Skip to main content

Why are Trainers running behind International Training Certifications

This was a question raised by Naina Mehta in Trainers Forum.

My answer:
Thank you for the question which everyone probably wanted to ask but dared not?

Before we get stuck-up with blaming our Indian fascination for everything 'phoren', let me offer a perspective. As I have been a 'Certified Trainer' in International programs as well as I deliver my own conceptualised "Training Programs", I hope to present a balanced opinion

1. What is an International Certification? A certification allows you to deliver a particular training program with it's modules (this generally is an Intellectual Property program which has it's base on some research, book, thought or philosophy). This certification allows one to deliver this program across the globe or pre-defined areas (as per the contract signed with the intellectual property holder). Usually these modules are very structured (a few cultural variations allowed) but the trainer can't bring in his own content to the program. The methodology, activities, games etc. are standardised, generally designed by Content Developers who have studied human psychology, tried and tested the content, pedagogy and it's impact on the participants and the transfer of learning's to the workplace. A certification shows your competency to deliver these specific training and it doesn't mean that you are a certified trainer for all kinds of training programs.

Advantages: Structured, researched, planned modules with focused key deliverable

Disadvantages:
For a culture like ours, the data /content-driven approach may not connect with many participants. Lack of customisation (the modules being predesigned) is another challenge.

Note: There are some quality-conscious International Training companies who wouldn't certify if the person can't grasp the content or if the person can't deliver as per their methodology/pedagogy. These certifications are intense, run up to a week, only 4-6 participants are allowed in this TTT and the qualifying percentage is about 25% only.

Who prefers such certifications?: Usually MNC's and Indian Global Co's prefer such certified trainers as the training intervention being a Global L&D initiative, they can be assured that the content and the delivery is standardised (a minuscule % of cultural variation is acceptable).

Cost of such programs?: International training rates apply. The trainer gets a small fee but the bulk would go for IPR and for organisational costs of R&D, Content Development, Videos, Marketing etc.

Is Certification necessary? For delivery of these IPR training programs, YES.


2. Can't we have Indian Certification? Yes, Why not?
But honestly how many of us Trainers / Training Companies really put efforts to research, develop, conceptualise, contextualise our Training. One doesn't even document the questions asked in the room and neither the off-hand feedback received by the Trainer. There is generally no standardisation. The program could be the same but each Trainer puts in his own variation, brings his own content to the room based on the comfort level of his/her delivery and/or knowledge. Ice-breakers, energisers, activities are used randomly without even understanding the connection between the subject and the debrief. Some of our trainers are on a "gimmicky" platform aiming to get the "wows" in the room.

Advantages: Does well for Motivational, Sales training etc. Scores high on rating's. If single Trainer approach then works well.

Disadvantages: No research background, no clear content road-map, no validity of what one is saying in the room.

Note: There are few quality-conscious Indian Training companies who are doing a great job. They run TTT's, certify trainers who can deliver the content and keep a check on the delivery of the trainer's.

Who prefers such trainers? Usually localised Indian Co's/SME's who would prefer the same Trainer to run these trainings at all their locations. This itself assures them of standardisation and customisation. MNC's also prefer such trainers if there are budget constraints (local budget), the program is generic and they would want the same trainer to deliver the training at all locations.

Is Certification necessary? For delivery of such training programs, NOT NECESSARY.

3. Why are we running behind such International Certification?
Few counter-questions:
Why are people running for Management Degrees?
Why run after IIM programs or a ISB certification?
Why run after a US MBA or a Doctorate or an additional qualification?
Those who know the difference vis-a-vis to our local degrees and the 'A' category B-schools would know what I'm talking of...

Another question - If not such International Certification then where do I get such certification in India? Those of you who will point out to ISTD, we all know that the ISTD Diploma has to be revamped immediately and made more practical. Further this certification needs to be validated by International Associations/organisations... only then will the world value Indian Training certification (like our IIT's, IIM's etc).

I hope I could bring a bit more light to these debate.

Comments

Popular posts from this blog

"Improvising For A Culture of Collaboration" published in Human Capital Jan 2018 issue

(This is the text version of my article that appeared in the magazine Human Capital January 2018 issue Vol.21 No. 8)

Usually Managerial responses to any proposition ranges from a direct “No” to “NO, but” and then “Yes, but” to a direct “Yes.”. The magic of “Yes,…. And” is acceptance, and then acts as a building brick, a movement forward to the original idea.




Improv is a short form of the noun improvisation. And Improv! can happen anywhere and everywhere! Anyone who has viewed the UK fav show “Whose Line is It Anyway” would know the speed in which the actors improvise on the show builds a hilarious, fun-filled banter.
Improvisation has been used as a Drama tool for many years and it can train an artist to agility & in-the-moment thinking especially when a co-artiste forgets a dialogue or goes wrong on a particular action.
I have used this tool to train Public Speakers especially the ones with stage fright as this tool immensely helps if one goes “blank” in front of an a…

TED videos: Do they really make one a great presenter?

Just watching TED videos, if one could have been made a hell of an impactful presenter!, then we would have long left the data point that “Speaking in Public is the No. 1 Fear”.
And probably it would have been close of business for many of us who specialize in training and coaching people on Hi-Impact Presentation Skills.
So what happens when one does watch TED videos regularly? My 2 bits coming from having many training & coaching relationship with aspiring presenters is that many of them who watch these videos regularly, end up just becoming good if not great  ‘mimics!’.
Because consistent watching of TED videos (as the environment is completely different from an organisational setting) you may tend to pick up styles that large group speakers use in such open forums.  You may love the pizzaz and the oration they use, but frankly, can you really use these mannerisms back into your workplace and what if you end up using such oration in client presentations. Rather than ebing an ena…

13 Ways to Engage Gen Z - published by Human Capital December 2017 issue

We have for ever lived in hierarchy. We had Rajwadas, and Raja’s and Rani’s! And then the Maha Mantri, the Mantri’s and the Peshwa’s. We lived in Hierarchy. Then came the Queen from land-afar and this took the whole hierarchical bit 100 notches higher.
And then in spite of democracy for the about last 70 years, we still are deep-rooted in hierarchy.  Organisations are legal entities and yet we have similar hierarchical structures that define many aspects in an organisation from decision-making, office-cabins, cafeterias (esp. in manufacturing) and where one is allowed to Park etc. In some places even the Washrooms are hierarchical rules of entry.
Funnily, many curse these discriminations however the same people aspire promotions not for the challenge of the enhanced deliverables or for the sense of leading people, but mostly for the ‘power’ that they would enjoy in those positions.
However, as Bob Dylan professed in the 60’s in his song The Times They Are A-Changin'  especially the…