TTT Training Session
TTT (Training and Technology Transfer) is an international development organisation focused primarily on working with the public sector in developing countries. The organisation has a global scope of operation covering 40 countries and has offices and representatives in 22 countries including New Zealand. Since its inception TTT has completed over 210 projects worldwide. I have had the pleasure of working with the organisation on several occasions.
Attached is a photo of the senior Indonesian officials who as part of their recent visit programme participated in a training workshop I delivered on behalf of TTT at the Wellington Majestic Centre. The training objectives were:
- Leadership. To discuss leadership credentials and introduce participants to a leadership model and its application.
- Delegation. To remind participants of the need for effective delegation and familiarise them with the essential principles and processes involved and discuss associated issues.
- Motivation. To remind participants of the importance of motivation and introduce them to the principles and practices involved and the conduct of a motivation audit.
- Team Building. To review the team building process and discuss essential team building practices.
While all participants were to some degree familiar with English, a unique feature of the training was that much of my communication was via a translator who did an outstanding job interpreting my management jargon and colloquialisms. I found it useful to pre-brief the interpreter, Malvino Sitohang (who is a Captain with the Indonesian National Police and at present a student at Victoria University) on the subject matter and allow some extra time for the interpreting process, although Malvino had an intimate understanding of both Kiwi and Indonesian cultures and possessed great listening and memory skills. All participants are very successful in their chosen careers. For example, Hardini Puspasari has a Masters degree in Communication Management and is the CEO and founder of Inmark Communication http://www.inmarkcomm.com/
The bamboo warm-up exercise produced a record solution, well within the exercise time constraint. Given a limited number of bamboo skewers and pieces of wire participants had 20 minutes in which to plan and build the highest self-supporting tower possible. This winning tower, shown in the photo, the product of most effective teamwork, was 150 centimetres tall complete with a yellow cap, and was finished in 15 minutes with materials to spare.
Another exercise had participants agree 10 top credentials or qualities for effective leadership. Each participant wrote down five credentials from the huge list shown below, each credential on a separate piece of paper. The resultant 30 pieces of paper were all displayed on the table shown in the photo and after thorough and thoughtful discussion their top 10 credentials were eventually agreed. Once these were agreed, individuals assessed their own levels of competency against each credential. This self-assessment helped identify relative strengths and weaknesses. My suggestion was that perhaps paricipants might invite their employees to also complete this assessment on them, given that leadership is largely about the perception of followers. Incidentally, their top credential was “communicator”, discussion about which also recognised the need for active listening.
The discussion about “communicator’ also emphasised that when people are not kept informed about what is happening they start to speculate. Similarly, if they think that what they are saying is been ignored, they will eventually give up and stop communicating. The group thought that it was important to look for ways of communicating with and getting feedback from people that they lead. It was agreed that face-to-face communication is best and preferably daily, but with the advances in technology and the multitude of channels available, communication has never been easier.
In addition to the list provided, the group discussed “persistent” as an important leadership quality. They felt that as leaders they encounter many obstacles and barriers along the way. Those that succeed are persistent and are willing to keep going even when the odds are against them.
All participants competed a motivation audit to assess their personal job satisfaction quotient and identify the extent to which their personal workplace motivational needs were being met, recognising that motivation has a significant impact on personal productivity. Also, the session concluded with the personal productivity questionnaire shown here.
It is anticipated that the various tools used during the training session will be helpful for participants back on the job in Indonesia. I much enjoyed the training and thoroughly appreciated the capable and conscientious manner in which everyone entered discussion and tackled the exercises.