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Some Suggested Titles  Leadership Development Programs   Leadership Skills Training    Action Centered Leadership   Managing Vision   EQ for Business Leaders   Coaching & Mentoring Advanced Communication for Action & Results  ITAI DOSHIN (Team Work) Team bonding program  Team-building training  Team Management Training  Executive Development Training   Communication skills workshop  Change Management  Time Management  Work Smart – Re-Engineering Work Practices  Winning ways – the Attitude workshop  Goal Setting & Action Planning  Planning & Organizing  Advanced Communication for Action & Results  Executive Effectiveness Programs Conflict Resolution & Management  Problem Solving & Decision Making  HR for line managers  Performance Enhancement Training  Effective Meeting Skills  Subordinate Development Training  Customer Service  Customer Delight  Effective Delegation  Facilitative Management  Self Development Programs   Personality Development Program  Life’s

The frailty  of Human Rationale has been the mother of many Innovations and Changes. Training and Development is no exception.  One good reason is surely the shortcomings of traditional Performance Appraisal Systems   (even the more modern 360*)   which always gave more than necessary discretionary powers to the Immediate Superiors and very often became a cause of dissatisfaction to the trainee (participant). Even more democratic T.N.A attempts haven't produced encouraging results for lack of imagination and  learning orientation . Measuring training effectiveness has remained a wild goose that you better not chase! History has it, that a person nominated for a training program could have the following considerations. (Most of it is certainly not positive...). Why Me? So you think there is something wrong with me? The guy who nominated me needs this training the most! How is this relevant to my job profile? Must be somebody's idea of making a fast buck! So you think you can cha