Institut de Panache’s Post

Summer Special For Kids &Teens  Fresh batch starting from Monday, 22nd April Project Leadership  The participants will understand the quality of a good leader. They will be playing roles of leaders and working in teams with fulfilling activities. Public Speaking & Presentation Skills  This will help the participants overcome fear and hesitation of speaking in front of a gathering. By the end one will learn accurate body language and confidence.   Communication Express  To help participants learn the art of Interpersonal Communication , to enable them to enjoy deep, meaningful relationships and learn more about the Art of Small Talk; Conflict Resolution and Assertive vs Aggressive    Personality Plus  To help accelerate one’s personal growth. By the end of the workshop one will have a set of SMART goals, a habit tracker and the tool of Mind Mapping.   Restaurant Etiquette & Table Manners  The aim is to raise a kind and caring kid who uses good manners which be very beneficial to their future because good manners will command more respect, which could help them socially and academically   Grooming & Hygiene  Good grooming and hygiene are essential. It's never too early to start being concerned about your appearance - first impressions are everything.    Methodology-  All the participants will be doing solo presentations after being taught through the ADA (Activity Discussion Application) methodology. A 360 degree assessment / feedback will done for each participant by the experts, mentors, coaches & trainers.  To know more contact: + 91 9866334500 / 9000022114

As a speaker, I've been approached by many organizations to talk about the culture of humility. While I believe this training is essential for everyone to participate in, I usually decline invitations because I have a strong opinion on the matter. In my experience, attendees often come already stripped of their biases and strong opinions, wearing an armor they put back on once the training is over. I advocate for people to participate in such trainings from a place of respect and truthfulness while being honest with themselves. To have a lasting impact, participants should come to the training as we are, with all our biases, our prejudices, our naïveté as well as our hubris and egos. Let us be vulnerable and meet each other raw, just as we are. This way, the exchange we have will be from an authentic human engagement. As human engagement becomes more vulnerable, we can peel the layers that we all carry so that we can be accepted by one another. We can learn from each other, with all our flaws, with all our shortcomings, with all our naiveté! I recommend the culture of raw engagement! As I learn to bring my whole, vulnerable, and authentic self to every encounter, I believe that we can all benefit from doing the same. Let's embrace our biases, our arrogance, and our imperfections, and come together for a true culture of humility.

What advice would you give yourself, if you could go back in time to the first experience you had as a supervisor? What do you wish you had known? I am developing a new training for supervisors in higher education in my role with Academic Impressions and your insights can help others as they work to deepen their skills and abilities in this critical role.

This week, I gave a training that I had designed, built, and delivered, and my new supervisor shadowed the presentation since I'm still only five weeks into my new job. After the training, my supervisor said that everything flowed smoothly and that I was a great presenter. This was obviously very nice to hear, especially when I'm still so new into the position, but I was curious. "Out of curiosity, what do you feel like I specifically do that makes me a great presenter?" Asking this question opened the doors to learning that I have a skill to remember what the learners say earlier in the presentation and then work it in later in the training. I also learned that I am a very authentic presenter in that I am honest when I mess up and that I engage with the learners in an authentic way throughout the training. Hearing my boss' initial comments were very nice to hear. Asking one more question helped me better understand my unique strengths and how they impact the trainings I give. Don't be afraid to ask for a deeper explanation when you get feedback, positive or constructive. (And yes, there were a few minor things that we talked about changing for next time.)

Get Set Go:   - Exciting new content and curriculum for Kids, Teens, and Young Adults this summer.   - Fresh batch starts on Saturday, 4th May. Limited seats available.  Summer Enrichment Program Project Leadership:   - Participants explore the qualities of effective leadership.   - Role-playing as leaders, engaging in team activities. Public Speaking & Presentation Skills:   - Overcoming fear and hesitation in public speaking.   - Developing accurate body language and confidence. Communication Express:   - Art of interpersonal communication.   - Learning Small Talk, Conflict Resolution, and Assertiveness. Personality Plus:   - Accelerating personal growth with SMART goals, habit tracking, and Mind Mapping. Restaurant Etiquette & Table Manners:    - Cultivating kindness and consideration through good manners.   - Building respect and social skills for future success. Grooming & Hygiene:   - Emphasizing the importance of good grooming and hygiene.   - First impressions matter; start early for lifelong benefits. Methodology: •⁠ ⁠Utilizing the ADA (Activity Discussion Application) methodology. •⁠ ⁠Solo presentations followed by 360-degree assessment and feedback from experts, mentors, coaches, and trainers.  To know more contact: +91 9866334500 / 9000022114

Where does the real training magic happen? Well, it’s something I actually can’t take a picture of 🎩 🐇 It’s not in thoughtful questions, slides with data or experiential exercises (eventhough these are important as well, of course). The real magic happens when during a workshop: 🪄 participants experience genuine empathy from their peers 💫 their concerns about DEI are heard, without judgment 🔮 they feel safe sharing their challenges and receive a reassuring “I’ve been there.” ✨ they aren’t given simple answers to complex problems but are validated for seeking solutions 🌘 their efforts to foster inclusivity are acknowledged and appreciated True magic unfolds when people feel seen, valued and believed. The best part? This magic isn’t reserved for special, training moments—it can happen every single day. If you witness inclusive behavior, amplify it. Let that person know you see their efforts and appreciate them. We all thrive on that kindness and recognition. Are there any inclusive behaviours you’ve seen recently and you’d like to appreciate someone? Feel free to give them a shout out in the comment.

WHAT IF I WROTE ABOUT ANY RANDOM THING PER DAY FOR THE MONTH OF SEPTEMBER? Day 7 of 30 Hello LinkedIn, Today, I will be writing on Cultural Training Cultural training, often known as on-the-job training (OJT), is the process of passing on important knowledge and practices from one generation or employee to the next. This concept depicts how traditions and habits are passed along, sometimes without investigation into their origins. The story of "The Special Sauce" is a fascinating example of cultural training. Emma, a young woman, is making her renowned family recipe for barbecue sauce in the family kitchen. Her husband, Mark, is watching with curiosity as Emma adds various items to the pot. She also contributes a modest, unexpected addition: a dash of pickle juice. Mark, fascinated by this strange ingredient, asks Emma, "Why do you put pickle juice in the sauce? It feels strange." Emma says, "It's just the way my grandmother prepared it. She always believed it imparted a distinct taste. Mark, fascinated about the custom, asks, "But why did Grandma use pickle juice?". Emma is unsure of the exact reason, so she decides to call her mother to get more details. Her mother explains that the use of pickle juice was a tradition passed down from her mother, Emma’s grandmother. However, her mother doesn’t know the origin of the tradition either, only that it was Grandma’s way of making the sauce special. Determined to find out what's going on, Emma contacts her grandmother's old acquaintance, who still lives in the region. Following some talk, her grandmother's companion discloses the original motive for the pickle juice: When Grandma ran out of vinegar, she added pickle juice to the sauce to give it a tangy bite. It became a treasured component of the recipe, and Grandma continued to use it even when vinegar became widely accessible again. This story shows how traditions may grow from practical answers to treasured rituals. It highlights the significance of understanding the roots of certain practices and how they are adopted over time. Understanding the practical reasons for a tradition can lead to a stronger relationship with it and even inspire new ways to improve it. Note: This is an adaptation of Grandma's ham. See the below link to Grandma’s Ham https://lnkd.in/dhpk5kwc #30daysofwriting

Today, I asked for advice rather than feedback. I'm a Coffee Trainer, and in the end of a workshop, I asked my students for advice: what's one thing that I can do different to make a better training the next time? Here's why 👇 In Hidden Potential, Adam Grant shares an interesting insight on why it's better to ask for advice rather than feedback. • Feedback "How did I perform?" When you ask for feedback, you focus on the past. The word feedback carries a negative subjectivity to it; we might take it personally, and people might freeze and become avoidant to say what they think. • Advice "What's the one thing that I can do different next time to improve the quality of the training?" When you ask for advice, you're focusing your energy on the future. By changing your language, you reframe the interaction with people. 3 things happens when you ask for advice: • You give peers a sense of agency • You humble yourself • You have a clear direction to move forward Instead of ruminating on what you cannot change anymore, you build an internal system for motivation: one thing to look forward to in the next opportunity. And sure enough, they were very happy I asked that question and gave me one new idea to make the training more challenging and fun (which I will implement next time). Next time, ask for advice.

Be Hungry to Learn I am nearing the end of a 7-month training project, in which I train and coach senior managers who are based in China, Taiwan and Hong Kong, conducting sessions in Mandarin. One thing which impresses me tremendously is how keen my participants are to learn and grow. They ask challenging and in-depth questions. We dissect real-life scenarios which they share. It has been a very rewarding journey, as I accompany them in implementing changes and observing the outcomes of actions they take. I have learned from them. They remind me to stay hungry too.

Not too long ago I was teaching a workshop on giving teachers feedback and someone asked, “What do you do if a teacher doesn’t think that they are ineffective?”   Even though I get this question all the time and have for years, I still struggle to come up with an answer that doesn’t sound flippant or sarcastic.   That’s because the truth is, whether or not a person sees themselves as ineffective really doesn’t matter.   And since I can’t very well shrug and say, “who cares,” I try to find a kind way of letting them know that they are asking the wrong question.   You see, our job is not to convince someone that they are ineffective.    I know.    Shocking. Especially when our leadership training has always led us to believe that that’s exactly what feedback is supposed to do.   But let’s play that out shall we?   Suppose someone came to you and said, “Hey, you’re not nearly as good as you think you are.” How would you feel?   Now before you jump in and protest that you are humble enough to take feedback, what if you don’t agree? What if you think you are far better than you’re being given credit for being?    At that point, it’s not a matter of humility, it’s a matter of integrity. Someone is impugning your abilities and you have a right to defend yourself right?   I imagine that the teacher who is convinced she is far better than your evaluation says she is feels the same way.    And, the more you try to convince her otherwise, the more defensive she will become.  And the more defensive she gets, the more emphatic you get. The more you try to convince her she’s ineffective, the more resistant she becomes.    Soon, you’re not focused on the students, you are both focused on being right.   So ask yourself this: Is it more important for you to be right, or is it more important that the teacher improve?   If it’s more important to be right, keep arguing…Just know that you’ll probably ruin the relationship and spend your year digging in your heels, and not seeing any progress in that teacher’s classroom. (And at the end of it all the teacher will still cling to the idea that they are amazing and you’re just too blind to see it).   But, if it is more important that the teacher improves, then you can help the teacher grow significantly without ever getting them to admit that they aren’t as great as they think they are.    I’m going to be showing Builders exactly how to do this during the Failsafe Feedback Workshop I’m hosting at the end of the month. I’ll show you how to give teachers feedback they won’t ignore, and how to tailor your feedback so that teachers will embrace and implement it every single time (even if they have been resistant in the past).    Click Here you want to join us: https://lnkd.in/e6n7TZ_3 Meantime, my challenge to you this week is this: Stop trying to convince people that they are ineffective. Instead, focus on building their effectiveness so that they can become the teacher they already are in their minds.