people in this companies would have rejected me then & there.- Answer to Mr. Nathrao's Doubt)
Taking people development under consideration in retail segment ( development of Knowledge , Skill and Motivation) its important to have root cause analysis of every symptoms ( declination of Service , Sale etc), expected result, maturity of audience, Educational and professional experience to start any development of content and assessment procedure. which are integrated part of the development to meet the competency level of every individual.
My job is to ensure the execution of planned actionable on time with systematic manners resulting effectiveness in the business.
I guess above brief of my profile will help all of my friends to put their suggestion on right directions
Thank you!
Anjan Roy
From India, Delhi
To have more clarity on suggestion , let me tell you little about me.
In my 5 years of training career 4 years i have worked with one of top most company in the world as a training Manager . and now for last one year I have been working with one of top 100 fortune company( Retail Industry). (If knowledge was the key element of my failure in the interview, Probably experienced people in this companies would have rejected me then & there.- Answer to Mr. Nathrao's Doubt)
Taking people development under consideration in retail segment ( development of Knowledge , Skill and Motivation) its important to have root cause analysis of every symptoms ( declination of Service , Sale etc), expected result, maturity of audience, Educational and professional experience to start any development of content and assessment procedure. which are integrated part of the development to meet the competency level of every individual.
My job is to ensure the execution of planned actionable on time with systematic manners resulting effectiveness in the business.
I guess above brief of my profile will help all of my friends to put their suggestion on right directions
Thank you!
Anjan Roy
From India, Delhi
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