REBT

&

WORK PLACE

EFFECTIVENESS

TRAINING – A SYNOPSIS

Submission By: Nutan Rao

NUTAN S RAO
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As an Independent business partner with DOOR TRAINING & CONSULTING

INDIA, my profile includes CONSULTING & TRAINING.

In the last 5 years of Consulting & Training A CONSTANT CHALLENGE

THAT I FACE & THE INDUSTRY FACES IS:

85% OF ALL TRAINING INTERVENTIONS FAIL.

I will attempt to hypothesize & experiment on how REBT can increase the

overall effectiveness of a training intervention.

Hence, I will cover the following topics in brief:

1. Gaps that we try to address in soft skills trainings.

2. Current models of intervention & its effectiveness.

3. How REBT can intervene.

GAPS THAT WE TRY TO ADDRESS

The current gaps that we try to address through our trainings are: how to

say NO, how to manage time effectively, how to negotiate, how to sell,

how to lead… The list is inexhaustible. We design the following trainings

to meet the above gaps: Assertiveness skills, Time management,

Negotiation skills, Consultative selling process, Effective leadership

NUTAN S RAO
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 CURRENT MODELS OF INTERVENTIONS & ITS

EFFECTIVENESS

When we suggest any training to any organization based on a TRAINING

NEED ANALYSIS done: the intervention could be either TRAINING ON TASK

OR training on RELATIONSHIP.

Training APPROACH:

 Why it is to be done – the “what’s in it for me” of a program.

 What is to be done – the new expected result.

 How it is to be done – the behaviour/task to reach the above result.

The above approach is currently adopted across the industry. HOWEVER,

if the individual has his own set of perceptions which impede his change

process, like :

 Let my boss do the right things first, ONLY then I will change OR

with a boss like mine, I can’t change.

 Let the organization change their procedures ONLY then I will

change OR in my organization things work differently.

 I don’t think I can do it, even if I wish to, hence I can’t change OR

this is not how it works.

Then, change becomes difficult to implement & further to sustain.

NUTAN S RAO
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IDENTIFY THE PROBLEM: the problem is not the TRAINING MODULES….

THE PROBLEM lies in the participants minds. UNLESS THE TRAINER

PREPARES A MIND… WHICH WILL ABSORB THE LEARNING….. THE SAID

MODULES WILL NOT PLANT ITSELF IN THEIR MINDS. INORDER TO

PREPARE THEIR MINDS…. WE WILL HAVE TO BREAK THEIR

CONDITIONING…. BREAK THEIR PARADIGMS…. PLANT A NEW MINDSET OF

TAKING RESPONSIBILITY FOR THEIR GROWTH.

HENCE, REBT CAN HELP HERE.

HOW REBT CAN HELP ?

If any individual wishes to better his self-management skills – it could be

achieved only through building self-awareness. Hence even before giving

the individual tools of self-management, the trainer could start with

teaching self-awareness.

1. PREPARATION STAGE:

Check which were the last 2 programs they attended:

(WE DO THIS in order to bring to light that training programs could be

wonderful but what happens when it is time to implement the learning

from the program to actual work & life? What goes wrong?)

2. CIRCLE OF CONTROL / INFLUENCE

Will introduce a circle of control / influence… asking questions like:

NUTAN S RAO
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 • what are the things that are beyond your influence and control

• what are the things that you can influence

• what are the things that you can control

METHODOLOGY USED: STORY TELLING (DIDACTIC) & THEN

QUESTIONING (SOCRATIC – do usefulness check, reality check &

logical understanding)

LEARNING: this is to teach them to stop passing the blame to the

external world & other people whom they cannot change / nor influence.

SELF AWARENESS: WHAT AM I DOING/NOT DOING THAT IS

INHIBITING MY GROWTH.

SELF MANAGEMENT: ASK MYSELF: WHAT DO I WANT & WHAT CAN

I DO TO ACHIEVE WHAT I WANT.

HAVING brought about the self-awareness, we need to now look at the

paradigms that they have collected in the way they work.

3. PARADIGMS:

PARADIGMS are models to interpret events, situations & stimulus around

us. As long as a situation is true – its OK to carry a certain paradigm, but

in case of change in situation or any of the hygiene factor one should

preferably re-look at the old paradigm.

METHODOLOGY USED: STORY TELLING (DIDACTIC) &(SOCRATIC – do

usefulness check, reality check & logical understanding)

NUTAN S RAO
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LEARNING: MAKE THE B – C CONNECTION: QUESTION URSELF, YOUR

THINKING & WHETHER THINKING IS ALIGNED TO YOUR GOALS.

SELF AWARENESS: MY BELIEFS DICTATE MY ATTITUDE

SELF MANAGEMENT: FUNCTIONING COMES WHEN YOU USE ADULT

WAY OF THINKING & QUESTION YOUR OWN BELIEFS.

4. ACTUAL TRAINING PROGRAM CONTENT

HERE the actual content of the training program would feature. ENSURE

THE METHODOLOGY OF THE TRAINING COVERS LOTS OF DELIBERATE

PRACTISE EXERCISES ABOUT THE NEW BELIEF & BEHAVIOR BEING

IMPARTED.

5. FROM COMFORT ZONE TO CHANGE ZONE… the labour pains.

ANTICIPATE possible hindrances / road blocks to implementing the new

beliefs, behaviours & tools.

METHODOLOGY: ASK questions like  why is it difficult to change

(comfort zones), what other things contribute to the difficulty

(environmental factors , other people, sarcasm, our own belief system,

low frustration tolerance to change, awfulizing the change process,

demanding an immediate benefit OR a perfect solution through change).

LEARNING: CHANGE MANAGEMENT is an internal process. Its difficult &

requires deliberate practise initially until it becomes unconscious

competence.

NUTAN S RAO
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