Corporate Behavioural Skills Training
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Behavioral skills are the abilities and actions a employee exhibits in their interactions with others at the workplace. These skills are also referred to as interpersonal or social skills and encompass many abilities, including communication, teamwork, leadership, problem-solving, conflict resolution, empathy, and emotional intelligence. Behavioral skills are essential in personal and professional settings and are frequently sought after by employers. Behavior skills can be learned and developed through education, training, and experience.
Our Behavioural Skills Training intervention is an experiential and evidence-based approach for training employees, team leaders, and managers to learn, practice, and implement behaviour change and related attitudes to enhance personal efficiency and performance. We deliver behavior skills training via both outbound, inhouse, online, and virtual learning modes in India. We engage individuals, small groups, and large groups in engaging, immersive, and experiential ways of learning and behavior change. The Need of Behavioural Skills Training at WorkBehavioral Skills Training is the use of a compelling corporate training strategy to impart the most sought out professional skills to the workforce. It is an essential human potential component for all corporate companies globally that helps meet business goals.
Behavioral Skills training involves a blend of skills needed in interpersonal relationships, productive emotions, effective communications, and engaging attitudes. For any change in approach to occur, a change in behaviour has to happen. All these work together to allow employees to perform and work well with each other. It helps individuals analyze their present behaviour patterns and equips them with new skills required to develop new habits and eventually attain better results. |
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Why behavioural skills training is important
Employees, managers, and leaders with good people's skills are required to run organizations. The role of human behavior is an essential factor in work performance in any organization. Challenging behaviors at work can cause stress, loss of productivity, loss of revenue, low morale, and disturb the work culture and performance of individuals and co-workers. People get disturbed and demotivated because of people, managers, and leaders' irresponsible and unacceptable behaviors than the work they do.
Behavioral skills training focuses on and supports organisations HR departments to address employee behavior problems and develop optimal human behavior for better work relationships, work performance, innovative and robust work culture.
Behavioral skills are considered important and vital because they enhance personal and professional relationships, increase productivity, and lead to a better work experience and organizational culture.
Few important benefits of behavioral skills are:
Behavioral skills training focuses on and supports organisations HR departments to address employee behavior problems and develop optimal human behavior for better work relationships, work performance, innovative and robust work culture.
Behavioral skills are considered important and vital because they enhance personal and professional relationships, increase productivity, and lead to a better work experience and organizational culture.
Few important benefits of behavioral skills are:
- Improved Communication: Good behavioural skills help individuals communicate effectively and avoid misunderstandings and conflicts.
- Increased Productivity: When individuals exhibit good behavioural skills, they can work together more efficiently and effectively, leading to increased productivity.
- Better Relationships: Good behavioural skills help individuals develop positive relationships with others, making them more likable and influential in personal and professional settings.
- Improved Self-Confidence: When individuals exhibit good behavioural skills, they feel more confident in themselves and their abilities, leading to improved self-esteem.
- Career Advancement: Good behavioural skills are valued by employers and can lead to promotions and career advancement opportunities.
- Enhanced Reputation: Good behavioural skills help individuals develop a positive reputation, which
What does Research on Skills Say
IBM launched a major study in 2016 "Strategies for building and maintaining a skilled workforce" which looks at the critical skills professionals need over the coming years.
The research, including surveys carried across 50 countries with 5800 executives, found that about 1.2 crore professionals got to trained again to support new digital business environments that include Artificial Intelligence, and the most significant gaps are not digital skills at all but leadership and behavioral skills.
Half of the chief human resource officers say that people graduating from college possess the necessary technical and digital skills the company is looking to hire employees for: What they're missing are skills in problem-solving, innovation, teamwork, and leadership. The information is crystal clear: "digital and technical skills gaps" are rapidly addressed while behavioral skills are not.
The research, including surveys carried across 50 countries with 5800 executives, found that about 1.2 crore professionals got to trained again to support new digital business environments that include Artificial Intelligence, and the most significant gaps are not digital skills at all but leadership and behavioral skills.
Half of the chief human resource officers say that people graduating from college possess the necessary technical and digital skills the company is looking to hire employees for: What they're missing are skills in problem-solving, innovation, teamwork, and leadership. The information is crystal clear: "digital and technical skills gaps" are rapidly addressed while behavioral skills are not.
What are Behavioral Skills
Behavioral skills are people skills which include social and emotional skills that allow employees to demonstrate excellent behaviors to relate and perform well with their colleagues at work.
People at work may posses basic behavioral skills, however high performing work environments may require employees to demonstrate high standard of professionalism and performance with excellent communication, teamwork and leadership skills.
Behavioural skills are all those intra-personal and interpersonal skills that help an employee polish or modify existing behaviors and habits through training towards learning commonly agreed behavioral practices as part of the workplace culture.
It's possible to identify, develop or modify behaviors among the employees through training and deliberate practice to develop good habits that enhance work performance and desired workplace behaviors.
Behavioral Training is seen as a necessary redemption process for employees to enhance or change existing behaviors that will help them achieve personal, professional and organisaitonal goals.
Commonly Desired Behavioral Skills in 2020 are
People at work may posses basic behavioral skills, however high performing work environments may require employees to demonstrate high standard of professionalism and performance with excellent communication, teamwork and leadership skills.
Behavioural skills are all those intra-personal and interpersonal skills that help an employee polish or modify existing behaviors and habits through training towards learning commonly agreed behavioral practices as part of the workplace culture.
It's possible to identify, develop or modify behaviors among the employees through training and deliberate practice to develop good habits that enhance work performance and desired workplace behaviors.
Behavioral Training is seen as a necessary redemption process for employees to enhance or change existing behaviors that will help them achieve personal, professional and organisaitonal goals.
Commonly Desired Behavioral Skills in 2020 are
- Interpersonal skills
- Teamwork
- Goal setting
- Influencing Skills
- Motivation Skills
- Problem solving
- Self Leadership
- Delegation Skills
- Conflict resolution
- Stress Management
- Agility
- Resilience
- Risk Taking
What is the difference between Behavioral Skills and Soft Skills
Concept and content wise there is not much difference between behavioral skills and soft skills. However soft skills training term has been used in the corporate training industry more than behavioral skills.
The Major Difference between behavioral skills and soft skills is in the Approach, Context and Application.
Soft Skills are non technical skills that help employees enhance their communication, presentation and work etiquette. Soft skills are referred to as people and social skills that one learns from more a place of values and workplace ethics. Soft skills are largely targeted towards fresh graduates looking for jobs, interns and new employees and first time managers. Soft Skills are also seen as transferable skills related to the job performance, whereas behavioral skills are more person centered.
Behavioral skills on the other hand is just an another term for learning soft skills for redemption and modification of existing behavior from a place of desired performance and action. It is person centered and targeted towards experienced employees to improve their existing performance.
The term Behavioral skills training has widely been used in the behavioral therapy industry for personal change and is sometimes used in the training industry in relation to behavior change at the workplace.
The Major Difference between behavioral skills and soft skills is in the Approach, Context and Application.
Soft Skills are non technical skills that help employees enhance their communication, presentation and work etiquette. Soft skills are referred to as people and social skills that one learns from more a place of values and workplace ethics. Soft skills are largely targeted towards fresh graduates looking for jobs, interns and new employees and first time managers. Soft Skills are also seen as transferable skills related to the job performance, whereas behavioral skills are more person centered.
Behavioral skills on the other hand is just an another term for learning soft skills for redemption and modification of existing behavior from a place of desired performance and action. It is person centered and targeted towards experienced employees to improve their existing performance.
The term Behavioral skills training has widely been used in the behavioral therapy industry for personal change and is sometimes used in the training industry in relation to behavior change at the workplace.
The research points to behavioral skills professionals use every day. from trying to adapt to constant change; prioritizing our time to work on the most important things; learning to listen and collaborate in a team; and understanding how to communicate our ideas, findings, and recommendations clearly and compellingly.
The biggest challenges at work are not technical anymore. what professional struggle on day to day basis are behavioral skills like managing their time well, finding out how to work in a team, and learning how to influence, support, and coach other people.
Company's need to invest into professional development of their employees for behavioral skills training and soft skills training programs to create a culture of positive behavior at work, if they want to remain competitive in the market.
The biggest challenges at work are not technical anymore. what professional struggle on day to day basis are behavioral skills like managing their time well, finding out how to work in a team, and learning how to influence, support, and coach other people.
Company's need to invest into professional development of their employees for behavioral skills training and soft skills training programs to create a culture of positive behavior at work, if they want to remain competitive in the market.
Social Emotional Learning - SEL for Behavior Change
Social Emotional Learning - SEL is the process through which people acquire and effectively apply the knowledge, attitudes, and skills necessary to understand and manage their emotions, set and achieve positive goals, feel and show empathy for others, establish and maintain positive relationships, and make responsible decisions at work.
Most behavioral skills or soft skills training are to do with how employees, managers and leaders behave emotionally and socially at the workplace. Our Behavioral Skill programs are based on Behavioral Psychology, Social Emotional Learning and Action based experiential learning methodology.
Such a training approach with Social Emotional Learning is designed with the intention to help employees demonstrate capability beyond mere concepts and knowledge into actionable and demonstrable emotional and social behaviors.
Most behavioral skills or soft skills training are to do with how employees, managers and leaders behave emotionally and socially at the workplace. Our Behavioral Skill programs are based on Behavioral Psychology, Social Emotional Learning and Action based experiential learning methodology.
Such a training approach with Social Emotional Learning is designed with the intention to help employees demonstrate capability beyond mere concepts and knowledge into actionable and demonstrable emotional and social behaviors.
Social-emotional learning (SEL) uses broad social and psychological techniques to enable people to solve problems, manage emotions and communicate well and learn all the people skills that translate directly to lifelong success at home, in the office and everywhere in between.
Primary Behavioral Skills being taught and refined in SEL behavioral programs are:
Self-management: The ability to control emotions, thoughts and behaviors in the numerous situations a person encounters throughout their life.
Self-awareness: The ability to understand personal emotions and thoughts and how they lead to particular behaviors.
Relationship skills: The ability to create healthy, meaningful relationships with a variety of individuals from varying backgrounds.
Social awareness: The ability to see a situation from the perspective of someone else and empathize with that person, including people from different cultures and backgrounds.
Responsible decision-making: The ability to make healthy decisions about behavior and social interactions based on ethics, safety concerns and social norms.
Primary Behavioral Skills being taught and refined in SEL behavioral programs are:
Self-management: The ability to control emotions, thoughts and behaviors in the numerous situations a person encounters throughout their life.
Self-awareness: The ability to understand personal emotions and thoughts and how they lead to particular behaviors.
Relationship skills: The ability to create healthy, meaningful relationships with a variety of individuals from varying backgrounds.
Social awareness: The ability to see a situation from the perspective of someone else and empathize with that person, including people from different cultures and backgrounds.
Responsible decision-making: The ability to make healthy decisions about behavior and social interactions based on ethics, safety concerns and social norms.
Evidence based Behavioral Skills Training Methods
Regular Behavioral training courses teach what behaviors to engage in different circumstances through presentations and lectures; however, they fall short without the proper experience, practice, and correlation in real-time.
Our approach involves integrating behavioral psychology, social emotional learning with experiential learning as an intervention to deliver training through a well-researched performance and competency-based means of training on required skills to individuals, groups, managers, and leaders.
During the training, participants get various opportunities to practice various interpersonal and intrapersonal skills within the program in a psychologically and emotionally safe environment to comprehend and become confident with the desired behaviors.
Our approach involves integrating behavioral psychology, social emotional learning with experiential learning as an intervention to deliver training through a well-researched performance and competency-based means of training on required skills to individuals, groups, managers, and leaders.
During the training, participants get various opportunities to practice various interpersonal and intrapersonal skills within the program in a psychologically and emotionally safe environment to comprehend and become confident with the desired behaviors.
Behavioral Skills Training with Experiential Learning
The reasons why experiential learning is such a powerful behavioural training tool is because it not only imbibes new skills but also encourages the learner to change their behaviours. This approach results in not only an improvement in performance but sustaining of learned behaviours beyond the training.
Behavioural training, coupled with Experiential learning, has the power to deliver results. Experiential learning creates a bodily-emotional-cognitive experience to the desired training outcomes and brings an immediate shift towards learning new behaviours that stay beyond the training.
The change in behavior gets sustained through both participation in immersive learning experiences and an intentionally facilitated reflection that promotes immediate and lasting behavior change and improved work performance.
Behavioural training, coupled with Experiential learning, has the power to deliver results. Experiential learning creates a bodily-emotional-cognitive experience to the desired training outcomes and brings an immediate shift towards learning new behaviours that stay beyond the training.
The change in behavior gets sustained through both participation in immersive learning experiences and an intentionally facilitated reflection that promotes immediate and lasting behavior change and improved work performance.
Experiential learning creates an immersive environment during which participants get emotionally and cognitively engaged in a flow of experiences that are equally fun, challenging, and result-oriented.
Role-playing and group learning simulations tend to bring out behaviours to the surface that are experienced and visible to the participants. Peer to peer learning and feedback helps them see themselves in a new light promoting thoughtful introspection.
Facilitators debrief, and processing of the experiences become an essential component of inviting change into the real world. The debrief consists of reflecting on the experience, insights, and outcomes and makes vital connections to real-world scenarios.
During the debrief, the facilitator invites the participants to examine alternative actions or behaviors, which acts as a positive reinforcement for the value of developing new skills and behaviors for better work performance.
Here the learner can see powerful insights and adopt new behaviors and develop the confidence that they will work as a result of the experience and realization they had in the training environment for lasting behavioral change.
Role-playing and group learning simulations tend to bring out behaviours to the surface that are experienced and visible to the participants. Peer to peer learning and feedback helps them see themselves in a new light promoting thoughtful introspection.
Facilitators debrief, and processing of the experiences become an essential component of inviting change into the real world. The debrief consists of reflecting on the experience, insights, and outcomes and makes vital connections to real-world scenarios.
During the debrief, the facilitator invites the participants to examine alternative actions or behaviors, which acts as a positive reinforcement for the value of developing new skills and behaviors for better work performance.
Here the learner can see powerful insights and adopt new behaviors and develop the confidence that they will work as a result of the experience and realization they had in the training environment for lasting behavioral change.
ERIC Behavioral Skills Model
Our Training approach uses the ERIC Behavioral Skills Model that involves a good balance of competency information, behavioral modelling, experiential learning and social emotional learning that is individualized to each employee, team members, team leaders and involves each of the following 4 phases:
Experience – This experience phase provides the participants with a real time experience of the specific behavioral skill where they are able to feel and observe themselves and others in the group helping them experience intrapersonal and interpersonal behaviors. Participants get to experience necessary behaviors through variety of experiential learning activities that include theater, team activities, role play situations and simulations.
Reflection – During this phase participants observe and think about what they just experienced and felt from a point of behavior analysis. The facilitator asks reflective questions to help the participants relate and learn from their own experience and behaviour.
A detailed description of the specific competency behavior, its importance or rationale, and when and when not to use the skill is explained. This is where the learners will develop information skills by introspecting and reflecting on their feelings and observations. The facilitator also provides positive praise (Positive reinforcement) for correct behavior and feedback for improvement wherever necessary. Group peer to peer learning is incorporated using facilitated group discussions and enhanced sharing with each other.
Insights – During this phase participants move from the level of feeling and watching to the level of thinking concepts and ideas where they use analytical skills to analyze and generalise their observation and insights. Here they get to compare and fit the concepts and ideas into real world scenarios and create a new conceptual map which shows where things are, why things are in a certain way and how things work. The Facilitator raises heightened awareness to these insights and discoveries such that participants find areas of improvements and new realizations to change their real world behavior at work.
Change – Here is where they participants move from thinking to Doing and testing their insights for personal discovery. The participant get many opportunities to practice the newly learned behaviors through multiple levels of immersive experiential learning simulations, role plays, theater and experiential activities that are close to real life work behaviors and culture .
Reflection – During this phase participants observe and think about what they just experienced and felt from a point of behavior analysis. The facilitator asks reflective questions to help the participants relate and learn from their own experience and behaviour.
A detailed description of the specific competency behavior, its importance or rationale, and when and when not to use the skill is explained. This is where the learners will develop information skills by introspecting and reflecting on their feelings and observations. The facilitator also provides positive praise (Positive reinforcement) for correct behavior and feedback for improvement wherever necessary. Group peer to peer learning is incorporated using facilitated group discussions and enhanced sharing with each other.
Insights – During this phase participants move from the level of feeling and watching to the level of thinking concepts and ideas where they use analytical skills to analyze and generalise their observation and insights. Here they get to compare and fit the concepts and ideas into real world scenarios and create a new conceptual map which shows where things are, why things are in a certain way and how things work. The Facilitator raises heightened awareness to these insights and discoveries such that participants find areas of improvements and new realizations to change their real world behavior at work.
Change – Here is where they participants move from thinking to Doing and testing their insights for personal discovery. The participant get many opportunities to practice the newly learned behaviors through multiple levels of immersive experiential learning simulations, role plays, theater and experiential activities that are close to real life work behaviors and culture .
5 ways how Experiential Learning promotes Behavioral Change
1. Supports Performance Improvements
The behavioral training sessions are not only fun but serve a crucial function and purpose towards enhancing work performance. Powerful reflection and debrief sessions enable the participants to see the connection between their experience, insights and their work and how they can improve performance by applying the lessons learned.
2. Is Immersive, Social, and Fun Learning Environment.
Experiential Behavioral Simulations feel like real-life situations. Participants work together on solving challenges in a safe and supportive environment away from work, making it easier for them to show up in their natural behaviors and transfer the newly learned behaviors to the real world.
Experiential Behavioral simulations are immersive involving the Head(thinking), Heart(feeling), Hands(doing), Harmony(social groups), and Harvest(takeaways), which makes it fun, memorable, engaging, and value-driven learning experience.
3. Has a Real-World Application
By immediately seeing the results of their actions and behaviours in the training simulation, participants can see how performance gets improved with learning new habits which, when applied in real work scenarios results in performance enhancement.
4. Builds Confidence and Conviction
Participants don’t always enter a training environment with the conviction that their behavior must change. Still, after an immersive experiential learning training program, they see why they need to improve based on their experience and introspection and learn how changing their behaviour will support them and their work performance.
4. Builds Lasting Behavioral Change
Behavioral skills training is personal, effective and has a lasting memorable positive impact on emotions and self-motivation of the employee. it leads to knowledge retention, enables knowledge transfer among the participants, and delivers a good return on training investment.
Apart from bridging knowing-doing and learning-doing gap, the most crucial aspects of behavioral based experiential learning is in the power of creating instant and lasting behavioral change.
The behavioral training sessions are not only fun but serve a crucial function and purpose towards enhancing work performance. Powerful reflection and debrief sessions enable the participants to see the connection between their experience, insights and their work and how they can improve performance by applying the lessons learned.
2. Is Immersive, Social, and Fun Learning Environment.
Experiential Behavioral Simulations feel like real-life situations. Participants work together on solving challenges in a safe and supportive environment away from work, making it easier for them to show up in their natural behaviors and transfer the newly learned behaviors to the real world.
Experiential Behavioral simulations are immersive involving the Head(thinking), Heart(feeling), Hands(doing), Harmony(social groups), and Harvest(takeaways), which makes it fun, memorable, engaging, and value-driven learning experience.
3. Has a Real-World Application
By immediately seeing the results of their actions and behaviours in the training simulation, participants can see how performance gets improved with learning new habits which, when applied in real work scenarios results in performance enhancement.
4. Builds Confidence and Conviction
Participants don’t always enter a training environment with the conviction that their behavior must change. Still, after an immersive experiential learning training program, they see why they need to improve based on their experience and introspection and learn how changing their behaviour will support them and their work performance.
4. Builds Lasting Behavioral Change
Behavioral skills training is personal, effective and has a lasting memorable positive impact on emotions and self-motivation of the employee. it leads to knowledge retention, enables knowledge transfer among the participants, and delivers a good return on training investment.
Apart from bridging knowing-doing and learning-doing gap, the most crucial aspects of behavioral based experiential learning is in the power of creating instant and lasting behavioral change.
Behavioral Competency List | Training Topics
We take a custom approach to run behavioral skills intervention by focusing on the learning objectives, training topics, desired outcomes and application at the workplace.
This intensive, hands-on behavioral training approach motivates your employees to adopt sustainable behaviors, devise effective ways and group efforts to implement sustainable actions.
The training focuses on what it takes to influence the adoption of sustainable behaviors in the workplace by focusing on practical behavioral skills of self management, team leadership, facilitation, teamwork and communication.
The following are some behavioral skills that we deliver using social emotional learning SEL and Experiential Learning Methods for corporate companies.
This intensive, hands-on behavioral training approach motivates your employees to adopt sustainable behaviors, devise effective ways and group efforts to implement sustainable actions.
The training focuses on what it takes to influence the adoption of sustainable behaviors in the workplace by focusing on practical behavioral skills of self management, team leadership, facilitation, teamwork and communication.
The following are some behavioral skills that we deliver using social emotional learning SEL and Experiential Learning Methods for corporate companies.
Behavioural Skills Training Topics
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Download a list of behavioral skills competencies below
| behavioural-skills-competencies-list.pdf |
Behavioral Skills Training Methods
Behavioral Training Methods are designed to allow the learner to rehearse the material being learned and receive feedback on his or her performance.
While there are hundreds of learning methods available for staff training, none of them on its own will meet the desired behavioral outcomes.
Here is where a blend of a variety of learning orientations, techniques, and approaches work both during training and after training. A blended learning approach to behavioral training works best.
What is more important is that the behavioral training method should be based on action and experiential learning so that the learner and facilitator can observe and see their own behaviors in the learning environment.
Some of the standard behavioral training methods used in training interventions to get desired behavior are a mix of the following:
While there are hundreds of learning methods available for staff training, none of them on its own will meet the desired behavioral outcomes.
Here is where a blend of a variety of learning orientations, techniques, and approaches work both during training and after training. A blended learning approach to behavioral training works best.
What is more important is that the behavioral training method should be based on action and experiential learning so that the learner and facilitator can observe and see their own behaviors in the learning environment.
Some of the standard behavioral training methods used in training interventions to get desired behavior are a mix of the following:
Role Plays
Role-plays are role simulations where each participant gets a role to play. Role Plays are conducted either singly, in pairs, or with the entire group. Learners get information related to the description of the role, concerns, objectives, responsibilities, and emotions. They then get to enact the role play and are given corrective feedback for any problem behavior.
Role Plays support with
Business Game Simulations:
Business Game Simulations are interactive simulations that try to present the way an organization functions. Such Simulations are based on the set of rules, procedures, plans, relationships, principles derived from the research.
In business games, leaders get some information that describes a particular situation and are asked to make decisions that will best suit their role and in the company's favor. The system provides immediate feedback about the consequences of their choices.
Based on the feedback, they are told to make the decisions again. This process continues until some meaningful results came out or some predefined state of the organization exists, or a specified number of trails are done.
Business Games support with
Game-Based Experiential Learning
Game-Based Experiential Learning - GBEL takes advantage of experiential learning theory, gaming technologies, and digital connectivity to make a fun, motivating, and interactive virtual learning environment that promotes education and learning.
In a game-based learning environment, users learn new concepts and practice skills in a risk-free and safe environment. Their progress in the game is directly related to the knowledge and skills taught through the game dynamics.
The goal of game-based learning is engagement, education, and behavioral change. Game-based learning promotes excitement, stimulation, commitment, and a feeling of accomplishment. It is an excellent means to facilitate learning from game experience and combine meaningful learning alongside fun.
Game-Based Experiential Learning helps to
In Basket Technique
In Basket, Technique provides the Learner with a log of transcription or information and requests, like memos, messages, and reports, which are based on the roles handled by the Learner.
The Learner is given a log of tasks in the in-basket and asked to respond to tasks within a particular time.
After all the Learners complete in-basket, a discussion with the facilitator takes place where the Learner explains the justification for the decisions he made.
The facilitator then provides feedback, reinforcing decisions made suitably or encouraging the trainee to better alternatives for improvement.
In Basket Technique focuses on:
Role-plays are role simulations where each participant gets a role to play. Role Plays are conducted either singly, in pairs, or with the entire group. Learners get information related to the description of the role, concerns, objectives, responsibilities, and emotions. They then get to enact the role play and are given corrective feedback for any problem behavior.
Role Plays support with
- Developing interpersonal skills
- communication skills
- Conflict resolution
- Group decision making
- Developing insight into self behavior
- Develop insight on the impact on others
Business Game Simulations:
Business Game Simulations are interactive simulations that try to present the way an organization functions. Such Simulations are based on the set of rules, procedures, plans, relationships, principles derived from the research.
In business games, leaders get some information that describes a particular situation and are asked to make decisions that will best suit their role and in the company's favor. The system provides immediate feedback about the consequences of their choices.
Based on the feedback, they are told to make the decisions again. This process continues until some meaningful results came out or some predefined state of the organization exists, or a specified number of trails are done.
Business Games support with
- Develops leadership skills
- Improves application of total quality principles
- Develops Decision-making skills
- Strengthens management skills
- Demonstrates principles and concepts
- Practice problem-solving in a safe environment.
Game-Based Experiential Learning
Game-Based Experiential Learning - GBEL takes advantage of experiential learning theory, gaming technologies, and digital connectivity to make a fun, motivating, and interactive virtual learning environment that promotes education and learning.
In a game-based learning environment, users learn new concepts and practice skills in a risk-free and safe environment. Their progress in the game is directly related to the knowledge and skills taught through the game dynamics.
The goal of game-based learning is engagement, education, and behavioral change. Game-based learning promotes excitement, stimulation, commitment, and a feeling of accomplishment. It is an excellent means to facilitate learning from game experience and combine meaningful learning alongside fun.
Game-Based Experiential Learning helps to
- Develops leadership skills
- Team Building
- Develops Decision-making skills
- Strategic Thinking
- Goal Setting
- Dealing with VUCA Environment.
In Basket Technique
In Basket, Technique provides the Learner with a log of transcription or information and requests, like memos, messages, and reports, which are based on the roles handled by the Learner.
The Learner is given a log of tasks in the in-basket and asked to respond to tasks within a particular time.
After all the Learners complete in-basket, a discussion with the facilitator takes place where the Learner explains the justification for the decisions he made.
The facilitator then provides feedback, reinforcing decisions made suitably or encouraging the trainee to better alternatives for improvement.
In Basket Technique focuses on:
- Building decision-making skills
- Assess and develops Knowledge, Skills, and Attitudes (KSAs)
- Develops communication and interpersonal skills
- Develops procedural knowledge
- Develops strategic knowledge
Behavioural Skills Training Methods
Case Studies:
Case Studies try to simulate the decision-making situation that Learners may find at their workplace.
The case study method aims to get the Learner to apply known concepts and ideologies in different situations and find new ones. It reflects the circumstances and sophisticated problems faced by managers, staff, HR, Directors, etc. The case study method emphasizes an approach to find out a specific issue instead of an answer. The solutions are not as important as the understanding of advantages and disadvantages.
Case Study Focuses on:
Sensitivity Training
Sensitivity training is a laboratory training method, also called 'T Group.' Sensitivity training is a form of exercise that makes people more aware of their own goals and prejudices and becomes more sensitive to others and the dynamics of group interactions.
Sensitivity training helps employees to be more sensitive and accepting of the prevailing diversity within the workplace. It enhances understanding between members of the organization and enables building good interpersonal relationships with other team members.
Sensitivity Training Focuses on:
Behavior Modeling
Behavior Modelling uses a natural preference of people to observe others and discover how to do something new. It is usually utilized in combination with another technique. Behavior modeling focuses on developing behavioral and interpersonal skills, where various simulations and group role-plays are included. The observer provides feedback and videos are recorded to give real-time feedback to the Learner on the target skills.
Behavior modeling training starts with learning a new behavior, which then leads to changes in attitudes and later to an understanding of the intellectual basis for the new behaviors' effectiveness.
A typical behavior modeling program involves Learners in observing a brief sequence in which models display examples of the target behavior with correct response, which is accompanied by a visual and aural repetition of key learning points.
Next, the Learner rehearses the behavior in role-play setting and is given corrective feedback and positive reinforcement to assist with the transfer of the new behavior to the real-life work setting with correct implementation.
On-the-Job-Training
On-the-job training, also referred to as OJT, is a hands-on method of teaching the skills, knowledge, and competencies needed for workers to perform a selected job within the workplace. OJT helps with Capability development, which takes with practice and learning happening at the same time. OJT is where on the job training is an ongoing process, and when coupled with self-reflection and coaching support will be a faster and continuous learning journey.
On-the-Job-Training is
On the Job Coaching:
On-the-job coaching by the superior is a crucial and potentially effective approach if the superior is correctly trained and oriented. The method involves direct personal instructions and guidance, usually with extensive demonstration and continuous evaluation and correction support.
The advantage is an increased motivation for the Learner and, thus, minimizes the learning transfer challenge from theory to practice.
On the Job, Coaching Focuses on
Team Building
Team building is a widely used group-development activity in organizations. Team building activities are better suited for cooperative and collaborative behaviors for cross-functional teams, so they develop actions that can support collaborative functioning. it is often used to enhance interdependence and define roles within teams, often involving cooperative and collaborative tasks.
Team Building Helps with
Outbound Training
OBT Training or Outbound Training is an evidence-based training method for enhancing employee and team performance through outdoor, adventure, and challenging group activities designed around experiential learning and run in an offsite environment
The outbound approach is based on Outward Bound method of group development through outdoor group activities that focus on tackling challenging scenarios in the outdoors and involve problem-solving, decision making, communication, and risk-taking. Participants face real consequences and develop the ability to adapt, grow, and succeed as teams.
Outbound Training Helps with
Case Studies try to simulate the decision-making situation that Learners may find at their workplace.
The case study method aims to get the Learner to apply known concepts and ideologies in different situations and find new ones. It reflects the circumstances and sophisticated problems faced by managers, staff, HR, Directors, etc. The case study method emphasizes an approach to find out a specific issue instead of an answer. The solutions are not as important as the understanding of advantages and disadvantages.
Case Study Focuses on:
- Building decision-making skills
- Assessing and developing Knowledge, Skills, and Attitudes (KSAs)
- Developing communication and interpersonal skills
- Developing management skills
- Developing procedural and strategic knowledge
Sensitivity Training
Sensitivity training is a laboratory training method, also called 'T Group.' Sensitivity training is a form of exercise that makes people more aware of their own goals and prejudices and becomes more sensitive to others and the dynamics of group interactions.
Sensitivity training helps employees to be more sensitive and accepting of the prevailing diversity within the workplace. It enhances understanding between members of the organization and enables building good interpersonal relationships with other team members.
Sensitivity Training Focuses on:
- Encourages sharing and communication
- betters interpersonal relationships
- Increased self-awareness of own feelings, actions.
- Increased Social-Awareness
- develop empathy care for the well-being of others
- Analyze and rectify their behavior
- change in attitude and thinking
Behavior Modeling
Behavior Modelling uses a natural preference of people to observe others and discover how to do something new. It is usually utilized in combination with another technique. Behavior modeling focuses on developing behavioral and interpersonal skills, where various simulations and group role-plays are included. The observer provides feedback and videos are recorded to give real-time feedback to the Learner on the target skills.
Behavior modeling training starts with learning a new behavior, which then leads to changes in attitudes and later to an understanding of the intellectual basis for the new behaviors' effectiveness.
A typical behavior modeling program involves Learners in observing a brief sequence in which models display examples of the target behavior with correct response, which is accompanied by a visual and aural repetition of key learning points.
Next, the Learner rehearses the behavior in role-play setting and is given corrective feedback and positive reinforcement to assist with the transfer of the new behavior to the real-life work setting with correct implementation.
- Behavior Modelling supports with
- Improve positive impact in the workplace
- Recognizes appropriate actions.
- Engage and develop positive manners
- Increased learning at work
- A higher level of mobility
- Focus is on real behavior than theories.
- Helps achieve desired outcomes of the organization
- Improves individual performance
On-the-Job-Training
On-the-job training, also referred to as OJT, is a hands-on method of teaching the skills, knowledge, and competencies needed for workers to perform a selected job within the workplace. OJT helps with Capability development, which takes with practice and learning happening at the same time. OJT is where on the job training is an ongoing process, and when coupled with self-reflection and coaching support will be a faster and continuous learning journey.
On-the-Job-Training is
- A simple method of learning:
- Economical way of learning:
- Get the right feel and guidance
- Immediate productivity
- Systemic and Quick Learning
On the Job Coaching:
On-the-job coaching by the superior is a crucial and potentially effective approach if the superior is correctly trained and oriented. The method involves direct personal instructions and guidance, usually with extensive demonstration and continuous evaluation and correction support.
The advantage is an increased motivation for the Learner and, thus, minimizes the learning transfer challenge from theory to practice.
On the Job, Coaching Focuses on
- Looking at the big picture.
- Boost productivity
- Self Management and Awareness.
- Relationship Management.
- Responsibility and Accountability in decision making.
- Aligns individual, team, and organizational purpose.
- Promotes employee growth and future self .
Team Building
Team building is a widely used group-development activity in organizations. Team building activities are better suited for cooperative and collaborative behaviors for cross-functional teams, so they develop actions that can support collaborative functioning. it is often used to enhance interdependence and define roles within teams, often involving cooperative and collaborative tasks.
Team Building Helps with
- Fostering Teamwork
- Interpersonal Effectiveness
- Building Interdependence
- Improve Productivity
- Increased Collaboration
- Team Cohesion
- Team Cooperation
Outbound Training
OBT Training or Outbound Training is an evidence-based training method for enhancing employee and team performance through outdoor, adventure, and challenging group activities designed around experiential learning and run in an offsite environment
The outbound approach is based on Outward Bound method of group development through outdoor group activities that focus on tackling challenging scenarios in the outdoors and involve problem-solving, decision making, communication, and risk-taking. Participants face real consequences and develop the ability to adapt, grow, and succeed as teams.
Outbound Training Helps with
- Improving Leadership
- Communication skills,
- High Team Performance
- Planning and Decision Making
- Managing Conflict
- Change management
- Delegation Skills
- Critical Reflection
- Team Cooperation and Collaboration
FAQ on Behavioural Skills
What are behavioural skills?
Behavioural skills are the learned habits that include interpersonal, regulatory, and work-related skills and abilities that shape an individual's personality, character, and actions. They include communication, teamwork, leadership, problem-solving, and decision-making. Behavioral skills are commonly categorized as good behavior and postive attitude that ensures employees good workplace performance.
Why are behavioural skills important at work?
Behavioural skills are essential because they can determine an individual's success in their personal and professional life. They help individuals interact effectively with others, make informed decisions, and take the initiative to achieve their goals.
How can companies improve employee behavioral skills?
The best way to improve employee behavioral skills is to help them locate their strengths and weaknesses and support to strengthen them through training, mentoring, and coaching. Employees can further improve their behavioural skills at the workplace by getting feedback in a psychologically safe environment.
How can one develop their behavioural skills?
Behavioural skills can be developed through various methods such as self-reflection, education, training and development programs, seeking feedback from others, and observing and learning from a coach or trainer.
How can behavioural skills be taught or learned?
Behavioural skills can be taught and learned. With the proper training and practice, individuals can improve their behaviour and increase their effectiveness in their personal and professional life.
Can negative behaviours be changed?
Yes, negative behaviors can be changed through self-awareness, commitment, and a desire to improve oneself. Employees can modify their behaviour and adopt positive habits with the proper support and guidance from a manager or coach.
How do behavioural skills affect workplace performance?
Behavioural skills play a significant role in workplace performance as they can impact an individual's ability to work effectively with others, manage stress, and communicate effectively. Positive behaviours can enhance an individual's performance and contribute to a positive work culture.
What are some common behavioural skills that are valued in the workplace?
Some common behavioural skills valued in the workplace include effective communication, teamwork, empathy, leadership, adaptability, problem-solving, and time management.
What behavioral skills should one develop in employees.?
The primary behavioural skills for work employees are
How can behavioural skills be assessed in the workplace?
Behavioural skills can be assessed in the workplace through performance evaluations, behavioural assessments, psychometric tools, observation, and feedback from colleagues and supervisors.
Behavioural skills are the learned habits that include interpersonal, regulatory, and work-related skills and abilities that shape an individual's personality, character, and actions. They include communication, teamwork, leadership, problem-solving, and decision-making. Behavioral skills are commonly categorized as good behavior and postive attitude that ensures employees good workplace performance.
Why are behavioural skills important at work?
Behavioural skills are essential because they can determine an individual's success in their personal and professional life. They help individuals interact effectively with others, make informed decisions, and take the initiative to achieve their goals.
How can companies improve employee behavioral skills?
The best way to improve employee behavioral skills is to help them locate their strengths and weaknesses and support to strengthen them through training, mentoring, and coaching. Employees can further improve their behavioural skills at the workplace by getting feedback in a psychologically safe environment.
How can one develop their behavioural skills?
Behavioural skills can be developed through various methods such as self-reflection, education, training and development programs, seeking feedback from others, and observing and learning from a coach or trainer.
How can behavioural skills be taught or learned?
Behavioural skills can be taught and learned. With the proper training and practice, individuals can improve their behaviour and increase their effectiveness in their personal and professional life.
Can negative behaviours be changed?
Yes, negative behaviors can be changed through self-awareness, commitment, and a desire to improve oneself. Employees can modify their behaviour and adopt positive habits with the proper support and guidance from a manager or coach.
How do behavioural skills affect workplace performance?
Behavioural skills play a significant role in workplace performance as they can impact an individual's ability to work effectively with others, manage stress, and communicate effectively. Positive behaviours can enhance an individual's performance and contribute to a positive work culture.
What are some common behavioural skills that are valued in the workplace?
Some common behavioural skills valued in the workplace include effective communication, teamwork, empathy, leadership, adaptability, problem-solving, and time management.
What behavioral skills should one develop in employees.?
The primary behavioural skills for work employees are
- Time Management
- Communication skills
- Conflict Management
- Patience
- Interpersonal Skills
- Self-improvement
- Stress Management
- Emotional Intelligence
- Self-confidence
- Work and life balance
How can behavioural skills be assessed in the workplace?
Behavioural skills can be assessed in the workplace through performance evaluations, behavioural assessments, psychometric tools, observation, and feedback from colleagues and supervisors.
Behavioral Skills Trainers and Facilitators
Our Behavioral Trainers and facilitators include psychologists, soft skills trainers, and other training industry experts having background in soft skills training, experiential education, applied behavioral sciences, psychology and human behavior.
All our facilitators incorporate adult learning, experiential learning and facilitation tools to make the workshop immersive, engaging and action based that is relevant to the learning needs of the participants and their organisations.
We help build retention strategies on the specific skills following an experiential learning activity by creating opportunities for participants to apply what they've learned at the work place.
We support sticky learning beyond the workshops by continuing to engage the participants through online training material, reflection journals, micro learning and if required follow up with coaching, mentoring and evaluation of the training delivered.
Our Delivery modes consists of delivering training at offsite and at your Inhouse premises at the workplace. We also deliver online behavioural skills training remotely thorough video conferencing.
All our facilitators incorporate adult learning, experiential learning and facilitation tools to make the workshop immersive, engaging and action based that is relevant to the learning needs of the participants and their organisations.
We help build retention strategies on the specific skills following an experiential learning activity by creating opportunities for participants to apply what they've learned at the work place.
We support sticky learning beyond the workshops by continuing to engage the participants through online training material, reflection journals, micro learning and if required follow up with coaching, mentoring and evaluation of the training delivered.
Our Delivery modes consists of delivering training at offsite and at your Inhouse premises at the workplace. We also deliver online behavioural skills training remotely thorough video conferencing.
