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| Sorin
Paun, Experential Learning Business Manager, Ascendis |
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1) The Romanian training market is beginning to develop
more and more. What is your opinion regarding the stage it’s currently in?
The Romanian training market is in a continual growth. Along with multi-national corporations that have entered the Romanian market and have annual training and development budgets, what is very interesting is that we have increased demand from Romanian companies. They have reached a point in which, due to rapid expansion and business requirements, are going through a process of change that has to be adapted to the new opportunities present on the market. If we look at the numbers the market reached a value of approximately 20 million euros in 2007. In the next 5 years, this value will increase due to EU funding, which will be allocated to developing projects for human resources. These will contribute to the increase in the rhythm of growth that the training market has, surpassing the 20-30% rate that we normally have.
2) What are the criteria, in terms of companies and trainers, which corporations should look at when they are in search of training programs?
We firmly believe that training programs are valuable if they bring information that ultimately leads to change. An effective program has 3 main components: first of all, the participant has to like it otherwise he won’t learn anything, then you have to offer information and knowledge that is new and last but not least you have to give them the opportunity to apply that which they have learned. After the session you have a fourth component of evaluation, the degree to which abilities that have been learned were put into practice. These four components describe the learning curve that Ascendis aims for in every program. If you respect and deliver these rules every time you meet with participants the result is guaranteed.
You also have to take the trainer’s experience into consideration as well as that of the company that is delivering the training. If they are linked with the company’s area of expertise then the subjects they propose can generate real value for business in that particular context.
3) What does experiential learning mean? How can it be useful for Romanian companies?
The purpose of experiential learning programs is that of encouraging participants to learn by doing and even more to build their own experience. The method is different and helps those participating by offering them a reality that is described in detail. The difference between real life and business simulations is that in our sessions people can experiment management decisions in an environment with no constraints, where there is no fear of making mistakes. Subsequently these experiences become valuable when we introduce them to real life business constraints and participants take away ideas and concepts that have already been tested.
When we want to understand new concepts, change behaviors and increase performance we need more than just good manuals and participating in a successful presentation. This is because we can’t absorb other people’s knowledge, we have to create our own.
People learn by doing. This is our approach. We offer a process of self-knowledge in order to make the learning process personal and make sure the abilities are understood. We facilitate a model of "Aha!" - the point in which people can make their own conclusions, new perspectives are offered and you obtain a level of understanding that is perfectly aligned with the business model and the organization the participant is part of.
Every experiential solution is based on "The Power of Learning" methodology that involves, captivates and motivates people to learn new information rapidly and put them in practice just as fast.
4) What were the reasons you decided to leave the corporate sector and go into training? Were your expectations confirmed?
I didn’t really leave the corporate sector because I come back to it everyday through the work I do for my clients. My motivation started from the fact that I wanted to test my entrepreneurial skill in an environment in which I can bring added value through the different learning methods that we promote, rounded off by the experience and abilities that were accumulated. Every project is a moment of personal satisfaction in which I try to give 110%. The years I spent in the corporate sector helped me understand the business perspective, the pressures of objectives, the influence of organizational culture, the factors that motivate and demotivate employees, the impact of internal and external constraints as well as the potential of opportunities that appear in crisis situations.
5) What are your expectations regarding Nextep participants that will take part in your session? What would be the most important things you want them to take away?
First of all I want them to get involved because this is a session in which they have to apply all the abilities they have learned throughout the program.
What you learn from the Tango program:
• Successful companies have to maintain a balance between decisions and
activities that take place on two markets: the one of personnel (know-how, abilities)
and the one of clients (income)
• Can we be profitable while at the same time taking human values into consideration?
• What is the link between concepts such as: know-how, image and employee
chemistry?
• How can we measure intellectual capital?
• How can a company’s profitability (both short term and long term) be related
with investing in sales and approach and relation systems with clients?
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Human Invest is a Premier League company in the arena of training and
organizational development consultancy services, present on the Romanian market since 1998.
We are recognized for conceiving and implementing programs which offer managers an authentic experience towards improving their leadership
performances, and thus we support companies in becoming more and more engaged in delivering excellent services for their clients.
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