future-ready training and leadership with wali 2014

7/29/2019 Future-Ready Training and Leadership with Wali 2014

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Skill City: Asian Answers. To Asian Questions

Future-Ready Training

and Leadership 2014Wali Zahid, ceo Skill CityThe National Society for the Support of Education &

Bahrain: 21 March 2013 | Revised 20 January 2014


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Your expectations

What do you hope to achieve f

This hour? This topic?


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Whos Wali?


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Wali

Wali is a disruptor and trends-watcher.

He leads one of Asias longest-running Train Thenow in 14th year | 16+ locations | 1,000+ trainers

Wali runs Leadership for CEOs and Women in Lecourses in Asian capitals.


5/30 Skill City: Asian Answers. To Asian Questions

obsoledge


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i.e. obsolete knowledge most

are content with and pass aloMuch has changed in these few


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1 Future-ready training10 shifts


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Training Learni

1

Training and learning are two different things. The emphasis is not on trits on learning: the actual, measureable change of behaviour. So no mo

manhours, days, ROTI (return on training investment), TNA (training n


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Knowledge Practi

2

Knowledge is available at the click of a mouse. Hence, its cThe training courses (which are an expensive proposition) now nee

occasions for skills practice (learning by doing) though collaborativ


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Gap Streng

3

The earlier-generation TNA focused on gap analysis. So, people were stheir areas of deficit. That didnt help. Training efficacy came to nearly

need to train people in their strength areas so they achieve ex


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4

Linear Non-line

visuaTodays learner is not linear. So a PowerPoint slide like this wont work Use visually appealing data movie clips, video cases, training videos

type. In texts, use infographics or mind maps. Use one-word/one-gr


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5

Trainer Pee

Generation Y or Millennial learners (people born after 1980) are more rfrom peers as opposed to symbols of authority (teacher/trainer/manage

do not attempt to teach them. Instead, use peer learning and pee


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6

Classroom

training

Project-b

learningClassroom-based, face-to-face, trainer-led training results in lesser learand retention. Instead, give them a problem to solve or a classroom pro

They will be involved and the learnings will last longer.


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7

Comprehensive Bite-siz

Earlier emphasis on training to be comprehensive (so that we have the very structured, ambitious and for long hours is out. Half a dozen lear

may not work in a daylong training. Make it bite-sized. Small is


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8

Tried & tested Trial & e

PBLGen Xs emphasis on finding the best practice, tried & tested doesnt go

They want to learn by trial and error. Because there could be several

Hence, problem-based learning is in. Allow them to fail on class,


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9

Tell Ask

Telling perhaps never worked with any generation. It wont definitely wInstead, use ask the power of questions. Will do two things: one, ra

thinking, two, you wont come out as patronizing or sermon


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10

Critique Prais

In feedback, it used to be called constructive, areas of improvement oDoesnt work with majority of learners, particularly in public space/plena

them praise on where they have done better. Leave out gap areas. T


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2 Future-ready leaders10 shifts


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1

Extrovert Quie

Extroverts who spoke at length and dominated the airtime and thusleadership (read: limelight) positions have had their share. Enter quiet,

shy, awkward leader. Technology and social media has been an


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2

All-rounder Rough e

The earlier emphasis on leader to be an all-rounder (near-perfect in estrategy to execution, selling to teamwork) is misplaced. Shes not a su

everyone else, shes imperfect, with some rough edges. And tha


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3

Boss Pee

Gen Y doesnt believe in the boss concept. They want you to treat themhigh-performing workplace, you and they are likely to be responsible fo

areas. You are only their line manager; no show-off of your experie


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4

Transactional Transform

Transactional (give & take: you perform & Ill reward you!) now appeaCarrot & stick may not work with self-driven individuals. Instead, seduc

them with your ambition, vision, the impact, the difference you all are


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5

Control Autono

Control function was so paramount that it was part of the five manageNot anymore. Just like the word discipline, control has got negative co

people need is autonomy (of course with system providing self-acc


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6

Manager

oversight

Homewo

The leader or manager needed to see people in front of their eyes to bworking right. With homeworking becoming a serious phenomenon, a

wont be seeing their direct reports for months. Prepare for this


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7

Do more Do les

More was considered better. Longer hours of work. Bigger control spanstructures. More meetings. What is in now are no or fewer, shorter me

hour workday (much less if you are self-employed). Flatter teams. 3/4 th


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8

Multitasking Mono tas

Just like extrovert leaders, multitasking was considered an asset. New rnothing gets done in multitasking. Enters mono or single tasking. As D

explains in Focus, leaders can use apps that block other tasks while y


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9

Appraise Develo

Annual appraisal was once an integral part, now its emerging as crimlowering, time- and money-wasting. Killing teamwork. Instead of appr

them. Blind your eyes from their weaknesses. Focus only on strength


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10

Only one

success fit

Many

success rThere was a misplaced emphasis on single-route success. Leaders whhard work, or respecting their bosses, or by being creative expected th

the same. No more! There are as many routes to success. Laziness


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More from Wali

! Great Training in 10 Simple Steps (ebook & flipbook, iB! The Theory Part with Wali Learning about Learning (! Train The Trainer workbook (manual & PPt)! Value-Based Trainer (PPt)! Learner Readiness and Walis Will-Skill Matrix (PDF, P!

Learning Preferences of Generation Y (PPt)! The Future of HR @ SHRM conference (PPt)

Google these


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Thank you!

Wali [email protected]

www.skillcity.co

+92 300 820 1 88 9

+971 50 2 55 3 88 7+973 3416 0522

fb.me/skillcity

future-ready training and leadership with wali 2014

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