Member Since: 3rd Feb 1999
Garry Platt is an experienced training consultant . He has worked with a number of international organisations helping them to enhance their approach to training and development. Examples of some of the organisations he has worked with in 2012 are outlined here; Siemens, Fenman, Formica, Mauritius Employers Federation, Wabtec, TaTa Motors, McCains, Princess Tuna, Babcock, Brush Traction.
Academically qualified to Masters Degree level in Education, Training and Development his work draws upon current research and study in Human Resource Development combined with a pragmatic and practical approach to application in the workplace. He is a featured monthly writer in Training Journal the UK’s premier published magazine focussing on HR trends and issues. He is also a writer for TrainingZone the UK’s principal web site covering current and topical HRD issues. He is a frequent guest speaker at conferences and exhibitions because of his humorous and engaging style.
His approach to training is experiential and interactive with the main aim of allowing participants to experience and work with the materials and concepts being taught. Death by PowerPoint does not take place during his events and he holds true to the old saying that ‘the mind can only take in what the posterior can endure’.
Senior Consultant EEF
2nd Sep 2010
"While a huge 86% of organisations have introduced coaching or mentoring programmes, nearly two thirds fail to directly support corporate objectives but focus instead on developing individual talents."
"To make matters worse, 15% of employers have put no measurements in place to assess the outcomes of their coaching and mentoring initiatives. These are the findings of an online poll undertaken by recruitment consultants Hays Senior Finance and coaching and mentoring specialists LeaderShape. Chris Gulliver, a director at Leadershape, said: "This is a very expensive missed opportunity for UK plc in fast-moving times. Increasing amounts of money are being spent on coaching as a universal panacea, but many companies have no comprehensive overview or sense of purpose." But the research also revealed that, while almost three quarters of employers use internal staff to undertake coaching and mentoring activities, only 16% of coaches and 28% of mentors receive any training or support themselves. Some 29% of team or group facilitators also received no help. "There is a clear lack of framework and training given to those who are delivering many of these programmes, with the obvious outcome that they simply don’t understand how to use coaching effectively and spend money wisely. In what other area of business would money be laid out with so little thought to evaluating its impact?" Gulliver said. Nonetheless, more than half of those questioned said they planned to expand their coaching provision over the year ahead. Some 85% indicated that expenditure in this area would either remain static or rise this year, with 37% expecting a small increase and 2% predicting a significant boost."
24th Aug 2010
Mike, I think your correct in everything that you’ve written here. I would concur that the coaching ‘bandwagon’ has failed to coalesce into a recognised and properly structured discipline. A ‘thousand flowers have bloomed’ and most have them have turned out to be weeds, most withering in the drought of the recession. The truth is that the HR Development industry is without doubt seasonal and fashion conscious, before ‘Coaching’ was the new black it was Emotional Intelligence and before that the ‘Learning Organisation’ and before that ‘NLP’, etc etc.
The next big thing for the HR community is yet to fully crystallise, the damned recession emerged preventing organisations rushing like moths to the flame, and throwing money at a discipline or process or system that may or may not have been suitable (if it worked in the first place), but it will emerge, eventually. In the mean time like any product or service, coaching has a life cycle, and maturation has been passed, this years exhibitions show a significant decline in coaching providers. Advertising has significantly reduced and whilst a market might still exist coaching does not have the same profile it did 2-3 years ago. That doesn’t mean its dead, it just means it’s no longer ‘flavour of the month’ and that might not be a bad thing for the coaching industry, allowing it to at least get some structure into its ranks.
And apparently you're all wrong, The Coachig Academy say it’s all to do with my personality, that's what determines what I might coach: “For two exciting days, discover whether coaching is right for you, why The Coaching Academy is the number one choice for professional coaches and which type of coaching suits your personality (for example, life, business, corporate and/or youth coaching).”
Two years ago I wrote an article on this web site entitled: “Coaching: A faster way to lose money than burning it.”
I still stand by every word of it.
In the absence of any recognised structure or nationally recognised governing body or even the most basic agreement on standards the reality is that anybody can be any type of coach and deliver to who ever they like, provided there’s still one being born every minute.
3rd Jun 2010
Is reflective practice evidence of learning? I suspect in many cases it is merely evidence of someone who has learnt to jump through this particular hoop. Formalised reflective practise is in my opinion merely another system that can provide recorded ‘evidence’ for review by a third party, another academic remnant of assessment. I have yet to experience any personal benefit from this process or see it proven as beneficial in the rigid way it is employed by those bodies that require it.
And I would disagree ‘that it is up to the individual whether they make the most of the professional development opportunities afforded to them by being a member of a professional body.’ I cannot see how being a member of a professional body affords any more opportunities to learn than not being a member, learning is as far as I know driven by the individual not enforced.
26th Apr 2010
The minute I read this a host of others popped into my head:
Transfer the horse to the HR department where its talents might be better used.
Allocate the dead horse a life coach in the hopes that this will address the problem.
Get the dead horse to complete an MBTI questionnaire in order to get to the heart of the matter.
Sack the dead horse and then rehire him on a daily rate at twice the cost to the business.
Look into offering the horse early retirement on advantageous terms.
Recognise that the word ‘dead’ is merely a cultural concept and a remnant of old school thinking and in the paradigm of Management 2.0 and 'talent management' death is actually the way forward.
Try to determine if we are just not using the appropriate learning style with the dead horse.
14th Jan 2010
I agree John - it's a newspaper report, so you have to take it with a pinch of salt. But Australia? And 19 days? There's nothing in the UK that they might draw from? I doubt it.
22nd Dec 2009
21st Nov 2009
OK Ian, thanks for the response, good luck with the blog.
20th Nov 2009
Thank you for such a detailed response – I will reply here to some of the specific issues you have raised. Yes, I was interested in the research you mentioned to explore whether the studies you referenced of Pegna, Whalen et al could be reasonably applied to the context of web site design and copy writing. I question whether it can, but as you state that is neither here nor there. Regardless, it is both legitimate and a function of this forum for ideas to be challenged and questioned. You go on to state: ‘"Can we agree that emotions rise in the 'subconscious' and do have an effect on our conscious decision making process?" You failed to reply.’ Here then is my response: Not entirely, I think it's a simplification too far, but as you have already stated; what I think as far as you are concerned has little relevance. However, what was in question for me was whether the research you referenced provided supporting evidence for the claims made, and as I stated that’s why I wanted to read them in greater depth. As you can also imagine I also disagree that when told I referenced a report you did not cite which was categorically untrue, quoting the reference from your PM seems in balance and appropriate, it did then and it does now and your expressed indignation seems probably more driven by the exposure of this fact than anything else. The final Latin quote: ‘Et in Arcadia’ is I presume a contraction of the Latin phrase Et in Arcadia ego: Even in Arcadia I exist? Really?
20th Nov 2009
The issues Ian for me are that making claims based on research has to be substantiated or at least explored, by everyone. In your previous message you stated that I had posted a citation that you had not referenced, when in fact you had. As your ‘private message’ contained the reference I have no hesitation publishing the appropriate section on the open forum as there is no rational reason for not doing it, the PM containing nothing 'private' or 'personal' in nature.
19th Nov 2009
“EDIT: I have just noticed that the paper you refer to and kindly provided the link to is not Alan Pegna's study. Which was the work I alluded to. Will try to find it .....”
Yes you did Ian, this is what you said in your PM to me:
“I did not want to bloat my blog further, but I found my references:
Whalen, P.J., Rauch, S.L., Etcoff, N.L., cInerney, S.C., Lee, M.B., & Jenike, M.A.
(1998). Masked presentations of emotional facial expressions modulate amygdala activity without explicit knowledge.
Journal of Neuroscience, 18(1), 411–418
And Penga's study was in:
Evolve Your Brain (2007)
ISBN 13: 978 0 7573 0480 4
Health Communications Inc”