Monthly Archives: May 2015

Linking Business Strategy through Training & Development


As we have entered the 21st Century, there are serious question getting addressed in training and development by linking it with business strategy.  Based on a review and synthesis across a range of literatures covering management, organization, leadership, and training & development, this paper identifies (this paper was presented to ISTD FOR EHRD thinker award – received Gold medal for same) :

1 Focus of the research – aligning learning with business needs

2-How should organization develop and deliver a learning strategy? PhotoGrid_1431514470044

3-How future leaders to be nurtured for VUCA scenario (VUCA – Volatility, Uncertainty, Complexity and Adaptability) and can meet the organization’s goal.

The main purpose of this paper would be more on exploratory research in approach and would intertwine, how above mentioned elements are leading to great success in the organization and how can employees becoming stronger VUCA leaders to drive business. Evidence are drawn from case studies, literature and telephonic survey . It suggests that a new kind of people and their thoughts are needed and how training & development can be aligned with Business strategy in VUCA world, in the form of new VUCA MODEL – Vision, Understanding, Clear & Adaptability.

The research paper would focus on a framework toward people development models and to identify and foster the leaders in the  organizations need now and in the future.

Todays Vision for learnings and Trends 

There is a  big shift in thinking from a focus on delivering training (input) to learning at work (process) and its impact on performance (output). A serious attempt by an organisation to align learning priorities with business needs. This takes place both through personal discussions with executives, and through formal structures such as Training Committees at various levels.

  • The organization is developing varied metrics (both ‘hard’ and ‘soft’) for assessing the business impact of learning activities. Measuring ‘ROI’ is still espoused as the goal in some organization, but is not a very realistic ambition for overall investment in learning as opposed to specific interventions.
  • A shift in learning interventions for most staff towards shorter and more modular formal training, increasing provision of e-learning modules with greater reliance on on-the-job coaching.
  • A desire to offer more experiential learning through projects, secondments, career moves, etc, and more personal support – enriched feedback, coaching and mentoring, are examples.

Old ‘training’ wine in new ‘learning’ bottles?

There are good reasons why the issue of learning is high on the corporate agenda. An organization that learn and adapt are the ones best able to survive and prosper. There is also increasing evidence that development is a key factor in attracting and retaining high quality employees.  And, how far has the idea of ‘organizational learning’ been converted into something tangible and practical?

The term ‘learning’ is gaining in use with “development” of an organization, but is it just good old ‘training’ under a new name, or a signal of a wider and deeper understanding of the nature of learning at work.

Research questions  A set of more specific research questions was framed exploring learning strategy methods of supporting learning and delivering T&D activities, and the structure and resourcing of the learning function.

If you wish to read full paper, please mail me at,

Influence : A tool of Persuasion


We all are using persuasion in our life. One of the key is its very important to Show your audience that you have a well-thought-out plan of action.  My question to you reader is, Can you identify your audience. Before you  persuade analyse your audience whether its a PhotoGrid_1431479256461-2

1-Supportive audience: you start with their support,

2- Uncommitted audience: neutral,

3- Indifferent audience: have to get them to pay attention

4-Opposed audience: against you before you start.

Once you determine what kind of audience you are going to deal with, than use Aristotle’s Appeals,  you will persuade your audience. Logic was designed for science “for the purpose of attaining the truth” 

Logos (logic) – Reason which begins with specifics and moves toward a generalization is inductive. Support your reasons with proof i.e

Facts – can be proven,  Expert opinions or quotations,

Definitions – statement of meaning of word or phrase ,

Statistics – offer scientific support,

Examples – powerful illustrations ,

Anecdote – incident, often based on writer’s personal experiences ,

Present opposition – and give reasons and evidence to prove the opposition wrong

Ethos (personal credibility) – convince your audience that you are fair, honest, and well informed.  They will then trust your values and intentions. Citing your sources will help this area, Honesty – Your audience is looking for you to have a strong sense of right and wrong.  If you have a good reputation with this people are more likely to listen to you,

Competency –  Meaning capable of getting the job done,

Energy –  Through non-verbals like eye contact and gestures,and  a strong voice and inflections, a speaker will come across as charismatic,

Pathos (emotions)- a carefully reasoned argument will be strengthened by an emotional appeal, especially love, anger, disgust, fear, compassion, and patriotism, *“feeling” the speech.

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 Anubha Walia is an International Trainer, Facilitator and OD Specialist, founder of Prism Trainings & Consultancy, specialises in Human Process Facilitation carries  15 +  years of rich experience at senior role  in Trainings & Quality. Her expertise includes  Followership & Leadership, Team building and Quality Change Agent specialist.



Connecting is the ability to identify with people and relate to them in a way that increases your influence with them.” -John C. Maxwell.

Connecting with Self, dyad or in group by using either of the medium now or then, even though means are different but we need to connect to grow. Prism Trainings flagship Program – Communicate to Connect, helps you to learn all the important aspect of communication, using social media too.

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Sharing small inputs from Program. If you are looking for Communicate to Connect program, please email us at


Relationship between Leadership Style and Followership style

Hello Friends,
2014 June, I started my journey to do research on FOLLOWERSHIP STYLE in INDIA. The results are quite interesting for Corporate Leaders and Followers. Please read on my reseScreen Shot 2015-05-01 at 7.43.37 pmarch –   A study was conducted to measure the relationship between leadership styles and followership style (i.e. Independent thinking and Active Engagement) using 79 usable questionnaires obtained from employees who are working in Delhi NCR, showed important findings by using Pearson Correlation analysis: first, the most preferred style of leadership is Participative leadership style; second, Exemplary style of followership is most preferred followership style; third, Participative leadership is not significantly correlated with Independent & Critical thinking.

Keywords – Participative leadership; Followership style, Active engagement, Independent thinking

Various studies describe the characteristics of leadership behavior where it emphasizes more on the type of relationship between leaders and followers in organizations (Bass, Avolio, 1991, 1993, Howell, Avolio, 1993, Schriesheim et al., 1999). The leadership has been an important topic in the organizational for many decades. The literature reveals a wide range of definitions (House and Aditya, 1997; Yun et al., 2006; Alas, Tafel, and Tuulik, 2007). Stogdill (1974) asserted that there are nearly as many definitions of leadership as there arepeople trying to define it. The paper identified that Participatory style was the most preferred style. If you wish to read full paper click below link….

International Journal of Advanced Research in Management and Social Sciences (ISSN: 2278-6236) Volume 4, Issue 4, April 2015

Screen Shot 2015-05-01 at 7.26.13 pmAnubha has consecutively achieved Emerging HRD thinker award (Gold Medalist) and recipient of Gold Medal from ISTD (Min of HRD), She is versatile Trainer and facilitator and her work involves direct observation, real time feedback, experiential learning and  following Andragogy principles for higher performance. She is actively engaged in research work on Followership (first lady in India) and published various research paper in National and International journal and uses her potential to nurture clan and generation