Sooper Boring

If you have a broccoli and Ice cream in front of you, what are you likely to eat first? Or, what most people will pick first? Let's take another question, what if Broccoli tastes like a chocolate ice cream? Learning often is like eating Broccoli. It's bland but beneficial. Because it's bland, people get bored of learning, and hence do not get the benefits. The idea is to present the learning that it has usefulness of eating Broccoli but the taste of ice cream. So that more people consume it happily, and therefore can get the benefits. And guess what, you can also eat Ice cream on the go like you can consume microlearning.

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There is no such thing that doubles your money in 25 days like Akshay Kumar suggested in the movie. But.. Investing in training for your employees can give you returns that is asymmetric. For example, 1) Employee Onboarding: If you hire employees but do not onboard them nicely, they are likely to leave. 2) Sales Enablement: If you do not enable your sales people, you would not close deals. 3) Leadership Training: If your leaders do know how to run a team, it will lead to talent leaving your organization. 4) Compliance Training: If you could miss any compliance, you could lose millions of dollars. Therefore, hire Instructional Designers, Learning Consultants, and get the returns which even Akshay Kumar will not be able to give.

Shuti is my friend. Her name is Shruti but I call her Shuti. I keep the (r) silent. So yeah, Shuti told me that her husband doesn't understand her. I smiled and suggested her that she should sit and talk with her husband and tell him what she needs. Shuti said, "If I have to tell him what I need, it means he doesn't love me." I defended her husband, "What is this Shuti? He is a human being and not God. How can he understand without you telling him what you need?" "Navneet, you are an Instructional Designer. And, Instructional Designers do need analysis, correct?" she looked at me. "Yes, so what?" I looked at her. "Tell me, what are the methods used to do need analysis?" she asked back. "There are quite a few methods. Interviews, focus groups, surveys, observation..." I was speaking and at that moment she cut me off.. "What did you just say? Observation.. If Need Analysis uses observation.. why cannot my husband use his observation skills? You'd not believe he observes so many things in this entire universe..." she started crying. She paused for a while trying to hold her emotions. "But the woman who is his universe.. he doesn't even observe his universe.. he doesn't observe me then how would he understand my needs.." she started crying more. Suddenly, I observed that she cried so much that the entire room was flooded with tears. The room had to be vacated later for safety concerns. I realized that day that Observation is a key method in understanding the needs.

I was once with a leadership group. I asked the topmost leader, one of three in that room a simple question. "Can I reach out to you if I have a problem?" He said, "No, you cannot. You have to go through hierarchy." A lot of us have been in such situations where we felt that we were not supported enough when we needed it most. And what does this lead to? Good resources leaving the company. A lot of people in leadership are untrained. While they are good at their core skills, and therefore they were trusted with leadership positions, they didn't know how to lead people and were unable to manage teams. And the data backs this up. A survey of 752 leadership experts by High5Test in 2025 found that organisations see a return of up to $7 for every $1 invested in leadership development. ATD's research from 2020 puts it at $4.53 return per dollar within two years measured through real productivity and retention gains. So leadership training is not a nice-to-have. It is the topmost priority. Companies that give their leaders the space to hone their leadership skills are also more profitable companies. Gallup puts that profitability advantage at 21%. The best leaders doesn't just appear. They are trained. And therefore, invest in leadership training. Hire Instructional Designers. 😃 🌳

I was talking to a friend. She said she's looking for a man in her life. But she's scared. "I'll have to meet so many weirdos." she said. I smiled and said, "You have to kiss a lot of frogs before you meet your prince." But this isn't just about relationships. Finding a job? Rejections. Finding a client? Silence. Ghosting. Building something? Doubt. More NOs. Now imagine someone told you: → Meet 100 people. You'll find your partner. → Apply to 100 jobs. You'll land your dream role. → Pitch 1000 clients. You'll close one big deal. Would you still be afraid? Or would you just start counting? Brian Tracy, sales legend, built his entire career on one idea: "Go for NO." Don't chase the YES. Chase the NO. Because every NO is data. Every NO is progress. Every NO means you're one step closer. Every frog you kiss gets you closer to your prince. Every rejection gets you closer to your YES. So maybe the goal isn't to avoid the frogs. Maybe the goal is to collect enough of them.

Today, we are living in BANI world. Yeah, that's a word that I learned and thought to share this with all of you, specially Instructional Designers. What is BANI world? BANI stands for: B - Brittle A - Anxious N - Non-linear I - Incomprehensible BANI was coined by Jamais Cascio, a futurist and author. Brittle world is where the things will break. Like systems within the companies will break, the current ways how companies will break. But also when the old systems will break, new things will blossom. Anxious, we all realize that whenever we read internet, the world is already anxious of the changes we are seeing, people already think what if they are laid-off due to technology change. Non-linear means the change within the companies will be non-linear, it will faster at times, slower at times, confused sometimes. Incomprehensible means we will not be able to comprehend a lot of things initially. So, BANI is all about the old systems will change to new systems and this is why the world is currently Brittle, Anxious, Non-linear, and Incomprehensible. In such a world, remember what Krishna told Arjuna - Parivartan Sansar ka Niyam hai. Change is the only constant, and we are living in an era of change, the companies are living in an era of change. And in such times, training will remain ever so relevant and when that happens, Instructional Design and designers are going to be ever so relevant. And if you feel BANI at times, relax. Because, the world needs continuous learning and training.

In Hindi language, there is a proverb. नाच न जाने आँगन टेढ़ा Naach na jaane, aangan tedha. That means when you do not know how to dance, you blame that courtyard is uneven. If we see closely, Naach/Dance = Skill Aangan Tedha/Courtyard Uneven = Environment So, if the learner is saying that the courtyard is uneven, let's pause and check if the courtyard is really uneven because fixing an environment can fix a lot of things. Only when the environment is correct, you design the lesson for upskilling. So as an Instructional Designer, check first whether the courtyard or the environment is right or not. and then, design the learning course. Ok,bye! 😅 🕺 💃