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India against Corruption: Song by Remo Fernandes

2011-08-27T06:41:00.000+05:30

http://youtu.be/5Hvrxw4tmJc

ZTWS MANUAL

2011-06-06T09:15:00.002+05:30

ZTWS PARTICIPANT’S MANUAL

I can be a Trainer too!!

Getting to be a trainer!

Commentaries & Sessions

A must for every potential trainer

PREFACE

I too can be a Trainer!

Why not? One of the greatest excitements I have experienced in Life has been to grow up as a Trainer. Every presentation I made led me into a world of unknown and got me closer to appreciating the right way to do things. Thanks to Training, I have been fortunate to have achieved so much in Life and I believe it can happen with anyone who desires to take on Training as a passion.

But it does take an effort. Absolutely! One cannot become a Trainer of some repute without investing plenty of time, effort, talent and an attitude to learn. Surely, it is expensive to emerge as someone outstanding. But then, when you are passionate to take home something of value, you need to pay a price – and here the price is of commitment more than anything else.

It is said so well … “If education is expensive, try ignorance”.

Training begets Training. The more training you do, the more accomplished you shall be. It is a universal law of life that all investment made on ourselves, comes back with rich rewards.

Rewards of – Experience gained, emerging a Visionary, creating a uniqueness Image, Success achievement and several other special features. Why should one not be blessed with all these in life?

There is no better way than achieving success through Training – and that too being a Trainer. It is enormously thrilling to see you take on the ladder of Training. This publication “I can be a Trainer too” can help you appreciate the role of a Trainer lot better. It is the result of several years of experience that has created this study to benefit you.

I am happy that we have contributions from some key Trainers in Indian Jaycees who have been able to support this publication with the “Key Content” of Sessions and Modules. It is extremely simplified with focus on “Training facts & approaches” and gives you an insight into getting on to be someone special in life.

Welcome Trainer!

Learning the Trainer

Trainers & Speakers

Adult Learning Principles

Creating the Trainer

Training Approaches Modules

ONE : Determining Training Needs

TWO : Establishing Program Goals

THREE : Creating the Program Design

FOUR : Techniques & Aids supporting Presentation

FIVE : Effective Presentation

SIX : Feedback & Evaluation

SESSION ONE : ON YOUR WAY TO … “A UNIQUE TRAINER”

The role of a Trainer and how different is a trainer from a speaker

Getting to be a trainer isn’t too difficult. And when you have mastered the basic art of “public speaking” it becomes even easier.

But that does not entirely mean that all good speakers are good trainers. There is a sure difference. In my years of handling various sizes of groups, several times for 4-5 days in programs like Nalalnda or Veda or for Officers -I’ve experienced that handling bigger groups is exciting when your presentation is designed from a “Trainer perspective” rather than a “Speaker perspective” and thus here are some points based on “sheer long time experience”.

Trainer is one, who encourages learning and through interaction is able to assess if such learning is taking place. A Trainer facilitates “growth & correction”, in areas of Knowledge; Skill & Attitude” in those who are there right there as audience. A trainer is not just sharing information, but is able to dialogue with people and “help them see a newer perspective”. In the process, the trainer must help removal of blocks and barriers. And when through interaction, is able to help them better understand the “Why” of what is being advocated, learning becomes easier. Thus the bottom line is clear.

A trainer is involved with “Coaching” – or influencing “understanding” of “Why” – to people in getting them ready to attempt new approaches. Speakers are people who may inspire audience with a good speech, but often do not provide for situations of “facilitating easy learning” and expect people to pick up the good points from what has been said. They are more general in their presentation with “common objectives”.

A Trainer is a “Designer” too – someone who designs learning approaches, based upon the group involved. These approaches are to facilitate inspired learning. People of all ages cannot be dealt with in a similar way. Different strategies are required to handle different audience. Imagine when the one set of audience has several levels!. Plus the “quantum growth” that is required in them is what a good Trainer is able to comprehend and plan accordingly. An important trainer skill called “Designing Learning” is something that can be unique to a trainer. Speakers, on many occasions, focus on information sharing, and do not individualize their approaches to ensure people get what they “must”. Speakers go on the basis of “uniform levels” while the skill in a trainer “ensures individualizing interaction”.

A question that often comes up is - Can handling a large group be considered as training? Speakers have all sizes audiences – small (upto 50); average (100-200); and large (200-1000 or sometimes even more). Is handling an average or a large group considered “training”? A very large group or even a higher side of the average group, may not be easy for a trainer to handle, since it may be impossible to check the levels of learning in most people. The time spent before the group is related with conclusions drawn. But it does not mean that “good trainers” cannot handle big size groups. It depends upon the skill and the time one is willing to invest. Possibly calls for a greater focus on what you do and the manner in which you have taken upon the challenge. If you are able to continue your mobility, despite the size – reach people – encourage interaction – clarify barriers – activate occasionally – talk “their” language – touch them – help them resolve – pick up questions from some provide solutions … isn’t is training? And isn’t it facilitating “learning”? Yes. There can be a general statement that normally Trainers handle small size groups while speakers can handle bigger groups as well. But not a One Hundred Percent concluded opinion.

Some other distinct areas between Speaker & Trainer include:

More Formal (Podium – Posture – Dress) vs More Mobile. Sometimes speakers too get mobile – but the “mobility referred here” from a trainer perspective, is to move closer to such people who may be your focus – get them to see your comfort level – keep mind open to come up with something new or bring in an apt response – on to a discussion mode – maybe more natural than formal.

Information sharing Vs Knowledge – Skill or/and Attitude growth or change happening in people. A trainer must check “I may have spoken well, showed good slides, used humour and stories, answered questions – but have I impacted any learning? Have I been able to get questions in the minds of my audience, and also got them identify responses? Will the person across do something towards what I have been suggesting? Will it now be easier for him to attempt something he always wanted to, but never did?

All size audiences Vs Size limited to the objective – In a good trainer the skill of handling audience is immense.

General Approach to all audience Vs more on individualizing focus. Do I know this person? What level of success was possible before? Can I list of some major problems this person currently goes through? What is this person looking forward to now?

What you share is what “you think” should be spoken vs many good trainers go on to a completely new subject since a question or two, have persuaded such a need. Thus the variety of information shared is possible due to a “base” that exists which a trainer must recall to clarify – motivated by the interaction

Training cannot be successful, merely because someone speaks well. Or that you have some good collections to share. It happens only when “people” sitting across– take home learning and “attempt” something that they never did before or something that is not “easy” from their point of view.

It is important to move ahead. And not merely repeat what you’ve been doing as a trainer. Try something out – something that you haven’t done before. Something – that others may have not attempted either. Something that set’s you apart from the “similar world”. There has to be an “adventure” in what you do as a Trainer. That’s when you will discover something or someone `new and better’ within.

It is exciting when on an early morning, you sit on your keyboard, with no references or no people around, but with your mind open - and quickly be able to key in your thoughts which come alive since you have peeped into your past experiences.

Take off Trainer. And surely touch new levels!!

SESSION TWO : ADULT LEARNING PRINCIPLES

Getting to know what’s happens inside them!

Session Commentary

Training Adults is far too different than training younger audience. While Training in Jaycees, most of the time we are involved with training Adults. It is a major challenge indeed. But exciting though.

As a Trainer, you will not only face audience who are younger or junior to you, but on several occasions, you will encounter an audience, who may be elder or even far senior to you, in terms of their experience and long standing-ness in the professional sphere as well.

How would one be able to take on such situations? -is always related with the manner in which you pitch in your presentation. I have always advocated that it is not enough if a trainer is good at making presentations or is able to add on interactive features well.

What eventually does matter is the learning you are able to create in the audience. And this comes from “concentrated reading” & “applying experience into training” – be able to share situations you have yourself been involved with in your own profession. This will ease you out of the challenge of facing adults, especially those who may be elder or senior to you.

Adults are Adults. Does not matter, whether younger, or older to you. While we can skilfully ring in the attitude of a “child” in him through games and interactive approaches, yet Adults can definitely be rigid internally. They can be unwilling at times, to accept that you have something to share that they are not aware of.

Some of them may also carry “I know it all” attitude. The skill of a trainer is to be able to relate to these Adults – to be able to keep them excited in the process of learning. The challenge is not to say something that “they do not know” - but to make them “accept” a point of view, of which you are very certain.

This can happen when you have the depth of the subject at your command, and the ability to relate to these Adults by converting their “learning” into “discovering” mode.

For instance, when you start off your presentation with a statement of Lao Tse…I cannot teach a person anything. I can only help him discover it within himself, it eases out his attitude from pre-supposing that you are there to teach him. Statements like, “I am sure that in the process, this presentation will get better through your participation, since I am a learner as well” will help in his attitude settings.

Adults need statements confirming that while they do possess expertise, upgrades are a way of life, and you as a Trainer are here to share such information which may help their upgrades.

Another area that one must aim at is to make learning “exciting” for them. Adults lose that sense of discovery, due to their routine trap. Getting him to “learn by doing” is what can make the program interesting and relevant for him.

And of course – this is for those who keep addressing their audience as “participants”. Sorry! You may have to change that approach if you want the best from your audience. They surely are your participants, but it can put off some of them. A better way to address the audience is “Fellow learners” – or Ladies & Gentlemen. Repeatedly addressing them as “Participants” may irk their attitudes.

We have more on the subject and let us see how our colleague trainers have handled the same.

Key Content of the Session

“Treat Adults like they need to be treated”

Part of being an effective instructor involves understanding how adults learn best. Compared to children and teens, adults have special needs and requirements as learners. Despite the apparent truth, adult learning is a relatively new area of study. The field of adult learning was pioneered by Malcom Knowles.

New information and skills must be relevant and meaningful to the concerns and desires of the participants. Know what the needs are of individuals in your class. Participants do not wish to learn what they will never use. The learning environment must by physically and psychologically comfortable.

Adults are people with years of experience and a wealth of information.

Focus on the strengths learners bring to the classroom, not just gaps in their knowledge. Provide opportunities for dialogue within the group. Tap their experience as a major source of enrichment to the class. Remember that you, do not need to have all the answers, as long as you know where to go or who to call to get the answers. Participants can be resources to you and to each other.

Adults have established values, beliefs and opinions. Demonstrate respect for differing beliefs, religions, value systems and lifestyles. Let your learners know that they are entitled to their values, beliefs and opinions, but that everyone in the room may not share their beliefs. Allow debate and challenge of ideas.

Adults are people whose style and pace of learning has probably changed. Use a variety of teaching strategies such as small group problem solving and discussion. Use auditory, visual, tactile and participatory teaching methods. Reaction time and speed of learning may be slow, but the ability to learn is not impaired by age. Most adults prefer teaching methods other than lecture.

Adults relate new knowledge and information to previously learned information and experiences. Assess the specific learning needs of your audience before your class or at the beginning of the class. Present single concepts and focus on application of concepts to relevant practical situations. Summarize frequently to increase retention and recall. Material outside of the context of participants’ experiences and knowledge becomes meaningless.

Adults are people with bodies influenced by gravity. Plan frequent breaks, even if they are 2-minute “stretch” breaks. During a lecture, a short break every 45-60 minutes is sufficient.

Adults have pride. Support the participants as individuals. Self-esteem and ego are at risk in a classroom environment that is not perceived as safe or supportive. People will not ask questions or participate in learning if they are afraid of being put down or ridiculed.

Allow people to admit confusion, ignorance, fears, biases and different opinions. Acknowledge or thank participants for their responses and questions. Treat all questions and comments with respect. Avoid saying “I just covered that” when someone asks a repetitive question. Remember, the only foolish question is the unasked question.

Adults have a deep need to be self-directing. Engage the participants in a process of mutual inquiry. Avoid merely transmitting knowledge or expecting total agreement. Don’t “spoon-feed” the participants.

Individual differences among people increase with age. Take into account differences in style, time, types and pace of learning. Use auditory, visual, tactile and participatory teaching methods.

Adults tend to have a problem-centered orientation to learning. Emphasize how learning can be applied in a practical setting. Use case studies, problem solving groups, and participatory activities to enhance learning. Adults generally want to immediately apply new information or skills to current problems or situations.

Adults are autonomous and self-directed. They need to be free to direct themselves. Their trainers must actively involve adult participants in the learning process and serve as facilitators for them. Specifically, they must get participants’ perspectives about what topics to cover and let them work on projects that reflect their interests. They should allow the participants to assume responsibility for presentations and group leadership. They have to be sure to act as facilitators, guiding participants to their own knowledge rather than supplying them with facts.

Adults are goal-oriented. Upon enrolling in a program, they usually know what goal they want to attain. Instructors must show participants how this class will help them attain their goals. This classification of goals and course objectives must be done early in the course.

Adults are relevancy-oriented. They must see a reason for learning something. Learning has to be applicable to their work or other responsibilities to be of value to them. Therefore, instructors must identify objectives for adult participants before the course begins. This means, also, that theories and concepts must be related to a setting familiar to participants. This need can be fulfilled by letting participants choose projects that reflect their own interests.

Adults are practical. They focus on the aspects of a lesson most useful to them in their work. They may not be interested in knowledge for its own sake. Instructors must tell participants explicitly how the lesson will be useful to them on the job.

Adults have accumulated a foundation of life experiences and knowledge that may include work-related activities, family responsibilities, and previous education. They need to connect learning to this knowledge/ experience base. To help them do so, they should draw out participants’ experience and knowledge which is relevant to the topic. They must relate theories and concepts to the participants and recognize the value of experience in learning.

As do all learners, adults need to be shown respect. Instructors must acknowledge the wealth of experiences that adult participants bring to the classroom. These adults should be treated as equals in experience and knowledge and allowed to voice their opinions freely in class.

Motivating the Adult Learner

Another aspect of adult learning is motivation. At least six factors serve as sources of motivation for adult learning: Social relationships: to make new friends, to meet a need for associations and friendships. External expectations: to comply with instructions from someone else; to fulfill the expectations or recommendations of someone with formal authority. Social welfare: to improve ability to serve mankind, prepare for service to the community, and improve ability to participate in community work. Personal advancement: to achieve higher status in a job, secure professional advancement, and stay abreast of competitors. Escape/Stimulation: to relieve boredom, provide a break in the routine of home or work, and provide a contrast to other exacting details of life. Cognitive interest: to learn for the sake of learning, seek knowledge for its own sake, and to satisfy an inquiring mind.

Barriers and Motivation

Unlike children and teenagers, adults have many responsibilities that they must balance against the demands of learning. Because of these responsibilities, adults have barriers against participating in learning. Some of these barriers include lack of time, money, confidence, or interest, lack of information about opportunities to learn, scheduling problems, “red tape,” and problems with child care and transportation.

Motivation factors can also be a barrier.

What motivates adult learners? Typical motivations include a requirement for competence or licensing, an expected (or realized) promotion, job enrichment, a need to maintain old skills or learn new ones, a need to adapt to job changes, or the need to learn in order to comply with company directives.

The best way to motivate adult learners is simply to enhance their reasons for enrolling and decrease the barriers. Instructors must learn why their participants are enrolled (the motivators); they have to discover what is keeping them from learning. Then the instructors must plan their motivating strategies. A successful strategy includes showing adult learners the relationship between training and an expected promotion.

Learning Tips for Effective Instructors

Educators must remember that learning occurs within each individual as a continual process throughout life. People learn at different speeds, so it is natural for them to be anxious or nervous when faced with a learning situation. Positive reinforcement by the instructor can enhance learning, as can proper timing of the instruction.

Learning results from stimulation of the senses. In some people, one sense is used more than others to learn or recall information. Instructors should present materials that stimulates as many senses as possible in order to increase their chances of teaching success.

There are four critical elements of learning that must be addressed to ensure that participants learn. These elements are

1. motivation

2. reinforcement

3. retention

4. transference

Motivation.

If the participant does not recognize the need for the information (or has been offended or intimidated), all of the instructor’s effort to assist the participant to learn will be in vain. The instructor must establish rapport with participants and prepare them for learning; this provides motivation. Instructors can motivate participants via several means:

• Set a feeling or tone for the lesson. Instructors should try to establish a friendly, open atmosphere that shows the participants they will help them learn.

• Set an appropriate level of concern. The level of tension must be adjusted to meet the level of importance of the objective. If the material has a high level of importance, a higher level of tension/stress should be established in the class. However, people learn best under low to moderate stress; if the stress is too high, it becomes a barrier to learning.

• Set an appropriate level of difficulty. The degree of difficulty should be set high enough to challenge participants but not so high that they become frustrated by information overload. The instruction should predict and reward participation, culminating in success. In addition, participants need specific knowledge of their learning results (feedback ). Feedback must be specific, not general. Participants must also see a reward for learning. The reward does not necessarily have to be monetary; it can be simply a demonstration of benefits to be realized from learning the material. Finally, the participant must be interested in the subject. Interest is directly related to reward. Adults must see the benefit of learning in order to motivate themselves to learn the subject.

Reinforcement.

Reinforcement is a very necessary part of the teaching/learning process; through it, instructors encourage correct modes of behavior and performance.

• Positive reinforcement is normally used by instructors who are teaching participants new skills. As the name implies, positive reinforcement is “good” and reinforces “good” (or positive) behavior.

• Negative reinforcement is normally used by instructors teaching a new skill or new information. It is useful in trying to change modes of behavior. The result of negative reinforcement is extinction — that is, the instructor uses negative reinforcement until the “bad” behavior disappears, or it becomes extinct. When instructors are trying to change behaviors (old practices), they should apply both positive and negative reinforcement.

Reinforcement should be part of the teaching-learning process to ensure correct behavior. Instructors need to use it on a frequent and regular basis early in the process to help the participants retain what they have learned. Then, they should use reinforcement only to maintain consistent, positive behavior.

Retention

Participants must retain information from classes in order to benefit from the learning. The instructors’ jobs are not finished until they have assisted the learner in retaining the information. In order for participants to retain the information taught, they must see a meaning or purpose for that information. The must also understand and be able to interpret and apply the information. This understanding includes their ability to assign the correct degree of importance to the material.

The amount of retention will be directly affected by the degree of original learning. Simply stated, if the participants did not learn the material well initially, they will not retain it well either.

Retention by the participants is directly affected by their amount of practice during the learning. Instructors should emphasize retention and application. After the participants demonstrate correct (desired) performance, they should be urged to practice to maintain the desired performance. Distributed practice is similar in effect to intermittent reinforcement.

Transference

Transfer of learning is the result of training — it is the ability to use the information taught in the course but in a new setting. As with reinforcement, there are two types of transfer: positive and negative.

• Positive transference, like positive reinforcement, occurs when the participants use the behavior taught in the course.

• Negative transference, again like negative reinforcement, occurs when the participants do not do what they are told not to do. This results in a positive (desired) outcome. Transference is most likely to occur in the following situations:

• Association — participants can associate the new information with something that they already know.

• Similarity — the information is similar to material that participants already know; that is, it revisits a logical framework or pattern.

• Degree of original learning — participant’s degree of original learning was high.

• Critical attribute element — the information learned contains elements that are extremely beneficial (critical) on the job. Although adult learning is relatively new as field of study, it is just as substantial as traditional education and carries and potential for greater success. Of course, the heightened success requires a greater responsibility on the part of the teacher. Additionally, the learners come to the course with precisely defined expectations. Unfortunately, there are barriers to their learning. The best motivators for adult learners are interest and selfish benefit. If they can be shown that the course benefits them pragmatically, they will perform better, and the benefits will be longer lasting.

In conclusion,

All LEARNING must be

User friendly : Easy to apply

User urgent : Must be applied right away

User relevant : Relevant to be applied

MODULE ONE

Determining Training Needs

An effort to learn the needs of the participants. It is important to be aware of what will be relevant to them – what needs or expectations they carry – the responsibility of trainers to ensure needs satisfied

Session Commentary

A Doctor diagnosing a patient

A Leader assessing his/her team members

A Trainer analyzing the program participants

No matter which area one desires to interpret, the central theme everywhere is very similar. You need to know the person who is knocking your door and more important what are his/her current needs. A doctor cannot prescribe the right medicine unless he is sure as to what the body needs at that point of time, and thus accordingly prescribes the required medicine. Any wrong diagnosis can lead to complications. Similarly, Leaders task is to ensure that the members of his/her team are taken care of – their needs met and their task is relevant to their skill. Failing which, he will not be able to hold them for long and will eventually have an unproductive or a non responding person in the team, thus weakening the overall effort. The same is the case with trainers.

Every training experience must benefit the learners. That is the singular most important purpose of any training program. Such learning can be in the form of new information gathered or knowledge gained; honing skills; getting motivated to attempt some new activity that has not been hitherto tried out or gaining an insight into application of existing knowledge and experience into some useful activity.

The challenge before the Trainers is not merely to make a presentation, but to relate such training to the requirements or needs of the audience. To this extent, it is vital for every trainer to be able to determine the needs of the audience – why are they here for, what are their expectations, what additional knowledge or skills will help them in supporting their behavior, post such training experience.

Hence, the cycle of training commences with “Determining Training Needs”. Whose training needs?? Of course, the needs of the participants, who have come before you to gain from such experience.

It is an important aspect to be able to diagnose the participant. The most complex skill involved in administering success in homeopathy is primarily through diagnosis. The practitioner keeps on asking as many questions to arrive at the root cause or a series of causes. He/She must be completely aware as to what medicine will get a positive response. And they get to the minutest details in recording all reactions and responses.

In training too, it is extremely important to be able to identify what are the expectations of the audience. These expectations unless met, will not give the program any lead into success.

It is also possible that you have an audience who may not have any specific expectations and are there to take home whatever new is given. This is fairly common, particularly in large programs. People arrive at programs without any definite expectations or needs defined, but generally expect to take home something new, something worthwhile. The focus of a good trainer will be in guiding them to list out what they desire to take home – and help them put up their expectations before.

Training Needs can be determined in several stages:

(1) Prior to the commencement of the program by assessing the response of the participants – Pre course assessment

(2) In many cases, there may not be a perfect assessment done of the learners and thus the skill of the trainer will be to assess them while the program has commenced. This is done when the session on “Unfreezing” or “Ice-breakers are done – or through a discussion leading, where the trainer is able to gauge their levels and needs - On site assessment

(3) It may not be completely possible to assess the requirement prior to your main sessions – either through pre course or on site assessment. A trainer may need more time to thoroughly understand the expectations and this is done while the sessions are being presented. However, the capability of the trainer to evolve his program at that stage to address such needs is as important too – On going assessment A sure note for every trainer is to be aware that not all expectations can be always met. And no point that trainers keep going in circles to ensure that this happens and thus lose control on the program. Learners carrying expectations is fine. But as a trainer, you must be able to draw a distinction between “Needs & Wants”, and be able to attempt to satisfy needs, surely. Wants are expectations too, but one must keep in mind the duration of the program as well, and thus focus on “needs fulfillment” as the priority.

Key content of the session:

Philosophy and Principles:

a). Human behavior is influenced by wants and needs. Often, people do not know which are the needs and which are wants. As well, people often sublimate their needs so as to satisfy their wants. Those who choose to train others must know the difference and how to influence people to accept the more important needs over the less important wants.

b). Individuals will learn better and modify their behavior more positively if they choose what they learn.

Objectives:

a) To help individuals determine the difference between a need and a want.

b) To help individuals determine which training programs will best enhance their personal and Work lives.

c) To gain input from individuals in the preparation and implementation of appropriate training Programs.

Theory:

In order to develop an effective training program, a trainer must first assess the real needs of the participants. Your role is very similar to that of a doctor. Before a doctor can prescribe the proper treatment for his patient, there are several steps he must take.

The first step is to gather information about his patient. Next, he will examine the patient to detect certain symptoms. By this time, the doctor has more information, but there is still something missing.

Even if the patient doesn’t know exactly what is wrong, he can often give the doctor several answers that will lead to a possible solution. However, the doctor realizes that there are several other sources from which to gather information; therefore, he may consult another doctor for a second opinion and possibly question other people who are in contact with the patient on a regular basis.

With all this information, the doctor makes a diagnosis by separating the symptoms from the real problem. After this is completed, a cure is proposed for the patient’ problem with directions on how to complete the cure. But a crucial step is yet to be taken –the follow-up is always necessary to make certain the patient is following directions and taking the necessary steps toward recovery.

This analogy shows how important it is for trainers to make a through needs important it is for trainers to make a thorough needs assessment to develop effective training needs.

Application

Methods to Determine Training Needs

The Needs Assessment

The training needs can be determined by finding what is presently being done and matching that with what could or should be done, now or in the future. The gap between these two factors will provide clues to the type and amount of training needed by a given group.

Note: The finding –out technique can be accomplished by using any combinations of the following methods. It is important to understand that no one method alone will provide you with the clues necessary to determine the training needs of the group.

1. Written Sources:

a) Survey-The survey method is an excellent way to determine group training needs. This should be done in the form of a printed questionnaire consisting of a list of questions to be answered by a cross section of the target group. Each question should be brief, specific and phrased in a way that demands a short answer.

If this method is used to determine training needs for a Junior Chamber, for instance, the survey should be conducted at least twice during the year. By doing this, it will point out improvements the LOM has made, and many times uncover new training needs.

b) Letters: Letters of request and complaints are also great sources to determine training needs. Read between the lines. Many times what the writer is requesting or complaining about is not the entire need-only a symptom of the problem.

c) Newsletters: If you are going to train members of an organization or association, there are many resources to exploit. Newsletters are an excellent source to uncover training needs. Read each newsletter thoroughly and determine the attitude it conveys. If it appears to be a poor publication, this could be an indication that each other functions of the organization may also be conducted haphazardly.

d) Plan of Action: A plan of action, if completed ,is a good source for assessing needs. It includes their objectives, goals and the means by which they intend to achieve their goals.

e) Meeting Minutes: The minutes of meeting might give you clues to training needs.

2. Unwritten Sources:

a) Informal Talks: Training needs can surface while holding informal talks with prospective participants. You can have these informal talks in any setting.

b) Observations: During your travels training needs can be made through social and professional contacts, observations. An expert and creative mind ,good eyes, sharp ears and a discreet mouth are needed. Before you arrive home, write down your key observations so you will not forget them.

c) Consultants: Use consultants to obtain advice on the training needs.

d) Interviews: Conducting one-on-one interviews with key individual individuals are an excellent way to obtain training information. Prior to the interview, prepare a list of questions that require more than a yes or no answer. Write down their responses and study the answers to uncover training needs.

Skills

It is important to help individuals find the best methods possible to determine what learning programs they should undertake in order to achieve their life goals. Once an individual can determine the most beneficial training path, he or she is more likely to participate in training programs.

Results

It is very obvious that we have one main result to achieve: to ensure that individuals have the techniques and methods of determining their training needs so that they not only select the most appropriate training programs for their life goals, but that they are actually motivated to undertake such training activity.

MODULE TWO

Establishing Program Goals

(A strategy to author the objective of a training program that will guide trainers to design approaches aimed at meeting the trainer’s expectations of the audience performance at the end of the program)

Session Commentary

Are you one of those trainers who have set your eyes on future?

Are you someone ardently looking forward to a spurt in your levels?

The response better be a YES. It is time that you are able to better position yourself and be firmly settled to achieve more in life. And why are you here doing your presentation? Are you completely clear with your purpose? You better be, since it does not serve our objective, if we are operating from an “uncertain” axis.

Program Goals offer two way benefits. They are aimed to guide and support the participating leader to perform in an expected manner once the program comes to an end, and such aim will also help trainers roll up sleeves to be able to achieve this aim, and possibly better their previous performances as well. The first aspect is to be clear as to what should be done towards helping the participating leader perform under certain conditions on a pre defined criteria. The second aspect is the very knowledge of “what should be done” – which can inspire a trainer to be ready with actions and strategy that help in the realization of the “first”.

Trainers can perform at their best, when they are absolutely clear about their program goals. It is like driving your car. You know the destination and the time you have at your disposal to reach there. Thus you remain focused. You will guide your car through the right paths. The speed of your travel gets related to the time at your disposal. You may occasionally take short-cuts or sometimes cruise comfortably. All actions completely focused on your “knowledge of arrival” at your destination.

A training program must have a destination as well. As a Trainer, your “knowledge” of the ‘destination’ will be of immense help. While it is important for you to be aware of your “audience” and their levels, it is equally imperative for you to be clear about how much “learning you expect them to get involved with” – what they must be able to do, after your program concludes, will be the quintessence of your presentation. Based on this preamble, you will be able to decide the strategy of your training -at what level you must keep the delivery active; what should your training approaches include; the extent of interactive-ness you wish to apply; and sometimes even the ‘target’ audience, you wish to focus on. Always plan results! And design your approaches to earn these results.

Many training programs get organized or delivered with focus limited to “how effective was my presentation” – “did I get the audience excited” – “were the audience appreciative of my program” – “did I share the right stories, success with humour, relevant references, spoke of the right people”. It is possible that these situations may have given you the strength of having performed well, but what use will it be if the learning experience expected or required has not been met or the subject did not respond to their needs?

When one claims he or she is a trainer of “some impact”, then allow this presentation to also get related to the final purpose – that of getting people “learn from the program and be given the right motivation to initiate some action” which has been the key purpose of the training experience. The bottom lines must be absolutely lucid.

• How much has the program supported the development or modification in the Knowledge, Skill or Attitude of the participating leader?

• To what extent has the participating leader expressed willingness to apply this new learning?

• Will the participating Leader come back to another presentation for a re-charge or review?

• As the trainer, how well do you justify that your presentation concluded on a positive note – the ‘extra-experience you have gained, some higher level of knowledge or a new level of learning you have acquired to support you handle the same presentation even better at a future experience? Program Goals are of tremendous value to a trainer who has a passionate desire to move up, a deep-seated commitment to grow up vertically as a trainer and who is keen to emerge as a master in the arena of trainers.

Program Goals must address these salient attributes:

• What should the program do to the participating leaders? To what extent can it help in meeting their needs or providing them solutions to be applied in helping them achieve their purposes?

• How should they react once the program comes to an end – What should their immediate action be? How well should the audience perform under the perceived conditions, to be able to match your expectation? Firstly they state the expected performance or behaviour, and added on will be the situations under such performance gets initiated, and the hallmark of the goal will be when the “expected standard” of “performance” can be defined and achieved.

Program goals in the form of “Instructional Objectives” though do not specifically state as to how it must help the trainer, however imply definite benefit to the trainer. The questions that can be raised out of a perfectly defined objective, for the trainer could be:

• What should the program do to the trainer – How much has it helped the trainer move ahead as a “trainer” and supported in the overall development?

• How effective should the presentation be in relation to the ability of the trainer to address the needs and expectations of the audience? Will it help the Trainer perform at a higher peak than before? If there were some “discomfort zones” in the previous presentation on the same subject, will the current experience eliminate these zones? The effectiveness issues must be addressed for sure. The strength of a trainer is to keep doing better.

Should the Training Goal or Instructional Objective be announced first?

This is a common debate. Many trainers opt not to reveal their training objective. One reason for “some” could be that a trainer fears non fulfillment of the objective. The other reasons could indicate – not sure of the pattern in which the program will advance, unsure of performance of self; unsure of the audience levels, and so on. It has been found to be of extensive help to both the Trainer and the participating Leaders to be aware of the specific objective prior to the program, since it always helps cruise better.

In these days of more trainers than ever before with the arena full of trainers, and surely bountiful opportunities coming up as well, the challenge of a trainer is to keep “moving ahead” – to be able to handle more powerful challenges. It is only when you take up tasks that are unmanageable, will growth occur.

Key Content : The What, Why and How of Program Goals

A ship with no port of destination, knows no favorable wind: Anonymous

If you do not know where you are going you will probably end up somewhere else : David Campbell

If things seem under control, you are not going fast enough.

Having done the needs analysis successfully you are entering the next step of programming your goals as far as the training is concerned.

As a trainer, through your program

• Where do you want to go?

• How do you want to go?

• What conditions would help you go there?

• How do you make sure you have gone there?

Questions are incessantly pouring into your mind and the answers to them will help you devise your program goals.

Expectations to results

The program goals you have set are meant to help you successfully achieve them.

They must address “how effective will they prove on the audience”.

It is a definite meeting point of expectations - of both the trainer and participants which will lead to desired results.

Every participant is coming out with a very pertinent question in his mind as “What is in it for me?” It is the duty of the trainer to help the participants achieve a transformation from his present level to be able to perform better.

To enhance the achievement levels of the participating leaders is helping them to achieve a change in their knowledge level or skill level or attitudinal level, either independently or collectively. A training objective will help the trainer crystallize his efforts towards achieving the program goals.

Training Objective

Without objectives, a trainer will be functioning in a fog of his own making, until he knows just what he wants his trainees to be able to do at the end of the course : Anonymous

Training objective is defined as statement that describes what the learner will be able to do after completion of the training program.

In other words it is a statement of certain behaviours or observable actions that a learner will be able to demonstrate utilizing his/her Knowledge, Skill or Attitude, in a desired manner, when the influence of the trainer on him/her has come to an end.

It is also defined as a statement of an observable proficiency in which the criteria for acceptable performance is specified and measurable. The resources important in the performance of the task are also stated.

Advantages of Training Objective

To the Trainer

. Clarify instructional intent

. Articulate the goal of the training - Trainers need to know what new skills and behaviors will result from a training course in order to make informed choices about what programs to offer

. Guide development of assessment and evaluation

. Aid in selection of course content and strategies

. Design training materials and methods

. Monitor and manage the training situation towards expected results

. Evaluate training achievement in a systematic way

. Revise and modify the next training session as a result of structured feedback obtained from training evaluation

To the trainee

• Help him state expectations of the training program, which will in turn help him visualize the course of training at the beginning of it and define his/her role as well

• the intent -By dispelling unrealistic expectations trainee gains a clear sense of current status and desired outcome to better measure personal progress

• the expected level of performance he/she should achieve in every training step

• under what conditions he/she is expected to perform

• the criteria and standard with which he/she can objectively assess his/her own performance It is better to develop training objectives at the planning stage and make them known to the trainees before the training session begins. Trainers are expected to go through the objectives and explain these to the trainees. Writing them alone will not improve the training process or achievement.

Characteristics of a Training Objective:

Useful objectives contain three important characteristics viz., Behavior (performance), a Condition, and a Degree (criterion).

Behavior: An objective always says what a learner is expected to be able to do. The objective sometimes describes the product or result of the doing. The emphasis here is on “Behaviour” – some visible action

Ask yourself, what is the learner doing when demonstrating achievement of the objective?

Conditions: An objective always describes the important conditions (if any) under which the performance is to occur. It is not completely enough if the performance happens. The challenge is that this performance must happen under defined conditions.

Criteria (Degree): Wherever possible, an objective describes the criterion of acceptable performance by describing how well the learner must perform in order to be considered acceptable.

“How well” is the key.

In other words, it means that the trainer expects participating learners to perform under certain conditions at a “level” – a level that is “acceptable” to the trainer.

1. BEHAVIOR:

The verb used to describe a desirable behaviour in a training objective must be observable and measurable, that is, with active verbs. This often requires translation from the general to the specific.

General term Specific term

To Know

count, define, describe, identify, label, list,

match, name, outline, point, quote, read, recall,

recite, recognize, record, reproduce, select,

state, write

To Comprehend

associate, compute, convert, defend, discuss,

distinguish, estimate, explain, extend,

extrapolate, generalize, give examples, infer,

paraphrase, predict, rewrite, summarize,

translate

To Apply

add, calculate, change, complete, compute,

demonstrate, discover, divide, examine, graph,

interpolate, interpret, manipulate, modify,

multiply, operate, predict, prepare, produce,

report, show, solve, subtract, translate, use

To Analyze

arrange, breakdown, categorize, classify,

combine, design, detect, develop, diagram,

differentiate, discriminate, illustrate, infer,

outline, point out, relate, select, separate,

sequence, subdivide

To Synthesize

build, compile, compose, create, derive, design,

devise, explain, generate, group, integrate,

modify, order, organize, plan, prescribe,

propose, rearrange, reconstruct, relate, revise,

rewrite, summarize, transform, specify

To Evaluate

appraise, assess, compare, conclude, contrast,

criticize, determine, grade, interpret, judge,

justify, measure, rank, rate, support, test, score

BEHAVIOR SUMMARY

1. A training objective describes an intended outcome of training rather than an instructional procedure.

2. An objective always states a performance, describing what the learner will be DOING when demonstrating mastery of the objective.

3. To prepare an objective describing an instructional intent:

a) Write a statement that describes the main intent or performance you expect of the trainee.

2. CONDITIONS

To state an objective clearly, you will sometimes have to state the conditions you will impose when students are demonstrating their mastery of the objective. Here are some examples:

Y Given a problem of the following type…

Y Given a list of…

Y Given any reference of the learner’s choice…

Y Given a matrix of intercorrelations…

Y When provided with a standard set of tools…

Y Given a properly functioning…

Y Without the aid of references…

Y With the aid of references…

Y Without the aid of a calculator…

Y Without the aid of tools…

Your description shall be detailed enough to be sure that the desired performance would be recognized by another competent person, and detailed enough so that others understand your intent as YOU understand it.

Here are some questions you can ask yourself about your objectives as a guide to your identifying important aspects o f the target, or terminal performances you wish to develop:

1. What will the learner be allowed to use?

2. What will the learner be denied?

3. Under what conditions will you expect the desired performance

to occur?

4. Are there any skills that you are specifically NOT trying to develop? Does the objective exclude such skills?

3. Criteria (DEGREE)

If you can specify the acceptable level of performance for each objective, you will have a standard against which to test your instruction. Therefore, you will have the means for determining whether your instruction is successful in achieving your instructional intent.

You would know, and the participant would know, the quality of performance necessary to work for or exceed.

What you must try to do, then, is indicate in your objectives what the acceptable performance level will be by adding words that describe the criterion of success.

If the thought that now pops into your mind is something like, “Much of what I teach is intangible and cannot be evaluated,” - consider this. Maybe so. But if you are teaching aspects that cannot be evaluated, you are in the awkward position of being unable to demonstrate that you are teaching “some” aspects at all. The issue here is not whether all important aspects can be measured or evaluated. The issue is simply whether you can improve the usefulness of an objective by making clear how well the participant must be able to perform to be considered acceptable. Sometimes such a criterion is critical. Sometimes it is of little or no importance at all. But adding a degree to an objective is a way of communicating an important aspect of what it is you want your participants to be able to do.

Examples of degrees: time limits, accuracy, quality.

CONDITION AND DEGREE SUMMARY:

1. A successful objective will specify the important conditions or constraints under which you want the trainee to perform.

2. A successful objective will include a statement that indicates how well that trainee must perform to satisfy the trainer.

COMMON PITFALLS OF OBJECTIVE WRITING:

1. FALSE PERFORMANCE.

Have a thorough understanding of time management.

Demonstrate a comprehension of the short-story form.

Be able to relate to others in a demonstration of empathy.

Be able to understand individual differences in family members.

The above statements have the appearance of objectives, but contain no performances. They are not objectives.

2. FALSE GIVENS

Given three days of instruction…

Given that the participant has completed six laboratory experiments on…

Given that the participant is in the category of gifted…

Given adequate practice in…

These are words or phrases that follow the performance statement in an objective - but they describe some situations, more than specific conditions the learner must have or be denied, when demonstrating achievement of the objective. Most typically, the words describe something about the instruction itself. Don’t describe the instructional procedure in your objective.

3. TEACHING POINTS

Be able to choose an art print or photo that illustrates a theme of your choice and explain how it illustrates that theme.

Similar to a false objective, this statement describes a teaching point, a practice exercise, or some

other aspect of classroom activity. Don’t describe a classroom activity and call it an objective.

The main function of an objective is to help course planners decide on instructional content and procedure. If the objective describes a teaching procedure, it will fail to perform its primary purpose because it will be describing instructional practice rather than important instructional outcomes.

Other examples:

Be able to discuss in class the case histories handed out by the trainer.

4. GIBBERISH

Manifest an increasing comprehensive understanding…

Demonstrate a thorough comprehension…

Relate and foster with multiple approaches…

Have a deep awareness and thorough humanizing grasp…

The trainee must be able to demonstrate an ability to develop self- confidence and self-respect…

5. TRAINER PERFORMANCE

The trainer will provide an environment that will promote the development of self-esteem, confidence, and security in participants.

Demonstrate to participants the proper procedures for completing NTTTS application form

An instructional objective describes trainee performance. It avoids saying anything about trainer performance.

6. FALSE CRITERIA

To the satisfaction of the trainer.

Must be able to make 80% on a multiple choice exam.

Must pass a final exam.

Participants know who they have to perform for. With the second, you are only giving half of the picture. Eighty percent has no substance. It doesn’t tell the participant anything. Eighty percent of how many questions? What’s in the questions? What exactly is it that they are performing here? The ability to get 80%?

Evaluation of a Training Objective

1. Read the objective. Go to # 2.

2. Can you say in concrete and active terms what the learner is expected to do? If yes, go to #4.

If no, go to #3.

3. The objective is defective and must be rewritten. It must state clearly what is expected of the trainee in terms of behavior that can be observed and measured. Rewrite. Go to #1.

4. From reading the objective, do you know precisely what standard of performance you expect from the trainee. If yes, go to #6. If no, go to #5.

5. The objective does not enable you to decide how much or how well the trainee has learned. If a level of acceptable performance is stated, it enables you to make accurate judgments. Rewrite. Go to #1.

6. Does the objective say under what conditions the trainee will carry out the required activity? (E.g., will they be given [or not] certain tools, materials, aids, etc? Is there a time constraint? Where will the activity be performed? And so on.) If yes, go to #8. If no, go to #7.

7. Verify that these sorts of things do not have any bearing on the trainee’s level of acceptable performance. If you think they do, the objective must be written to include them. If rewriting, go to #1.

8. The objective would seem to be satisfactory.

MODULE THREE

Creating the Program Design

(A guide to understanding & appreciating the importance of a design, strategies to develop the content; and how the program must impact and guide the participants at a training program evolve into the objective that has been determined).

Session Commentary

A Fashion Designer

A Home Designer

A Car Designer

Every designer has ONE sure objective – a bottom-line. The design must be most relevant, receive acceptance and must be rewarded with results. It must be created to respond to a need; ignite a desire; generate a goal; provide guidance to accomplish; and market the designer. That is what success of a design is all about.

What results can be considered rewarding?

· Current trends

· Technically sound

· Benefit to recipient, exciting

· Asked for more

· Value for investment – for both.

· Supports Designer’s growth!

It is the same with every good training program.

The bottom line is clear. It must have a design that score’s. The participant must get the thrill of being there, completely get involved, and take home a “learning experience”. The skill of the trainer in creating the most comprehensive design is what adds value to the trainer.

There are trainers who are very good at:

· Language

· Speaking Ability

· Getting along with people

· Presentation Aids

· All of these

But when it comes to design, they fumble. Their design has no “special value” or an “innovative approach”. It is very similar to what every other trainer has been using for a long time. That’s because, no special focus has been laid on “how well can the design impact”!

Design is the crux of any training program and the programs relevance gets greater when the most appropriate and creative design is conceived, every time!!

Design in the Training Cycle

· Needs Assessment

· Instructional Objective

· Program Design

· Techniques & Aids

· Program Presentation

· Evaluation

The approach is quite clear. We have the group whose needs are assessed. And the challenge of any trainer is to ensure that these needs are met – the expectations of the participants in terms of fulfilling their needs must be fulfilled.

“How well?” is the key question.

A few situations that normally come up at the end of a training experience:

• Programs where the trainer believes that participants expectations are met, but unfortunately a sizeable part of the audience does not think so

• Programs where the trainer fails to deliver expectations and is completely unaware of the fact that despite the “wah wah”(applause), the design lacked the “purpose”

• Programs that possibly meets the needs or expectations of the learning group but the “inspired drive” continues to be missing. There could be many more such situations – all of them leading to one certain finding that the design lacked the “punch” or an “impact that’s long lasting”. What could be a positive response to a training design?

• It was directly aimed to support the objective – to help people appreciate the need to move up and gave them the required strategy to accomplish the same

• It was designed with a blend of “interactive-ness”; “inspireddrive”; “innovative-ness”; and “initiative-ness strategy’s offered” – If you are to be a great trainer, always remember … “the proof of the pudding is it’s eating” – No matter how well the pudding may appear; how well it may be decorated or draped; how well it may be packed; how colourful it may look or how ornamentally it may be designed – yet the person eating the pudding must enjoy every bit of it”

• The learning experience was truthful, extremely provoking; and full of value. It’s approaches and contents have re-engineered the thinking process of participants by its masterly craftsmanship. – The challenge is in “Crafting” – to be able to take care of all aspects that facilitate “learning” and “application” – both. There is no point talking about “What” and “Where” unless the learners are able to appreciate the “Why” & “How”

• Another response a trainer must await is : Thank you. It helped me see from a new perspective and guided me alter and add-on to my approaches in Life. I am now more successful and probably in the right direction. Can we have a higher level program, please, to help me go to the next stage” Making a lasting impact with “Design”

• Analyse what is required and at what level it must be offered

• Identify what you have to offer

• Identify your own learning goals – Every program must make you move advanced. And thus it is integral to growing up, that your design must be built-in with areas that you are currently not completely aware of

Package all these three :

what is required+what you

have to offer+your own

learning goal – supports your design with

• Learning approaches cannot be “routine”. Your specialty is in creating that “inspired approach”

• Levels cannot be common. Your domain is to ensure that you can respond to all levels

• Presentations cannot be monotonous in their content. Your forte is to enliven them with content that not only offers an in-depth analysis of the subject but is also packaged with situations from “real-life experiences”. Integrating all these three : inspired approach+multilevel+researched content relevant to real-life experiences

– can be a fantastic design of presentations

Key Content : Strategies in Designing

(A) The SIX relevant questions for designing a Training Program

A training program is simply the structured arrangement of Activities that facilitates learning

A Trainer’s Philosophy, Character, Personality, Education and Experience influence the effectiveness of the course content. These personal factors will also influence the Trainer’s selection of Training content tools and techniques.

The 6 relevant Questions for Designing a Training Program

are – WHO, WHY, WHAT, WHERE, WHEN and HOW!

WHO?

Who are the participants, for whom you are designing a training program? What are their needs, their individual learning styles? What is their “Level of knowledge and experience”?. And what is ‘their capacity to learn and capability to perform”?

How many participants are attending the training program? All these factors should be considered whole setting the course objectives.

WHY?

Why are you conducting this program? The participants “needs” are taken into consideration while the trainer sets the course objectives - and prepares to concentrate on either increasing the knowledge, skills & attitudes as the case may be.

WHAT?

Keeping in mind the ‘Who & Why’ (objectives), identify the contents of your training programme. What is the subject, what are the various topics you would like to cover to meet the needs of the participants?

WHAT?

Analyse and select the appropriate and effective training methods/ techniques to impart the training. The effectiveness will depend on the knowledge gained, improvement in skills and in the attitudinal change brought about in the participant. Spend time in preparing the visual aids which will make your training effective. Analogies, humor, anecdotes will help supplement your point of view. Incorporate them regularly in your training programme.

WHERE?

Having identified your course content, techniques, aids etc., the next logical sequence is to gather the material you require. Where to find it? You have internal and external sources.

-Your IJC/JCI publication/ manual on the subject.

-Books, written by specialists on the subject.

-Libraries

-Expert trainers on the subject.

-Periodicals, articles published

-And You and your life-relevant experiences.

Research is the key to better quality courses.

WHEN?

Before you start organising your material and start developing it, keep in mind the time factor. How much time do you have at your disposal? Whether the program will be completed in one session or in more than one session? Will there be breaks during the programme for tea or lunch? This knowledge will help you in scheduling your sessions and in condensing the overall programme to fit in the time available.

HOW?

a) Framework: Prepare the outline of your course. Organise your material in a proper order. List the broad content areas (major concept). Divide each major concept into various headings, subheadings/ topics. Make sure that the material you have assembled can be encompassed in this framework. This will be the skeleton of your course.

b) Expand: The outline is to be expanded to include very detail of the course. Develop each point under its heading in a proper sequence. Maintain continuity from one point to another.

c) Make it better: Include objective-oriented learning experience. It certainly makes a significant contribution in enhancing the participant towards the desired objectives.

d) Enhance your final product: Pay attention to the following points

- Be sure the course is loaded with good content.

-Complex concepts and skills are made easy to understand by breaking them down into simple concrete elements.

-Arrange for activity, involve the participants throughout the training programme. Determine the ways and means of getting group participation.

-Use plenty of stories, anecdotes and case histories to illustrate your point clearly.

-Enliven with humor at the right places. Make learning enjoyable.

-Trainees need time to absorb. Determine points at which to quickly summarise. Review at the conclusion of each major concept.

-Create links between one topic and another. Abrupt change from one point to another reduces understanding.

-Device methods to get feedback from your participants during and after the programme.

e) The finishing touch: After the course is finalised, try it out.

You may detect errors or find need to modify your design. -Prepare your opening and closing well.

Now ! you are ready to implement your training programme.

GO AHEAD! Here’s wishing you success!

B) “Bomber B”

A mnemonic device to help you structure your Presentation.

Bang – Always start with attention-getting “hook”

Opening – Outline main message (Road Map)

Message – Give only 4-5 key message.

Bridge – Make a Bridge between each key messages and the Participant’s experience & needs

Example – Give frequent examples to help the participants visualize what you mean.

Recap – Be sure to summarize & conclude.

Bang! Always finish with closing “hook”.

(“Bomber B as the nick name of B Gunar Edeg R.A.F (B) the Icelandic pilot who helps trainers to structure their courses.)

MODULE FOUR

Techniques & Aids supporting Presentation

Commentary

• Is the audience active? If it is a very passive crowd, how can a Trainer make the audience jump into action?

• Is the audience too large for a training program? How can the Trainer take advantage?

• Is the audience full of people with very limited “levels” – of understanding and skill? How can a Trainer influence their learning?

“Training Techniques” is the name of the game.

The right way to go about as a Trainer, is to be able to get the audience participate. Keep them active. Get them do activities. Bring them into closer interaction with others. Be able to gauge their grasp. Push up their participative initiatives. Give them involved in solving and responding to problems and exercises. Pool them into groups and encourage them deliver presentations. Ask Questions that make them respond. These are some of those strategies Trainers must have up their sleeves to effortlessly get the audience active. These strategies serve benefits in several ways:

a) The audience is “active” – keeps them from dozing off or turning passive

b) Interaction between participants builds teams and sets them off on an active tone

c) The training environment is energetic and lively

d) Interest gets generated and the desire to participate shoots up

e) Feedback is assessed

f) Trainer too is able to use the appropriate approaches relating to the situation

g) Learning is tremendous, especially in groups

h) The “right leaders” in the audience get identified

i) And many more

True to its word, “Techniques” imply styles or methods of delivery which the Trainer can prefer to suit the situation and make the delivery highly effective. They are, primarily presentation techniques, which help the Trainer in creating a lasting impact while making a presentation and also supports his objective of facilitating “definite learning”

Techniques are approaches that a trainer takes. Experience confirms that there is not one single technique that is the “best”. It is up to the Trainers to take advantage of these techniques and depending on the situation before them, they can choose the most appropriate one. Sometimes, it is depending on the group and its levels, techniques are chosen. For instance, a highly participative and extremely active audience can respond positively to a well delivered lecture, since their basic level is “active” and their knowledge level is “high”. However, a group that is not as active or as skilled, may prefer very short lectures and more interactive approaches like discussion leading or buzz groups or some other forms, which actually get them active. The quintessence here is to first – have a thorough knowledge of how to handle techniques and second – to be able to apply the right technique depending on the objective and audience levels.

It is also the size of the audience that has to be taken into consideration while determining the right technique. A large audience may be difficult to be broken into groups, and a smaller audience will prefer an interactive or two way dialogue rather than a monologue. And added to this is the aspect of time available with the Trainer. Some techniques are extremely time consuming and if you have very limited time, then there is absolutely no point trying out buzz groups and their response in large audience. Thus, techniques are situational. Absolutely!

The ability to apply a particular technique, for sure, comes from detailed analysis of understanding what makes the participant in the audience get active and involved. This is easier to determine once you have some experience of handling all techniques and have experienced their results.

While a technique is primarily to get the participant into an “involved mould”, the skill of choosing or applying the right technique is the testing time for the trainer. Techniques require careful handling.

Over a period time, the techniques that have been hitherto published, have now evolved into newer techniques as well. And these new ones have been tried and proved extremely successful.

Some of them include:

· Presentation by Trainers in Teams or Group

Presentation: One session with several Trainers – frequently changing guards. This is extremely risky and must have complete consent of all trainers involved and they need to synergize well, otherwise it may fall flat. The best part of this technique is it brings out different opinions on one point under discussion and also adds variety into presentation. Thus no matter how long the session, the question of audience falling out is very limited, if the Trainers making the joint presentation are able to rhythm well and individually capable of keeping the audience active.

· Creation of Individual Profiles or Publishing Audience responses : This involves getting the audience fill in a series of questionnaires and then publish all findings in the form of a book that could be returned back to them duly printed. Several times it has been found that audience is only made to answer questionnaires without any serious investment from the Training team in evaluating or appreciating their response. The participants are also not aware as to how well they have responded to a particular statement or question, once the program is over. This strategy helps in compiling data on behalf of the participants, and gets them take home a published version, which is extremely useful to them for any future review.

But training techniques alone are not enough. They have to be supported by the right aids which can create that lasting impact, we have been talking about.

What are these “Training Aids” and how should a Trainer handle these “Aids” is a matter of more skill and definite knowledge, as well.

It is important that Trainers learn out of experience, and are able to use different methods and aids as they keep progressing.

Training Aids have indeed evolved into extremely superior situations.

Technology supported the advance of “Training Aids” into amazing and incredible situations.

There was time when usage of a Blackboard meant “monotonous” an approach. And thus came in the “White Board” with colour markers. What a change it was! It certainly was exciting to see the “Black” fade away and get on to colours. But, white board did not stay long either. It was taken over by pre-designed attractive flip charts, which gave way to Overheads, and then to very colourful slides, and now to Powerpoints. And what levels in “powerpoints” again.

I hate to see a Trainer who does not evolve.

It is often a mindset that prevents a Trainer from moving into newer zones of activity. And the challenge of any training is to break “mindsets”.

Trainers must learn to not only develop new visual aids, but also discover comfort zones in using them.

Visual Aids, thanks to technology, have by themselves become a training program. These days, you have a pre-recorded interactive training program available to you on a DVD. They are completely ready to wipe you off the scene or turn you into mere facilitators if you do not evolve, for they carry tremendous impact, quality in all aspects of presentation and a definite variety.

The challenge of a Trainer, thus, is to evolve into a completely updated and upgraded level of using the best of visual aids which have made a Trainers’ life a lot more easy, thanks to computers!!

Audience out there is looking forward to something new from people they have already experienced, someone different in handling upgrades; someone very evolving in using current approaches; and surely they want “all current” data in the most modern format. The challenge of a Trainer, I believe, is to deliver that! To prove, you are ahead of the audience and in tune with times. While a Trainer surely has the experience and knowledge level to boast of, yet how well the Trainer sets the rapport with the audience is equally important to determine the success of any presentation.

Techniques & Training Aids are thus meant to respond and increase audience initiatives!

Training methods and techniques

Analyze and select the appropriate and effective training methods/techniques to impart the training. The effectiveness will depend on the knowledge gained, improvement in skills and attitudinal change brought about in the participants. Use humour extensively while the anecdotes will help supplement your point of view. Incorporate them regularly in your training program.

A good trainer should have a working knowledge of the Methods and techniques available to him. The following are few of them. Each one is different and each poses unique problem and requirements. Apply either one of, or combination of or suitable modification of such techniques. Remember your objectives. Now, study them carefully.

Ice Breaking

DESCRIPTION: A form of Introduction to achieve a relaxed and friendly atmosphere.

ADVANTAGES: It breaks down the stiffness and formality in the participants. It also eliminates shyness in them. One can use the Ice Breaking as a tool to take them into the learning environment. It also helps in needs assessment

CAUTION: Sometimes it encourages status building contest. Mind you, few participants are modest. If they are not crisp, they turn out to be time wasters. Also, the ice-breakers should be relevant to the point under discussion. Any aimless physical activity is not an ice-breaker.

Brain Storming

DESCRIPTION: A technique to achieve in shortest time, maximum number of ideas without prior judgment and criticism. It can be used at any given point of time.

ADVANTAGES : Stimulates creative ability of the members. Get many creative ways of solving problem. Improves communication between members. Encourages reserved participant.

CAUTION : Care should be taken so that participants’ thoughts are not distorted. Use participants’ own Key phrases. Don’t make any remarks on ideas.

Buzz Groups

DESCRIPTION: Technique to explore all avenues of a particular problem and obtain the views of all the participants in group of 5 to 8 members. It shall have a group leader and a spokesman.

ADVANTAGES: Every one gets an opportunity to participate & express his views and feel part of the group. Leader gains experience to lead the discussion. Spokesman gains experience to summarise the discussion and report verbally. It facilitates Team building.

CAUTIONS: A careful briefing should be given by the Trainer. He should check with each leader. See that the Buzz group is not dominated by one or two people.

Lecture

DESCRIPTION: Is a prepared talk. It provides knowledge, and information. It gives a direct message.

ADVANTAGES: This is used when time is a constraint. It can be dealt with more facts, principles and concepts. This is by large used by knowledgeable and motivational speakers. It gives direct, clear and controlled information.

CAUTION: Don’t be dull. It requires speaking ability. Don’t be careless in preparation. It must be well organised, developed and presented. Must motivate group interest. Should not drag out in length.

Discussion Leading

DESCRIPTION: A 5 stage plan to get the best result out of discussion. It is a process of pooling the ideas, experience & abilities and finally selecting the best.

1. Define the problem. Explore various aspects.

2. Produce ideas. Give alternative solutions to the problems.

Unlock ideas.

3. Test the ideas using experience and knowledge with alternatives.

4. Choose. Reach to a decision on alternative solutions. Choose

the best.

5. Plan of action. What has to be done?

ADVANTAGES: Brings out different view points. Group decisions have been proved superior. Trainees are more likely to change attitude after discussion.

CAUTION: See that everyone has opportunity to contribute. Don’t let discussion be dominated by a few/most vocal. Don’t examine or criticize ideas as it comes up. Guide the group. Don’t tell what to do. Keep the discussion moving. Summarise the progress

Role – play

DESCRIPTION: A technique of human interaction that involves realistic behaviour in imaginary situation. Guidance of the trainer is essential. Used mainly for dealing with face to face situation.

ADVANTAGES: It is an excellent method of participants’ learning with fun. It provides participants with realistic experience. This makes it possible for the individuals and group to improve their effectiveness.

CAUTION: Avoid unpopular people for unpopular roles. Don’t use real names of characters. Don’t let role players get into rut and stereotype pattern. Role playing is not play acting but it is reality practice.

Case Study

DESCRIPTION: Consciously written, practical and realistic case-studies which will induce thinking. Analysis, pro and con discussion and genuine effort to find solution to problems of real-life situations.

ADVANTAGES: Provides opportunities for exchange of ideas and consideration of possible solutions to problems that the participants face in their work situation. It is very effective in the group of 8 to 10 people.

CAUTION: Don’t give information but assist participants to analyse and think about the problem. Participants look to the trainer to give the right answer. Flexibility is required. Participants may get a wrong impression of the real work situation. Clarify.

Effectiveness of different training methods:

Ranking of methods depending on TEACHING GOALS (1=high,

8=low)

Method

# Knowledge acquisition # Attitude Change # Problem Solving # Interpersonal Skills # Participant acceptance # Knowledge retention

CASE STUDY 4 5 1 5 1 4

WORKSHOP 1 3 4 4 5 2

LECTURE 8 7 7 8 7 3

GAMES 5 4 2 3 2 7

FILMS/VIDEO 6 6 8 6 4 5

PROGRAMMED INSTRUMENT 3 8 6 7 8 1

ROLE-PLAY 2 2 3 1 3 6

GROUP ACTIVITY 7 1 5 2 6 8

Audio-visual aids

“A picture is worth a thousand words”

Audio-Visual aids make a greater impact on the participants in terms of better retention of the content. Hence they are one of the most important tools that a trainer should use in the development of his presentation. The commonly used Audio-Visuals are Black Boards, slide/overhead projectors, flip charts, films, video tape recorded message etc. These could be used to help the participants and also the trainer in achieving better results in the training process.

The advantages to the participants :

The audio visual aids can:

1) Make participants follow logical sequence of talk.

2) Make a visual impact.

3) Facilitate following the talk more easily, especially when the participants are slow in grasping.

4) Ensure clarity of each point.

5) Impress thoroughness, efficiency and knowledge of subject.

Advantages to the trainer:

1) They ensure that the trainer follows a logical sequence.

2) The participants immediately gain interest.

3) They help participants maintain interest.

4) They help the trainer in explanation.

5) They give him confidence.

Make your presentation effective with the help of audio-visual aids.

You must:

1. Make your visuals visible

2. Use colour and not art for your headline

3. Simplify-eliminating details.

4. Clarify the obvious

5. Show all the key points.

6. Allow ample preparation time.

7. Check all arrangements before you go on.

8. Maintain contact with your audience.

9. Keep your visuals moving.

10. Use only well-trained assistants.

11. Make your presentation straightforward.

12. When you are through put your visuals away.

Selecting the best:

Select the appropriate visual aids which will create desired impact.

The effectiveness of visual aids will depend on:

-Type and quantum of information you would like to present

-The size of group you will be addressing;

-Physical arrangement facilities available; and

-Resources available to you for preparation.

The VHF communication

Human beings store incoming data in one of the following three ways:

Visual : they memorize pictures, images, diagrams, charts, graphs

Hearing : they memorize sounds, conversations, melodies, accents etc.

Feeling : they memorize emotions, smells, tastes, tactile experiences and … pain.

However, each of us has a preferred “channel” for remembering data (V, H or F). so, an effective trainer provides his varied audience with as wide a range of stimuli as possible. Here’s a resume of the aids and techniques available to you:

Visual Aids:

*Flip charts *Black/White/Pin Board

*Overhead Projector * Slide Projector

*Props *Video Clips *Word Pictures * LCD

Hearing Aids: *Audio Cassettes *Video *Sound effects *Music *Onomatopoeia

Feeling Aids: *Music *Handouts *Props *Verbal description / analogies

Remember: feelings stay longer than facts.

*Yes, if you don’t have the equipment – use your voice!

FLIP CHARTS

1. PREPARATION

2. PAPER

3. GRAPHICS

ATTRACTIVE

* Give each flip a title * Use bullet points (like the ones on this page)

* Use at least 2 dark colours

BIG & BOLD

* Use THICK markers (bring your own)

* Should be legible from 10 meters!

CAPITAL KEYWORDS

* Never write sentences!

Whenever possible, use cartoons or drawing to personalize and add interest to your headings.

STANDING

Every time you turn your back on the audience, your voice and their attention disappear.

Since you can’t write and face the audience at the same time (unless you are a contortionist!)

You should

* Write (a few words/seconds)

* Turn and Talk

• Write (a few words/seconds)

• Turn and Talk.

OVER HEAD PROJECTOR

1. THE PROJECTOR

• Make sure the projector lens and projection surface are cleaned before starting your presentation (if you can’t get hold of some glass cleaning liquid and a cloth, turn the projector off and use a handkerchief to clean the glass surface).

• Check for a spare projector lamp

• Test projector/screen distance with a sample transparency for positioning and focusing

2. SCREEN POSITION

• The best position for the screen is in a corner of the conference room – high enough for everyone to see without craning, peeping, standing or leaning! Avoid keeping the screen at a centre. Such a position of the screen will take away the primary attention of the participants. In fact, you, as a trainer, should always get the primary attention of the participants.

3. PROJECTION ANGLE

• Avoiding the “keystone” effect Keep the projector beam at 90O to the screen by tilting the screen (ideal) or by jacking up the projector until keystone disappears. If you jack the projector you’ll need a chock to prevent transparencies sliding forward.

4. PLANNING A PRESENTATION

USE THE ‘STORY BOARD’ APPROACH

• One transparency with chapter headings

• One transparency per chapter heading

• One transparency per point/topic in each chapter

• Use consistent design

• Print series name & number on each

TIPS • Concentrate message in center

• Use only 2/3 space for message

Preparing the slides & transparencies

Preparing the slides and the transparencies is very important. You must decide the content for every slide. The content should not exceed a few lines for every slide/transparency.

You may Write/draw directly onto a transparency (with permanent or non-permanent pens). While using free hand lettering

• Use permanent OHP markers

• Place transparency on squared paper to ensure alignment

• Use colours as much as possible

• Be bold. Practice your own “alphabet”

• For full letters, use light colour to block in letters before outlining with darker colour.

Special transparencies, for directly printing them through an inkjet colour printer are also available. They are slightly costly but you can make colour transparencies for much better effect.

5. GOLDEN RULES

F FRAME

Use standard, horizontal frame & “Logo” for all transparencies

L LARGE

USE LARGE, LEGIBLE LETTER Titles = 1.2 cm.

text = 0.5 – 1 cm

I IMAGES

Use illustrations on ALL transparencies WORDS

ARE NOT VISUAL AIDS!

C COLOUR Use 2-3 complementary colours on ALL

transparencies

K KISS

Keep it short and simple ! One idea only per

transparency

• Maximum 6 lines of text

• Maximum 6 words per line

6. PRESENTATION TECHNIQUES

a. Overlay

• Use several superimposed transparencies to build up a story

or argument

Note : Make sure you mount your overlays so that they fit onto each other exactly – every time

b. Revelation

• When you have several important points on one transparency, use a mask to gradually reveal your argument step by step (If you don’t, your audience will be reading point 6 when you’re talking about point 1)

• For important, high quality presentation, try the “window” technique

c. Animation

• Solid objects or cutouts on the projection surface will block the light and give sharp silhouettes on the screen. With cardboard cutouts, you can design an interesting and original animated presentation.

Example:

Production process, moving arrow.

Female silhouette, light bulb etc.

d. Presentation Techniques

• Use a POINTER to highlight messages

e.g.: cut out arrow, transparent pointing finger, pen or pencil

(be careful it doesn’t roll off) or a laser pointer.

• Place pointer on the transparency and move as you change messages. DON’T HOLD IT. Murphy says your hand will shake!

9. USING THE PROJECTOR

PREPARE * Prepare transparencies in sleeves; in the right order; unclipped

PLACE *

Place a transparency on the projector align. Switch on.

POSITION * Do not block any participants view of the screen.

Switch off projector between each transparency

THE CASSETTE RECORDER/PLAYER

1. MUSIC

Here are some ways you should be using recorded music in you training seminars :

• To create a friendly atmosphere at the beginning of the course as participants Come in, meet each other and settle down.

• As background music during coffee breaks/intervals.

• To provide a relaxed “learning” environment during

• As an introductory “bang”

• To create specific atmospheres for special message (film music, theme tunes, sound effects, etc.)

• To illustrate a point amusingly with a song “snippet” (Example for a course on customer service: “Help” , “ Keep the customer satisfies”, “You cant always get what you want “, etc.).

2. VOICE

Recorded speech can be useful for:

• Illustrating role-plays (interviewing, Public Speaking, salesman customer, boss-Subordinate)

• Examples of opinions (market research interviews etc.)

• Bringing an absent colleague to the seminar

• Interjecting humorous anecdotes

• Giving examples of current radio ads/trends

• Use cassette deck to record your presentation so you can work of your mistakes

NB: When recording audio examples make sure you leave very little space between each recording. In this way you can press the “pause” button at the end of one example knowing that the next recording is cued to start as soon as you hit the button.

PHOTOGRAPHIC SLIDES

1. WHEN TO USE PHOTOGRAPHIC SLIDES?

• When you have the time and the money!

• When you need a “higher quality” presentation

• When you want to show photographs \ cartoons etc.

• When you wish to change place or differentiate from colleagues “omnipresent overhead slides”.

• When you wish to dramatize a point and create expectancy by darkening the conference room

• When contact with and participation of the audience is not essential

2. WHEN NOT TO USE PHOTOGRAPHIC SLIDES

• When you only have words to show

• When you can’t darken the room sufficiently

• When audience participation is important

• When you are a persuasive “eye contact” speaker

• When you have a tight budget!

• When “everybody else does, so I suppose..”

• When you don’t know how to work the projector

3. THE MISSING LINK

Many slide presentations fail because they forget that slides should be used as VISUALS. Examples of where slides can be used to clarify things visually are:

• Charts and graphs – Instead of tables

• Diagrams of processes – Instead of words

• Photographs – Instead of descriptions

• Flow charts – Instead of lists

• Graphic Titles (Logos, Drawings etc)

• Cartoons – Instead of anecdotes

4. SLIDE RULES

Make sure that you will

• Always use several colours

• Be aware and beware of “colour camouflage” (i.e. no yellow on white, blue on green, pink on red etc.)

• Never put more than 6 lines and max. 6 words (ideals - what you could write on a T-shirt)

• Use photos, cartoons, drawings as much as possible

• Use a consistent design for series of slides

• Keep words horizontal (especially on pie charts)

• Never show photos of pages from a book

• Remember that words are not visual aids!

5. SLIDE PRESENTATION RULES

• Check the projector lamp before going on

• Mark each slide for correct insertion in the carousel

• Do a dry run to check that slides are in the right order and the right way up and the right way up and round

• Stand away from projector – use remote control

• Use “back” slides for natural breaks

• Explain what is on the screen – but don’t read text

• If you have to talk too – double your enthusiasm and use PAMPERS

VIDEO TAPES

1. QUESTIONS

• Does the video really support your message?

• Does the video raise questions which you’d rather avoid

• Is the occasion right?

A budget presentation – probably not

A sales training meeting - may be

• Can you work the video player?

• Is it too complicated to set up?

• Can you afford the time for necessary discussions

• Can you risk people falling asleep?

2. APPLICATIONS TRAINING

• Video is the best teacher in interpersonal skills training; “I am what other tell me I am” becomes: “I am what I see I am” .

IMPROVING TEAMWORK

• When you record a group session on video: “ I understand what my behaviour does to you because you, or another group member tells me”’ becomes: “I understand what my behaviour does to you because I see it’.

If you have an access to computer, try and use Microsoft Powerpoint (ppt) software to make slides. Powerpoint is very easy to learn and is user friendly. Incorporate pictures / cliparts / photographs / colour combinations etc. to make your slides very creative and impactful. Use graphical presentations instead of plain data. If you are using an LCD projector along with a computer, animated slides will create a great impact. Office XP software gives the latest animation effects. For making transparencies for use with OHP, take a laser print-out of computer–generated visuals and photocopy them directly onto a transparency.

Wherever possible use symbols as well as letters

Don’t be afraid to use “speech bubbles”, large arrows or “special offer” flashes.

MODULE FIVE

Effective Presentation

Commentary

Can you move people with your talk?

Are you a Trainer who can handle any group effortlessly?

Can you keep an audience active during your presentation?

Are you a Trainer who can easily read the minds of your audience and amend your presentation if required?

Can you touch people via your talk?

Are you ready to develop a skill on how to create a lasting impact while making a presentation?

Can you keep your audience totally attentive, active and energetic while your presentation is in progress?

Any presentation is a rare art. Be it a presentation on the screen, or be it making a presentation before a live audience, not everyone is blessed with the skill to present. But the skill is not all that difficult, that one cannot be in a position to master it. All it requires is a genuine effort and an inspiring initiative to appreciate the skill as well as develop the strategy involved. No great trainer was born as one. It only took good trainers some extra effort and enthusiasm to master this skill. And I firmly believe that you could be one too.

It all begins with the basic skill of Public Speaking. One extremely important skill people could possess in life is to be able to stand up and speak to an audience. It is surely an amazing skill, which transforms an individual into several forms, in life. So much can be written about the benefits of Public Speaking, but it would suffice to say that it is an incredible fine art in life.

And when the skill of a public speaker evolves into a Presentation at a Training Program, it helps the individual master this skill‘s highest form.

Self Confidence; Ability to comprehend thoughts; Timely recall from memory; Language improvisation; Presence of mind; Think as you speak; Formulate opinions; Mobility – move with ease while speaking to an audience; Modulating voice to add clarity and richness to presentation - are some of those developments a trainer gains while making presentations.

The most important aspect of any training program is not just its content, nor the visual aids; nor the training ambience – it is the “presentation of the program” – the manner in which the trainer is able to strategize the delivery, is able to keep the audience spell bound, keep them on a thinking mode by the concepts the trainer implants; blends presentation with techniques and thus is able to dramatize the situation to create a powerful impact.

Added to this, another special skill of the trainer is creating the “designer” in him/her. It is the designer who supports the success of the presentation. Designing the distribution of content; Designing the style of presentation; Designing the delivery blend with Techniques and Visual Aids; Designing the audience grouping; Designing the overall presentation to ensure that it not only helps achieve the objective, but also creates uniqueness and an extremely positive response. The presentation must not only stir the audience into a very responsive situation, but also enhance the effectiveness of the trainer at every attempt.

What makes a Presentation powerfully impressive and successful?

· The manner in which the content is brought out

· The presentation style of the trainer – voice pitch; pause; modulation; gestures; mobility; speaking “with” audience; frequent usage of “questioning technique”; quality language; frequenting with humour and anecdotes; are surely some aspects of a good trainer

· The strategy through which the trainer is able to make learning happen easily - relating to what is being said to the audience and get them immediately link what is being said with their real-life situations, getting the audience to solve or answer several of those situations narrated

· The usage of appropriate slides / visuals to support what is being said. Always important to appreciate that when people “see” what is being said, the retention is higher and the message gets across with greater clarity. “See” here denotes the build up of mental images which get created due to the Trainer’s presentation

· The overall design of the delivery – Handling the presentation in a manner that makes it very unique, very different, very inspiring; encourages audience to try out something that they have never attempted before – the linkage with current.

Over the vast years, it has been experienced that any good presentation is always eagerly looked forward to by the audience and the success of a “Trainer” is measured by the demand the Trainer is able to create which is determined by “repeat” assignments

Presenting the Program: Key Program Content

Like it has been said before, Presentation of the program is a rare skill. As you take on the task of a trainer ask yourself these questions to ensure you have the right responses

a) Are your participant levels assessed? At what level must you pitch in?

b) Have their Needs been determined? What will your presentation focus on?

c) Is your training content comprehensive to respond to the audience levels and their needs?

d) Have appropriate training techniques designed to activate learning?

e) What presentation visuals and aids are created to support presentation?

Presenting the program is the most integral part of any training program. It accounts for over 70 percent effectiveness of any program. The participating leaders normally judge a program based on “how well” it was delivered. Presentation is the proof of the pudding and thus a trainer has to be at his/her best in delivery.

Experience indicates that one has to take care of the following approaches in delivering the program.

Trainer is first - A good Speaker!

How well can you speak before an audience? You must not only be good as a formal speaker on the podium, but as a trainer, you must develop the skill of an interactive speaker.

Apart from having a good content up your sleeve, your delivery must be tailored to facilitate extensive discussion during your presentation. In other words, as you make a presentation, unlike public speaking where you are undisturbed while the delivery is on, you are bound to be interrupted by questions that keep coming up. How you respond to these questions and continue to move on with the rest of your content? – this is the crux. That is the significant difference between a speaker and a trainer.

The bottom-line, of course, is that every good trainer must have mastered the art of public speaking. Let us try and get across to the various strategies that we have possibly gone through while learning this skill.

Recalling the Borden Formula

Make sure your public speaking approach is in order:

Ho Hum: Getting Attention – Eliminating noise in the audience minds

Why bring this up: Building the bridge with the audience

For Instance: Adding on examples

So what? : Getting the audience to respond and meet the presentation objective

Getting closer with SK’s OPENINGS

Open after a few moments: Don’t rush delivery – Take a few seconds to breath.

Peep into audience: Maintaining eye contact and control over all directions of audience

Electrify the opening: The first statements you make must draw complete attention

Navigate your voice: Drive your voice. Create variety in delivery through modulation

Include Humor – Anecdotes: Making your presentation interesting

Normalcy Regained: Checking your normalcy. Ensuring you will say all that you had planned to.

Gesticulate: Using body language. Gestures help effectiveness of presentation

Smile – Keep sporting a smile. Watch your audience emerge happy with your smile.

Trainer in an interactive role

As said several times before, the purpose of a trainer is to encourage easy learning. This is done through several approaches which the trainer must adapt in his/her training. Let us take a look at them

• Easy speaker: The trainer must be able to talk his presentation. In other words, you should be ready to do normal one-to-one discussions with the group effortlessly. That will not only get the audience closer, but also support your comfort levels. Your thoughts get comprehended. You are able to recall from your vast experience and knowledge base. You are able to co-relate several subjects to lead audience to a conclusive opinion. Discussion leading frequently applied gets you into this situation.

• Mobility: Never stand at one place. You must also try and physically get closer to the last of the audience. Your entire design of the layout must be so open that you can walk across to people right behind. As you speak, learn to keep moving in all directions. This helps extra attention from your audience and you are able to address those passive or dozing off people in your audience. Mobility is extremely important and must be given complete effort

• Questioning: This is a discussion technique. When you have to get your audience into interactive situations, one sure way is to get them respond to your training is the technique of Questioning. Get them involved by making them answer the questions you pose from time to time. However, a trainer must have complete control over the questioning technique. Here are a few tips:

o Refrain framing a question that gets you YES or NO for an answer. For instance: Do you think this approach will help in effective decision making? Or -Will the members of a team feel excited when you announce incentives? The answers to these questions are always responded with a YES or NO and thus do not encourage an concentrated participation of the audience. Instead, you could rephrase the question as “Why do you think this approach will ….. or What would happen when incentives are announced to your team members?”. Here the answers have to be a statement rather than a mere YES or a NO. And such a statement will not only make the participant say more, but the response will support your feedback on how much has been understood or what level would you attach to your people.

o Avoid Leading Questions: Trainers always exert certain amount of influence over their audience. Sometimes, such influence leads people to believe what you say is right and they may not want to give their personal opinions. This is seen when Trainers ask “Leading Questions” – Questions that have an answer in them and may have people agree with what is said. For instance – Why do you think this program is the most appropriate one for every one to attend?

You are compelling them to agree that the program is the most appropriate. Instead, you could rephrase suggesting

– Could you please suggest your opinion about this program? In the former, you are confirming to your audience that this program is the most appropriate one and it normally takes a rebel in the audience to challenge your question and respond otherwise, and not all audiences have such rebels. Questions must be phrased in a manner that gets correct audience responses.

o Don’t name the target first: It often happens that a trainer picks upon a person, addresses this participant first, and then throws open a question. For instance, Mr Gupta. Will you be able to suggest the various strategies involved with handling audience? In this situation, the rest of the audience is not as much involved, since the question is already addressed to someone else. Passive learners will continue to be passive. Instead, if the question is rephrased to say: Well friends, I have a question for you : Will you be able to suggest the various strategies in handling audience? – you look into the audience and then focus on your target to say

– Mr Gupta, can you please try and respond?. This will get the complete attention of the audience to your question. They are not too aware as to who will be asked to respond and everyone is mentally getting ready for a response, since that person believes he/she may be the one asked to respond.

• Keep changing the Technique: Never use the same technique throughout. Keep changing techniques. The most effective technique has always been discussion leading – where people are led into discussions, encouraged to participate – ask questions – respond. Depending upon the content and the learning goal, the trainer must use appropriate techniques. But try and keep changing those techniques. It could be Buzz groups followed by a Case study and depending on the time available, any number of techniques can be used. And don’t lecture for long. You are a trainer, not a lecturer or a school teacher. You are addressing adults and you are aware of their resistances.

• Training Aids mastery: It is not enough if you are good at carrying the best of hardware. How to operate them does matter. Interruptions during your presentations in trying to set up the hardware or make it work can be irritating. Do try and master the skill of handling hardware that is normally used in a program. Do not completely depend on the hired operator. You must be ready with adequate knowledge of handling those gadgets and it is not too difficult to learn. And more important, is the manner in which you organize your slides. Whether you are using a Power Point or an OHP or slides, ensure that you know what is coming up next. There are situations where Trainers, occasionally get surprised with a slide that show’s up and without realizing reveal their discomfort. Please avoid this. It is good to link one slide with the other and say out a part of the next slide even before it shows up.

Do not always read your slide. As you were designing slides, you must have rehearsed or memorized in such a way, that you do not need to read into the slide. You must be aware of its content thoroughly, even if it is a quote – and be able to say what is on the slide without always looking at the screen or monitor every time. Remember – if you are Trainer of some repute, learn to demonstrate your mastery.

Sporting the right Attitude

Trainers talk about attitude. They keep saying that “Attitude” is as important as “Ability”. Now ask yourself this question. What about your attitude? How do you think will the audience rate you? Here are some tips on a trainer attitude.

o Be humble to poor learners

o Do not go hard on “Critics” or “I know it all” audience

o When someone has a better opinion than you on a subject matter, acknowledge the same

o Accept your ignorance instead of throwing a fast one. You could keep saying to yourself, I am learning too!

o Always remember you are on a learning experience. Thus you are as involved in this experience as your audience is. Your training is not to the audience. It is with the audience.

o Empathy. How would you have reacted to a similar situation if you were a participant and another Trainer handling the session? Please do not get away by creating difficult or embarrassing situations, just because you have been given the label of a Trainer.

o Appreciate extensively. Every good response deserves a pat on the back. Carry chocolates to acknowledge good participation. Even if someone is not supportive, do not show off your disapproval on this person. Carry the diplomacy and the wit to handle such participants.

o It is always said at the JCI institute -Nobody cares how much you know, until they know how much you care. That’s a terrific take home on the attitude of a trainer.

MODULE SIX

Evaluation & Feedback

It is a process to see the Trainer and the Program from the audience perspective. Evaluation strategies help assessment of participants understanding and the relevance of the program meeting their needs

Commentary

How well was my presentation? – This is a question that has to be frequently asked.

If a Trainer desires to grow up, it is of tremendous importance that every presentation surpasses the previous performance. Towards this objective, every Trainer must attach tremendous importance to “Evaluation” and design the process of evaluation in such a manner that he/she is able to see the program happening from the “other side”. This can be exciting indeed.

Frequent feedback from participants helps in gauging the success of presentation. This feedback does not happen by itself. There has to be smart and inbuilt strategies to ensure this feedback, which helps the Trainer, assess the wellness of his/her presentation.

It is not enough to deliver a great performance. Such performance must help achieve training goals. Evaluation strategies can be of immense help in this direction.

Evaluation is a process to

· Assess the participant levels and needs

· Help get frequent feedback from audience on the relevance of the program

· Identify the key issues being understood by the participants

· Examine the levels of growth that takes place in participants

· Get feedback for the Trainer if his presentation levels are appreciated

· Receive feedback on amendments that are required to strengthen the program

Evaluation is a continuous process. It commences prior to the program which help in assessing the participant’s needs and levels (Pre-Course). The Trainer continues to utilize evaluation while the presentation is taking place (On going). And on the completion of the training program a detailed assessment is sought from the participants (Post-Course)

The best part of evaluation comes in when a Trainer is able to make changes in the content or the delivery levels of the program, based on the response received, and thus is able to focus more effectively on the achievement of program goals.

Evaluation for Enriching

Evaluating a training program which has just completed is a beginning of the improvement of the next one. Evaluation is a prerequisite for improvement. If you wish to keep growing as an effective trainer, and want to achieve that stage of unconscious competence, you must evaluate. You can enrich your future programs only through honest, sincere and thorough evaluation. Remember, you must enrich your programs continuously and that is possible only through evaluation.

Evaluate the Needs Assessment, Training Methods & Techniques, Learning Principles, Audio Visual Aids,

Design of the Program, and the Presentation.

Ask as many questions as possible, w.r.t. every possible thing you can think of, which is associated with the program. When you seek answers to these questions, you come up with the total picture of how the training program has gone. Some of these questions can be as under:

How has the program been taken by the participants?

Were the sessions enough?

Were the material and the concepts covered enough?

Has the instructional objective been met?

What are the problems that you encountered during the program and why?

How could you eliminate these problems?

Were the facilities, the venue and the physical arrangements sufficient?

Have the expectations of the participants been met?

Are they satisfied, if yes, then to what extent?

What are the suggestions from the participants?

Did they like the output sessions, exercises and games?

Were they comfortable through out the program?

What were the disappointments and why?

Would the participant want to attend another program by the same faculty?

What are the additional inputs that they wanted?

Evaluation is not a formality done as a ritual. It is neither only a small form filled by the participants at the end. It is the means of improving the quality of program by adding value for ultimate customer delight. Your participants are your customers. Therefore, they must get what they want, in a manner they want and at a time they want. In fact, they must get a little more than they want so that they are delighted about your program.

Finally, you should let the participants evaluate YOU, YOUR program, YOUR attitude and YOUR knowledge.

How to evaluate?

By oral tests, performance tests, observing the behavioural changes in the participants. And the participants’ reactions. After the course, one can know from various sources, agencies, and the organization by the ultimate feedback of the effectiveness of the program.

CONCLUSION

To be a Trainer is an honour. This distinction can come for the first time when you’ve been inducted as “Trainer”. But the challenge is to keep this honour alive and growing. It can only happen when one is conscious of getting into such a situation.

One of the most helpful skills for people is getting to be a good “Trainer”. Every training experience must prepare you to deliver an even better presentation on next experience. You must outgrow all weaknesses and beat all previous performances, no matter how well you may have delivered them. Evolution is the name of the game. Being a trainer not only helps you to improve your individual vision – ability – perception – image – wisdom, but develops a complete personality within. How you convert this developed personality in your profession – in your social involvement, is something you must always relate to. One cannot be a good trainer in presenting a program “Managing People” and in his professional or personal life is poor in “Inter-personal relations” or keeps losing key staff; losing friends or fails to get team members deliver.

I keep saying Trainers live in a glass house. Practice what you preach. Let the world know that all that you do in your professional and personal life which you must directly relate to the concepts that you keep preaching in your program. A Trainer on creative thinking cannot imprison himself in a routine. A Trainer on Public Speaking cannot be a poor speaker himself or go uninvited to speak before large audiences. A Trainer in Business Leadership cannot be someone without a high-level employment - or a leader who cannot boast of any successful and established profession. Yes. Trainers have no option, but to live in a glass house where your individual work and achievements are measured by all, particularly those, who are your audience. And Trainers have no option, but to apply learning and develop them into successful people.

Set your goal right away. No matter what! You will be someone extremely unique. Someone, very different! Someone, who will want to grow by accepting that you are not as good - and sees plenty of room for improvement. Be modest to your success and keep your learning curve moving upward. All the very best!

Message from EVP JFM Babaji Sawant

2008-12-30T15:07:00.002+05:30

JFM Babaji Sawant
EVP 2009
JCI India

DIRECTORY
Leadership is a test in which I know you all will do your very best:
If you score ‘Cs’ let those be in Commitment, Communication, Creativity and Consistency.
If you score ‘Bs’ let those be in Basics, Balance, Brilliance and Belief.
If you score ‘As’ let those be in Attitude, Accountability, Admiration and Appeal.

JCI is not for privileged few, so let’s welcome members new.
Opportunities JCI offers let everyone understand,
Let’s work well to add value to JCI India brand.
Let it be a norm, on Members & Media to shower our charm.

When there is thunder and lightning, remember this motto:
‘Smile- the God is clicking your photo’.

This Zone Directory reflects perfection,
Let us continue to perform with same passion.

Dear friends, ‘Lead by example’ is my favorite line,
In 2009 let us all brightly shine.

-----------------------
BULLETIN

Your Bulletin is truly a work of art
Intended to win every heart.

Your achievements will be a part of history,
Future generations will be able to remember your story.

Passion for Perfection was displayed by you all,
With Pride of Performance you all stand tall.
‘Involve to Evolve’ is what I feel,
If of JCI India, as a member, you wish to enjoy the thrill.
As you sow, so shall you reap,
Benefits numerous you will get to keep.
Every job is the self-portrait of the person who does it:
Autograph your work with excellence.

JFM Babaji Sawant
EVP 2009
JCI India

Vividh's Personality

2008-11-20T08:24:00.001+05:30

Vigilant Goa Tourism Issue Appeal

2008-10-31T13:32:00.000+05:30

Goa described as 'Pearl of the Orient' and 'Rome of the East'
Is fast falling prey to the political beast.
'What can one man do?' is a question we meekly ask
For lack of courage to rip off corrupt politicians' mask.

To safeguard green Goa we wish to be brave,
Freedom from corruption we crave.
Unhappy to see young generation addicted to dope,
We ask 'Will there be a beacon of hope?'

VIGILANT GOA aspires to be your voice,
Strives to give you a better choice.
Striking balance between conservation and development
Is essential for everyone's betterment.

Goa, being the land of sun, sand and song,
Has been a Tourist Heaven for long.
'Tourism is a boon', some say, 'Please, realize it soon…'
Other call it a curse and say 'Don't make the situation worse'.

Forthcoming VIGILANT GOA has TOURISM as its theme,
With diverse perspectives on the Goa of our dream.
Your generous patronage will give us the strength
To battle with relevant issues in depth and at length.

AWARDS

2008-09-01T16:23:00.005+05:30

Awards are rewards for your dedication
and service tailored to perfection
Going through Achiever's Manual is a must
Please follow the rules to stand first
AOS will put your doubts to rest
and help you to better your best.

Mahatma Gandhi

2008-09-01T16:23:00.000+05:30

MAHATMA GANDHI
Mahatma Gandhi is father of our nation
And British-free India is mainly his creation.

He believed in Ahimsa which is non-violence
And achieved miracles through satyagraha and silence.

His Charkha taught people about self-reliance
And brought Khadi into prominence.

Those days when treating untouchables well was considered odd
He taught us that Harijans were the Children of God.

In a world where people are selfish, unfeeling and mostly deal with lies
His inspirational leadership tells us that there is happiness in sacrifice.

Dosto,
Hindu, Mulim, Sikh, Isaai
Hum saare hai bhai bhai
Gandhiji ko hum yaad kare
Maan mein hum vishwas bhare
Honge saach sapne sunahare.

Jai Hind!

RESPONSIBILITY

2008-07-02T23:33:00.003+05:30

There was a most important job that needed to be done,
And no reason not to do it, there was absolutely none.
But in vital matters such as this, the thing you have to ask
Is who exactly will it be who'll carry out the task?

Anybody could have told you that everybody knew
That this was something somebody would surely have to do.
Nobody was unwilling; anybody had the ability.
But nobody believed that it was their responsibility.

It seemed to be a job that anybody could have done,
If anybody thought he was supposed to be the one.
But since everybody recognized that anybody could,
Everybody took for granted that somebody would.

But nobody told anybody that we are aware of,
That he would be in charge of seeing it was taken care of.
And nobody took it on himself to follow through,
And do what everybody thought that somebody would do.

When what everybody needed so did not get done at all,
Everybody was complaining that somebody dropped the ball.
Anybody then could see it was an awful crying shame,
And everybody looked around for somebody to blame.

Somebody should have done the job
And Everybody should have,
But in the end Nobody did
What Anybody could have.

-Charles Osgood

Join JCI [Learn to Win] Promo

2008-06-13T00:29:00.000+05:30

Save Nature Promo [Leafless]

2008-06-13T00:13:00.001+05:30

ABLE PROMO

2008-06-12T23:42:00.003+05:30

APPEX PROMO

2008-06-12T23:34:00.001+05:30

Tough times don't last. Visit Summer Fest.

2008-05-02T12:28:00.000+05:30

SUMMER FESTIVAL

2008-05-02T12:26:00.000+05:30

JASMINE

2008-04-29T23:12:00.000+05:30

Speechcraft

2008-04-29T23:01:00.002+05:30

APPEX for SUCCESS

2008-04-27T22:28:00.000+05:30

World Congress Promotion

2008-04-27T22:25:00.001+05:30

Summer Festival

2008-04-27T22:17:00.000+05:30

ZP 2008 Dr Vedpal Tari

2008-03-04T23:55:00.002+05:30

NP 2006 JCI Portugal promotes World Congress

2008-02-29T00:38:00.002+05:30

NP 2006 JCI Portugal takes off blazer to reveal World Congress T Shirt

Portugal 2006 NP promotes World Congress

2008-02-29T00:01:00.002+05:30

Dear Vividh,
This year we had the biggest delegation to an European Presidents Meeting (EPM) of JCI Europe, which was held in Cracow, Poland.
Our mission was accomplish with much success, EPM 2009 will be held in Cascais, very near Lisbon, where I hope to meet many friends from JCI. Also we had the honour of presenting the World Congress in New Delhi to be held in November this year.
See our blog at http://jciportugal.blogspot.com/
Keep in touch,
Filipe Carrera (IG)National President 2006

filipe.carrera@jciportugal.org JCI PORTUGALAv. Maestro Jorge Peixinho, 540 R/c Dto2870-426 MontijoPORTUGALTelef/Fax: + 351 212 318 342GSM: +351 919 842 935jci@jciportugal.org www.jciportugal.orgVoIP Buster: fcarreraMSN: info@filipecarrera.comSKYPE: fcarrrera

Wife

2008-02-28T23:49:00.001+05:30

Jaycee Creed Original

2008-02-28T23:47:00.000+05:30

U R Welcome

2008-02-28T23:46:00.000+05:30

Gift

2008-02-28T23:45:00.000+05:30

Hy 35th Division Insignia

2008-02-28T23:44:00.000+05:30

Hy Couple

2008-02-28T23:43:00.000+05:30

Shield

2008-02-28T23:42:00.000+05:30

1st World Congress

2008-02-28T23:41:00.000+05:30

Henry's Daddy

2008-02-28T23:38:00.000+05:30

Henry's Place

2008-02-28T23:37:00.000+05:30

Museum

2008-02-28T23:36:00.000+05:30

Missioninn

2008-02-28T23:31:00.000+05:30

JCI POONA CGB 2008

2008-02-21T07:39:00.002+05:30

President
Membership ID No. 1091945
Jc. Mehmood Memon
2410/1, East Street,
Across Methodist Church,
Pune 411 001
Phone 9822035556/
020-26349009
E-mail mehmoodmemon@hotmail.com
Profession : Architect
B.G. O+ve

Imm. Past President
Membership ID No. 1106229
Jc. Jayesh Baheti
1-B/A2, Anusha, Opp. Khadilkar Hospital,
Prabhat Road, Pune
411 004
Phone 9890973579
E-mail jayesh_baheti@hotmail.com
Profession : Chartered Accountant

Secretary
Membership ID No.
Husna Vhora
Hostel-2, Azam Campus
K.B. Hidaytullah Road,
Camp City Pune
Pin 411001
Phone
9823897389
E-mail husna_vhora@yahoo.com
Profession : Student
B.G.:O+ve

Treasurer
Membership ID No.

Jc Bilal Husen Idris Memon
3rd Floor Apartment, Near BSNL Office
Gurunanak Nagar, Camp.
Pune 411 001
Phone 9923815724
E-mail bilal_I_memon@yahoo.com
Profession : Student.

V.P.(Individual.)
Membership ID No. 1079495
Jc. Mahesh Erande
Shantai Aptt. S.No. 14/6A/3/2,
Flat No. 9, Anand Nagar,
Sinhgad Road, Pune
411 051
Phone 9890404077
020-24349399
E-mail erandemahesh@vsnl.net
Profession : Insurance Advisor
B.G.

V.P. (Community)
Membership ID No. 1091943
Jc. Shaikh Naimuddin
369/28, Nana Peth,
Pune 411 002
Phone 9370623362
E-mail careericp@yahoo.co.in
Profession : Service
B.G.

V.P. (Business)
Membership ID No. 1111590
Jc Tejanshu Rane
89, SHIVAJI HOUSING SOCIETY,
SENAPATI BAPAT ROAD,
Pune 411016
Phone 9890034463
E-mail ranetk@yahoo.co.in
Profession : Business
B.G.

V.P. (Management/International)
Membership ID No.
Jc Kiran Pendgaonkar
A-8/ Shiv Sagar City - I,
Anand Nagar, Sinhagad Road,
Pune 411 051
Phone 9822331454
E-mail pkiran101@gmail.com
Profession : Computer Software

Director (Community)
Membership ID No.
Jc Vaishali Mohan Sathe.
49/54, A-3, Royal orchard,
Behind wireless colony,
Aundh Pune 411 007
Phone 9850140613
020-25897758
E-mail drsavithegreat@rediffmail.com
Profession : Doctor

Director (MECC)
Membership ID No. 1111596
Pooja Ahuja
C/8, Lal Deval Society, Camp,
Synagogue Street. Pune
Pin-411001
Phone 9823730152
E-mail pooja5300@yahoo.co.in
Profession : Student
B.G.

Director ( Business)
Membership ID No.
Abrar Shaikh
301, Noble Residency, 7-A, New Era Society.
Opp. Isha Emerald, Bibwewadi
Pune 411037
Phone 9422081039
E-mail abrar70@sify.com
Profession : Business
B.G.:

JCI VASCO CGB 2008

2008-02-21T07:32:00.002+05:30

JUNIOR CHAMBER INTERNATIONAL VASCO
Chapter Governing Member for the year 2008.

Sr. No
Name
Designation
Address
Contact No.
Memb. No.
D.O.B
Blood Gp
1
Jc Liladhar Kumbharijuvekar
President
H.No. 216/444, Nr. Shirodkar Bar, New-Vaddem Vasco Goa 403 802
9822347838
1056075
4th Oct
B+
2
Jc Sandeep Shetye
I.I.P
H.No. 66, Nr. Vithoba Rukmani Temple, Shantinager, Vasco, Goa 403 802
9422641636
1061573
20th Jan
A+
3
Jc Ryan menezes
V.P (LOM)
M.H.N - 259, Near Post Office, New-Vaddem, Vasco, Goa. 403 802
9890414428
1038839
28-Apr
B+
4
Jc Sarita Naik
V.P(CD)
C/o P.C Station, Tarquino Henriques Apts, Opp St Andrew Chruch, Vasco.
9822182511
1061570
14th Aug

5
Jc Vishal Dessai
V.P (ID)
H. No. 241, Opp New English High School, New Vaddem, Vasco, Goa.
9420767257
1061568
27th Oct
B +
6
Jc Santosh Chari
Secretary
H.No. 402, Behind Gazi House, New Vaddem, Vasco, Goa. 403 802
9422445744
1079157
12th Jan
AB+
7
Jc Romeo Fernandes
Treasurer
Remy Digtal Lab,Tarquino Henriques Apts,Opp St Andrew Church, Vasco
9326115403
1101966
5th Oct
O+
8
Jc Yogesh Chodenkar
Director
H.No. 157/7, Kelbai wado, Tivrem,organ, Marcel, Goa.
9822135567
1038840
20th Oct
O+
9
Jc Maheshwar Betgiri
Director
Behind P.W.D Tank, New Vaddem, Vasco, Goa.
9326101025
1074475
16th Nov

10
Jc Ameer Tanavade
Director
H. No. 387, Bhute Bhat, Mestawada, Vasco, Goa.
9823869918
1087506
27th Aug
AB+
11
Jc Sangeeta Kannan
Director
Flat No. 07, Third Floor, Sulaksha Apts, Maimolem, Vasco, Goa.
0832-2500712
1119814
7th Apr
AB+
12
Jcrt Pranali G. Kharangate
Jcrt Chairperson
Pinangekar Blg., Near Foot Ball Ground, New Vaddem, Vasco, Goa.
9822101713

29th Mar

13
JrJc Shradha C. Gawas
JrJc Chairperson
"Matruchaya" Behind Kala-Kruti Paper Stall, New-Vaddem Vasco Goa 403 802
9225904161

1st June

14
Jc HGF.Yogesh Shet
Editor-Signpost
H No. 422, Near Raj Soda Fatory, New Vaddem, Vasco, Goa.
9822103516
1038840
15th Mar

World President

2008-02-21T07:22:00.001+05:30

E-MAIL ADDRESSES: National & Zone

2008-02-15T00:06:00.002+05:30

NATIONAL LEVEL
prontoprintz@rediffmail.com

purushottammodi1@rediffmail.com, ijcns@vsnl.com, nhq@jciindia.in, pramodhkumar_k@hotmail.com, kbpherur@gmail.com, kbpherur@rediffmail.com, jcnramakrishna@gmail.com, nrkrishnaing@yahoo.com, santykp@yahoo.co.in, drsunilagrawa11973@yahoo.co.in

brchandhrasehar@rediffmail.com, aroramahesh70@rediffmail.com, jcimverma@rediffmail.com, jcrupesh@sify.com, karandhruv@hotmail.com, pareshzp@yahoo.co.in, glnva2000@yahoo.com, jcnitin@indiatimes.com, pritamgoswami@hotmail.com, riteshsharma35@yahoo.com
----------------------------------
tvnmurthy@vsnl.com

dundooshirish@yahoo.com, shaileshkancha@yahoo.co.in, zs2007@rediffmail.com, spa.ganesh@gmail.com, traineIjcjp@yahoo.com, bettadakolalau@yahoo.com, muralishyam@yahoo.com, zvpbas@rediffmail.com, jc_jdeena@rediffmail.com, wingskozhencherry@yahoo.com

jcjayadheer@rediffmail.com, shibujohnmk@gmail.com, sakthichidambaram@rediffmail.com, bss_spandana@yahoo.co.in, jcvinaymehta@yahoo.co.in, zpzone9@rediffmai1.com, jcgaurav@yahoo.co.in, anilmaruthi@sify.com, anilmaruthi@airtelbroadband.in, zp23raman@rediffmail.com
-------------------------------
harishvjc @rediffmail.com

zpbharatpatel@sify.com, zpzone22@yahoo.co.in, sadhana_rajpal@rediffmail.com, jcsada15@rediffmail.com, zpzone4@hotmail.com, parul_agrawal@yahoo.com, kvelandhan@rediffmail.com, tandonmp@yahoo.com, yeselyes@hotmail.com, nileshzawar@indiatimes.com

vgkakani@sancharnet.in, jcbharat30@yahoo.com, annupam2002@yahoo.com, nileshzp9@yahoo.co.in, ajit_jhsl23@yahoo.co.in, sanjeevagrawalkashi@rediffmail.com, anilsuzhathil@yahoo.co.in, jc.anand@hotmail.com, lalitsarafll@yahoo.co.in, harjitbawa70@yahoo.com
-------------------------------
zpvipulmehta@rediffmail.com

jcpravin@rediffmail.com, zpzone22@yahoo.co.in, chetantarwani@rediffmail.com, pritesh@primaequipemnt.com, santykp@yahoo.co.in, kparehman@hotmail.com, brchandhrasehar@redjffmail.com, zpbharatpatel@sify.com, bssspandana@yahoo.co.in, bansalpiyush@yahoo.com

mbxica@rediffmail.com, nirman@sancharnet.in, nizmar@goatelecom.com, sanjeevchhajer@hotmail.com, jc naseerevp2002@hotmail.com, powerman@sancharnet.in, jcshukla@hotmail.com, purandarmrai@yahoo.co.in, sunilkumarindia@rediffmail.com, jcsanjay@satyam.net.in

ZONE XI
vedpaltari@yahoo.com

jcmanojpatil4u@rediffmail.com, nitish@victorassociates.net, nirmesh.tyagi@rediffmail.com, jayesh_baheti@hotmail.com, adbrona10@rediffmail.com, dipti_rmpkr@yahoo.com, sohamphoto@rediffmail.com, vivek_arch2000@yahoo.com, skein@rediffmail.com, mljc25@hotmail.com

dramolsaptarishi@gmail.com, mangitalove @rediffmail.com, rajan.goa@gmail.com, bhatdol@yahoo.co.in, mehmoodmemon@hotmail.com, nilkanthgaonkar@yahoo.co.in, peeushdmn@rediffmail.com, naikrm@gmail.com, kushesh416@yahoo.com, liladhark@rediffmail.com

Decades

2008-02-14T23:55:00.000+05:30

1976–1985 - United Nations Decade for Women
1994–2004 - First International Decade of the World's Indigenous People
1997–2006 - First United Nations Decade for the Eradication of Poverty
2000–2010 - Second International Decade for the Eradication of Colonialism
2001–2010 - International Decade for a Culture of Peace and Non-violence for the Children of the World , recognized by the UN
2003–2012 - United Nations Literacy Decade
2005–2014 - United Nations Decade on Education for Sustainable Development -
2005–2014 - Second International Decade of the World's Indigenous People
2005–2015 - Water for Life Decade

YEARS

2008-02-14T23:47:00.001+05:30

IMPORTANT DAYS OF THE YEAR

2008-02-14T23:42:00.002+05:30

1st January Global Family Day
3rd January Women Freedom Day
4th January Braille Day
6th January Journalists' Day/World Day for War orphans
12th January National Youth Day
14th January Geography Day/Army Day
15th January Martin Luther King Day
26th January Indian Republic Day
27th January International Holocaust Remembrance Day
30th January International Leprosy Eradication Day
2nd February World Wetlands Day
4th February World Cancer Day/International Tacky Email Formatting Day
12th February Darwin Day
14th February Valentine's Day
21st February International Mother Language Day
24th February Central Excise Duty Day/Printing Day
28th February National Science Day
1st March International Citizens' Day
4th March Industrial Safety Day
8th March International Day for Women's Rights & International Peace
12 March Dandi March
15th March World Consumer Rights Day
20th March World Theatre Day
21st March International Day for the Elimination of Racial Discrimination/International Forest Day/International Poems' Day
22nd March World Water Day
23rd March International Weather Day
24th March World T. B. Day
5th April National Marine Wealth Day
7th April World Health Day
14th April Dr. Ambedkar Jayanti
15th April Librarian's Day
17th April International Hemophilia Day
18th April International Heritage Day
22nd April World Earth Day
23rd April World Book and Copyright Day
29th April International Dance Day
1st May International Workers’ Day/World Laughter Day
3rd May World Press Freedom Day
8th May Mother’s Day
11th May National Technology Day
12th May International Nurses’ Day
15th May International Day of Families
17th May International Telephone Day/ International Day Against Homophobia
21st May World Day for Cultural Diversity/Anti-Terrorist Day
22nd May International Day for Biological Diversity
31st May World No-Tobacco Day
4th June International Day of Innocent Children Victims of Aggression
5th June World Environment Day
8th June World Ocean Day
12th June World Day against Child Labour
17th June World Day to Combat Desertification & Drought
19th June Father’s Day
20th June World Refugee Day
26th June International Day against Drug Abuse & Illicit Trafficking
27th June Helen Keller Day
1st July Doctor’s Day
5th July International Day of Cooperatives (First Saturday of July)
11th July World Population Day
24th July Parents’ day
6th August Hiroshima Day
7th August Friendship Day
9th August Nagasaki Day
12th August International Youth Day
15th August Indian Independence Day
20th August Sadbhavana Day
23rd August International Day for the Remembrance of the Slave Trade and its Abolition
2nd September Coconut Day
5th September Teachers’ Day
8th September International Literacy Day
14th September Hindi Din
16th September International Day for the Preservation of the Ozone Layer
21st September International Day of Peace
24th September Girl Child Day
25th September World Heart Day
26th September Day of the Deaf
27th September World Tourism Day
28th September Green Consumer Day
1st October International Day of Older Persons, Blood Donation Day
2nd October Mahatma Gandhi Jayanti/Anti Leprosy day
3rd October World Habitat Day
4th October World Animal Day
10th October World Mental Health Day
16th October World Food Day
17th October International Day for the Eradication of Poverty
24th October World Development Day, Disarmament Day
30th October Savings Day
6th November International Day for Preventing the Exploitation of the Environment in War and Armed Conflict
14th November National Children’s Day/Diabetes day
16th November International Day for Tolerance
17th November International Students’ Day
19th November National Integration Day
21st November World Television day/World Fisherman’s Day
25th November International Day for the Elimination of Violence against Women; 15 Days Campaign against Gender Violence
1st December World AIDS Day
2nd December International Day for Abolition of slavery
3rd December International Day of Disabled Persons
5th December International Volunteer Day
7th December International Civil Aviation Day
10th December Human Rights Day
11th December International Mountain Day
18th December National Minorities Day
23rd December Farmers’ Day
29th December International Biological Diversity Day
31st December New Year’s Eve

JCI INDIA FOUNDATION 2008

2008-02-06T00:19:00.000+05:30

CHAIRMAN
PNP K. VALLABHDAS
DOOR # 496, EASWARANKOIL STREET
ERODE - 638 001
TEL.: (0424)(O)2214593(R)2214965
FAX: (0424)2227056

DIRECTOR

Jc DINESH CHANDRA SHUKLA
24 / 56 , BIRHANA ROAD
KANPUR - 208 001.
TEL: (0512) (0) 2373015 @ (0515) 2837718 MOBILE: 09839032619
. E-MAIL: jcshukla@hotmail.com

Jc NARENDRA BARDIA RAJALINE COMPANY
RAJPUR WANI
YAVATMAL, MAHARASTRA TEL: (07239) 35924

Jc PURANDAR RAI
PANCHAMI GROUPS
PANCHAMI COMPLEX
KUMBRA - 574 258
TEL: (08251) (0) 285075 (R) 285975 MOBILE: 09972380463
E-MAIL: purandarmrai@yahoo.co.in

Jc R. SUNIL KUMAR
VOLVO ADVERTISING & MARKETING MERCHANT CHAMBERS, 1ST FLOOR
3-1-249/6/1-C SAROJINI DEVI ROAD SECUNDERABAD - 500 003
TEL: (040) (0)27721251 j 792(R)27800293 FAX: (040)27814666
E-MAIL: sunilkumarindia@rediffmail.com

Jc SANJAY KAPOOR
43, DUMRAO BAGH, ASSI
V ARANASI - 221 005
TEL: (0542) (0)2322322820 (R)2310825 Fax: (0542)2323896 / 2320676
E-mail: jcsanjay@satyam.net.in

EX OFFICIO

Jc ANTHONY NORONHA NATIONAL PRESIDENT - 2008

Jc PURUSHOTTAM MODI
IMM. PAST NATIONAL PRESIDENT - 2008

Jc B.R. CHANDHRASEHAR NATIONAL TREASURER - 2008

Jc MAHESH ARORA
GENERAL LEGAL COUNSEL - 2008

MR. KISHOR KUMAR K. SECRETARY GENERAL

JCI AFFAIRS COMMITTEE

2008-02-06T00:18:00.001+05:30

CHAIRMAN
Jc ASHRAF ALl NIZARI
NIZMAR RESORT
NAlKAWADDO, CALANGUTE,
BARDEZ, GOA - 403 516
TEL.: (0832)275909; Fax: (0832)275910
E-mail: nizmar@goatelecom.com

MEMBERS

Jc SANJEEV CHHAJER
C/o. COX & KINGS (I) PVT. LlMITED
20/21, SANSKAR COMPLEX, NEXT TO KETAV PETROL PUMP, POLYTECHNIC ROAD. AMBAWADI, AHEMEDABAD - 380 015
Fax:. (079)6561925 Mobile No.: 982500 5581
E-mail: sanjeevchhajer@hotmail.com

Jc HARISH KUMAR
496, EASWARAN KOIL STREET ERODE - 638 001
TEL: (0424)(0)2214593(R)2214965 E-mail: harishvjc @rediffmail.com

Jc RAMAN NAYYAR
TRIPAT ELECTRICALS
NEAR RAILWAY CROSSING FOCAL PT LUDHIANA - 141 010.
TEL: (0161) 671890, 673909 @ 409279

Jc NASEER AHAMAD
ELECTOR AGENCIES
14 / 220 WEST KALLAl
CALlCUT - 673 003.
TEL: (0495) (0) 300193 @ 320788 E-MAIL:Jc naseerevp2002@hotmail.com

Jc SUNIL GOYAL 0.1 MOTI PALACE
JAYENDRA GANJ ROAD
GWALlOR - 474007 (M.P)
TEL: (0751)(0) 427827 @ 327827,325827 FAX: (0751) 323844;
MOBILE: 09425111827
E-MAIL: powerman@sancharnet.in

ADMINISTRATIVE COMMITTEE 2008

2008-02-06T00:17:00.000+05:30

CHAIRMAN
Jc S. RAVISHANKAR
179, South Avenue
New Delhi -110 011
Tel: (011)(0) 23010670 (R)23793937; Fax: (011)23793907
Mobile: 9810213164; Email: mylawyer@vsnl.com

MEMBERS

Jc T.V.N. MURTHY
"KESARA",1st CROSS
e.S.1. LAYOUT, TUMKUR - 572 102
TEL:(0816)(0)2243279(R)2273129
FAX: (0816)2275430
MOBILE: 09448073129
E-MAIL: tvnmurthy@vsnl.com

Jc KESHAV VAISHYA NIRMAN UDYOG
M.L.B. ROAD
GWALlOR - 474 009
MOBILE: 09425110082
E-MAIL: nirman@sancharnet.in

Jc MAHESH RATHI
102 - A, LOKMAT BHAVAN
WARDHA ROAD, NAG PUR - 440 012
TEL: (0712) (0) 537395 @ 539460;
FAX: (0712) 542210.

FINANCE COMMITTEE 2008

2008-02-06T00:14:00.000+05:30

CHAIRMAN
Jc B.R.CHANDHRASEHAR
NATIONAL TREASURER - 2008
16/34, KALAS PERUMAl KOIL ST.
KAlASPAlAYAM
VELLORE - 632 001.
TEL: (0416)(0) 2233031; (R) 2235841
Mobile: 09443444230 .
E-mail: brchandhrasehar@redjffmail.com

MEMBER FROM THE NGB-2008
Jc BHARAT PATEL.
NATIONAL DIRECTOR - BUSINESS 5/A, VRUNDAVANSOCIETY
KHERAlU ROAD
VISNAGAR - 384 315
TEL: (02765)220763
Mobile: 9426056279
E-mail: zpbharatpatel@sify.com

Jc B. S . SURESH
ZONEPRESIDENT-ZONE XXIV
SPANDANA OFFSETS
OPP.BUS STAND, SHIMOGA
DIST HOSANAGAR - 577418.
TEL: (08185) 221713
Mobile: 09448446382.
E-mail: bssspandana@yahoo.co.in

PAST LOM PRESIDENT

Jc PIYUS BANSAL
M/s PIYUSH BANSAL & ASSOCIATES
CHARTERED ACCOUNTS .
588 GURU HARGOBIND NAGAR PHAGWARA -144 401
TEL: (0) (01824) 324039 @ 260362 MOBILE: 09814217362E-MAIL: bansalpiyush@yahoo.com

Jc MUKESH AGARWAL 767, CHOWK BAZAR BHUSAWAl - 425201.
TEL: (02585) 22508 1 23108
E-mail: jcmukesh@ijcmail.com
Mobile: 09422284158

CURRENT LOM PRESIDENTS 2008
Jc ROHIT MAHESHWARI
RSGV AND ASSOCIATES
16 - A , MISSION COMPOUND AJMER ROAD
JAIPUR - 302 011.

ADVISER & SPECIAL INVITEE

Jc MANISH BAXI
VCA & ASSOCIATES (CA)
402, CAPRI HOUSE
B/H EXPRESS HOTEL, AlKAPURI,
VADODARA - 390 007. . .
TEL: (0265) 2322046
FAX: (0265) 2355599
MOBILE: 09824059005
E-mail: mbxica@rediffmail.com

CHALLENGE EDITORIAL BOARD

2008-02-06T00:13:00.000+05:30

EDITOR
Jc SAJI ABRAHAM SAMUEL
ZONE PRESIDENT - 2007 BEEGEES GARMENTS, PERUMANOOR SHOPPING COMPLEX STORE JUNCTION, MANNAR KERALA - 689 622 TEL: (0479)2312594/2312898 MOBILE: 09447745466 E-mail: zpzone22@yahoo.co.in

MEMBERS

Jc CHETAN TARWANI
M/S TARW ANI & ASSOCIATES CHARTERED ACCOUNTS
ABOVE PUNJAB CYCLE,
NR. AZAD CHOWK
TATYAPARA, RAIPUR - 492 001 (C.G.) TEL: (0771) (0)5051228 @ 2223138 MOBILE: 09826122115
E-MAIL: chetantarwani@rediffmail.com

Jc PRITESH M SHAH
PRIMA EQUIPMENT, 21, 3RD FLOOR LOHANA BUILDING RAOPURA.
V ADODARA - 390 001..
TEL: (0265) (0) 2416938 ( R ) 2372728 FAX: (0265)2438655
MOBILE: 09825007609
E-MAIL: pritesh@primaequipemnt.com

Jc SHINE AUGUTINE
PRIYAM GOLD AND DIAMONDS
PALA ROAD, THODUPUZHA-685 584
TEL: (04862) 224293, 255107 MOBILE: 09847888000

Jc - SANTHOSH KUMAR
SIGNAL GREEN, 13/279
NEAR GANAPATHY TEMPLE
KALVAKKULAM , PALAKKAD - 678 001 TEL: (0491)(0) 2547461 (R )2556828. MOBILE: 09349956828
E-MAIL: santykp@yahoo.co.in

Jc RAJESH AGARWAL
CHOTA BAZAR, NEAR JAIN MANDIR PARATWADA, ACHALPUR - 444 805.

Jc KURUVILLA SCARIA CHELAMATTOM HOUSE THOTTAKAD - 689539.

Jc K.P.A REHMAN
SREE NILAYAM, NADUVILANGADY POOKAYIL POST, TIRUR - 676 107. MOBILE: 09895191116 /09495377010. E-MAIL: kparehman@hotmail.com

RESEARCH & DEVELOPMENT WING 2008

2008-02-06T00:12:00.000+05:30

CHAIRMAN
Jc VIPUL MEHTA EXECUTIVE VICE PRESIDENT-2007
12, RAVI DARSHAN
OPP. SARDAR PARK, G.I.D.C, ANKLESHWAR - 393 002 TEL: (02646) 650855, 650506, MOBILE: 09228148400
FAX: (02646) 250227 E-MAIL: zpvipulmehta@rediffmail.com

MEMBER
Jc PRAVIN SABNIS
104, RIZVI SADAN
GEN. P.B. GUDES ROAD
PANAJI, GOA - 403 001
TEL: (0832)2227673
Mobile: 9422640141
FAX: (0832)2227390
E-mail: jcpravin@rediffmail.com

MEMBER
Jc N L BHAGWAN
11- 8 -1/2, DASPALLA HILLS NEAR MUPPIDI GAS GODOWN VISAKHAPATNAM - 530 000
TEL: (0891) (0) 540385 (R) 565905

NOM COORDINATORS 2008 JCI INDIA

2008-02-06T00:09:00.000+05:30

Jc ANIL KUMAR J.
NOM CO ORDINATOR (JR JC WING)
MARUTHI ASSOCIATES & CO.
SHARAHV AU MAHAGANAPATHI TEMPLE ROAD MANGLORE - 575 001
TEL: (0824)(0)2423999(R)2440627
FAX: (0824)2448499
MOBILE: 9845138038,9243306775
E-MAIL: anilmaruthi@sify.com. anilmaruthi@airtelbroadband.in

Jc SAJI ABRAHAM SAMUEL CHALLENGE-EDITOR
BEEGEES GARMENTS PERUMANOOR SHOPPING COMPLEX STORE JUNCTION, MANNAR KERALA - 689 622
TEL: (0479)2312594/2312898
MOBILE: 09447745466
E-mail: zpzone22@yahoo.co.in

Jc SADHNA RAJPAL
NOM CO ORDINATOR (JCT WING)
RAJPAL COLONY, RAJPAL PETROL PUMP, A B ROAD, SENDHWA - 451 666 (MP),
TEL: (07281) (0) 228500; (R) 228355
MOBILE: 09425090255
E-MAIL: sadhana_rajpal@rediffmail.com

Jc SADANANDA NAVADA
NOM COORDINATOR (JAYCEE WEEK) GALAXY SPORTS AND TOYS
NH - 17, KUNDAPURA - 576 201.
TEL: (08254) (0) 232417 ( R ) 232553 MOBILE: 09845011818
E-MAIL: jcsada15@rediffmail.com

Jc . HGF. DR.K. MURALI MOHAN RAO
NOM COORDINATOR (CORPORATE TRAINING) CAPT. RAO'S DENTAL CLINIC
ORAL IMPLANTOLOGY CENTER
D.NO.8-l8-5/2, KHAMBHAM CHQULTRY STREET, MAIN ROAD, RAJAHMUNDRY - 533 101
TEL: (0883)(O)6660688(R)2462167
MOBILE: 9397926688
E-MAIL: zpzone4@hotmail.com

Jc PARUL AGRAWAL
NOM COORDINATOR (CIVIC CONSCIOUSNESS)
36, PANI GAON HOUSE
MAYUR VIHAR COLONY
MATHURA - 281 001.
TEL: (0565) 6521614
MOBILE: 09412728454
. E-mail: parul_agrawal@yahoo.com

Jc CSR MAHADEVAN
NOM COORDINATOR (PUBLIC RELATIONS)
866, KK COLONY, AVINASHI ROAD COIMBATORE - 641018
TEL: (0422)(0)4377350(R)2300697/ 4379350 MOBILE: 98430 10697
E-MAIL: mightymaha@airtelbroadband.in

Jc DR. NILESH ZAWAR
NOM COORDINATOR (YOUTH & SPORTS) SMILE CARE CLINIC, SARAF BAZAR
BHUSAWAL - 425 201
TEL: (0265) (0) 2358771.
MOBILE: 09890091545
E-MAIL: nileshzawar@indiatimes.com

Jc ANUPAM TIWARI
NOM COORDINATOR (BLOOD DONATION)
101, PARAKALP TOWER, ABOVE UCO BANK NEAR OLD HIGH COURT, GWALIOR - 474009 TEL: (0751)4073232
MOBILE: 09425111248 / 9993011248
E-MAIL: annupam2002@yahoo.com

Jc K VELANDHAN
NOM COORDINATOR (JCI AWARD) SHRI INFOSYS, 144 D/ 9 & 10
NEW VELLORE ROAD
ARCOT - 632 503.
TEL: (04172) (0) 233850 (R ) 235988 MOBILE: 09443490174
E-mail: kvelandhan@rediffmail.com

Jc MANOJ TANDON
NOM COORDINATOR (RESOURCES)
C/O M/S TANDON TEXTILE
B - 37/122/ A-3, SA VITRIPURI COLONY MAHMOORGANJ, V ARANASI - 221 010 TEL: (0542) (0) 3099955 @ 2363999 MOBILE: 69415336951 / 09839055151 E-MAIL: tandonmp@yahoo.com

Jc G. SIV AKUMAR
NOM COORDINATOR (OYP PROMOTION)
SRI LAKSHMI SERVICE
25, MAIN ROAD
SETHIATHOPE - 608 702 T.N
TEL: (04144) (0) 224136 ® 244222
MOBILE: 09443224136
E-MAIL: yeselyes@hotmail.com

Jc YOGIT ALVA .
NOM COORDINATOR (MOTHER & CHILD CARE DAY)
ALVA COTTAGE,
PATHONJIKATTE
KARKALA - 574 104.

Jc VIJAY KAKANI
NOM COORDINATOR (R & R) .
SHOP NO.19, SECOND FLOOR, GULSHAARCADE, RAILWAY STATION SQUARE
AMRAVATI - 444 601
MOBILE: 9823023637, 9422155970
E-mail: vgkakani@sancharnet.in

Jc BHARAT AGARWAL
NOM COORDINATOR (INTERNATIONALISM)
A-115, RANJEET NAGAR
BHARATPUR (RAJ) 321 00 I.
TEL: (05644) (0) 233112, 233113
MOBILE: 09414023552
E-MAIL: jcbharat30@yahoo.com

Jc NILESH RATHI
NOM COORDINATOR (ENVIRONMENT)
M/S RATHI CLOTH STORES
OPP.ROYAL BAKERY, MAIN ROAD
SITA BULDI, NAGPUR - 440 012
TEL: (0712) 2542307, 2549804.
MOBILE: 09325375734
E-MAIL: nileshzp9@yahoo.co.in

Jc AJIT AGARWAL
NOM COORDINATOR [G &D] (NORTHEN REGION)
NEE LAM DRESSES
174, MANIK CHOWK
JHANSI - 284 002
MOBILE: 09450927427 E-MAIL: ajit_jhsl23@yahoo.co.in

Jc M K MOUDGILNOM COORDINATOR (LIAISON) KURUSHETRA UNIVERSITY KURUSHETRA - 136 18

JCI Sen. LALIT R. SARAF
NOM CO ORDINATOR (UN MILLENNIUM DEVELOPMENT GOALS)
B/20, JALKAMAL APPARTMENT
B/H. APSARA CINEMA, KANKARIA
. AHMEDABAD - 380 022.
TEL: (079) 25322447 FAX: 22170003
MOBILE: 09426064331; 09376644999
E-mail: lalitsarafll@yahoo.co.in

JFM HARJEET KUMAR BAWA
NOM CO ORDINATOR -JC I WORLD CONGRESS PROMOTION-2008
# B-2/102,BAWA NIWAS
DILBAG COLONY
GORAY A-l44 409
MOBILE: 09814863703
E-MAIL: harjitbawa70@yahoo.com

Jc MANOJ PATIL
NOM COORDINATOR (NATIONAL POGRAMMES) ARMOUR OFFICE AUTOMATION
T-9, THIRD FLOOR, PHASE B
JAIRAM COMPLEX, NEUGINAGAR
PANAJI, GOA - 403001.
Mobile: 9326513727
E-MAIL: jcmanojpatiI4u@rediffmail.com

Jc SANJEEV AGRAWAL
NOM COORDINATOR G &D
(BIHAR & N.E. REGION)
ARYAN'S FINANCIAL SUPER BAZAR
84, GANDHI NAGAR, SIGRA
VARANASI, U.P.
TEL: (0542) (0) 3200376; (R) 2360620 MOBILE: 09336911718,09451196818
E-MAIL: sanjeevagrawalkashi@rediffmail.com

Jc ANIL UZATHIL
NOM COORDINATOR (AIDS AWARENESS) UZHATHIL HOUSE, PARUMALA .
P.O MANNAR - 689 626.
TEL: (0479) (0)2316686 @ 2314889
MOBILE:. 09447123188
E-MAIL: anilsuzhathil@yahoo.co.in

Jc HGF P. ANAND
NOM COORDINATOR (NLTS )
4-1, SIVAN KOVIL NORTH STREET
SIVAGANGA - 630561 (TAMIL NADU) TEL: (04575)(O)240687(R)240975 MOBILE: 098426-53065
E-mail: jc.anand@hotmail.com

NATIONAL DIRECTORS 2008 JCI INDIA

2008-02-06T00:07:00.001+05:30

JFM. VINAY MEHTA
NATIONAL DIRECTOR - MANAGEMENT
78, JEERA, "VINA Y KUNJ"
OPP. JEERA CLUB
SECUNDERABAD - 500 003
TEL: (040)(O)66785373(R)27535376
FAX: (040) 66365373
MOBILE: 9396537531
E-MAIL: jcvinaymehta@yahoo.co.in

JCI SEN V. RAMAN
NATIONAL DIRECTOR - PROGRAMME BASE COMPUTERS
103, MAHADANA STREET
MAYILADUTHURAI - 609 001
TEL: (04364) (R) 234567 (0) 226626
FAX: (04364)225101
MOBILE: 9443134855
E-MAIL: zp23raman@rediffmail.com

Jc BHARAT PATEL
NATIONAL DIRECTOR - BUSINESS
5/A, VRUNDAVAN SOCIETY
KHERALU ROAD
VISNAGAR - 384 315
TEL: (02765)220763
Mobile: 9426056279
E-MAIL: zpbharatpatel@sify.com

Jc ANUP MUNDHRA
NATIONAL DIRECTOR - TRAINING C/O. ANSHU MARKETING NAYAPARA
RAIPUR - 492 001 C.G.
TEL: (0771) 2534173; (R) 2428851
FAX: (0771) 4051518
MOBILE: 09445205750; 9300005750
E-MAIL: zpzone9@rediffmai1.com

Jc GAURA V AGARWAL NATIONAL DIRECTOR - G & D
30 - A, JAGNNATH PURL
MA THURA - 281 001.
Tel: (0565) (0) 3294143 ( R) 2424143 Fax: (0565)2425616
MOBILE: 09837009647
E-MAIL: jcgaurav@yahoo.co.in

ZONE PRESIDENTS 2008 JCI INDIA

2008-02-05T23:58:00.000+05:30

Jc JAGMOHAN VERMA
ZONE PRESIDENT - I
14, PARMAR COLONYGREEN AVENUEPALAHI ROADPHAGWARA - 144 401TEL: (01824) ( R ) 229 663M: 09914500367.E-MAIL: jcimverma@rediffmail.com

Jc VINAY AGARWAL
ZONE PRESIDENT - II
147, DARU BHONDELAJHANSI - UP 284 002.TEL: (0510) @ 2351476 (0) 2444201
M:09415949015E-MAIL: jcvinayzp2@yahoo.co.in

JFM RUPESH KUMAR JAISWAL
ZONE PRESIDENT - III
ASHA DEEP COLLECTORGANJ SHAHGANJ
DlST JAUNPUR - 223 101.
TEL: (05453) (0) 226461 @ 222009
M:09415651939,09235558993E-mail: jcrupesh@sify.com

Jc Adv. G.L.N.V APPAJI
ZONE PRESIDENT - IV
SRI LALITHA NILAYAMD.NO 16/134, S.N PURAMGUDIVADA - 521 301.TEL: (08674) 242792, 242792 M:09849184283E-MAIL: glnva2000@yahoo.com

Jc HGF PRITAM KUMAR GOSWAMI
ZONE PRESIDENT - V
157, ADITYA AWAS COLONY POLICE LINE,
KOTA - 324 001.TEL: (0744) (0) 2392108( R )3297690
FAX: (0744) 2392108
M:09352600623,09887558623.EAMIL: pritamgoswami@hotmail.com

JFM RITESH SHARMA
ZONE PRESIDENT - VI
PANCH SHEEL NAGARNEAR MATA MANDIRGW ALlOR - 474 011 (M.P)TEL: (0751) 4035830
M:09993096744,09425301245. E-MAIL: riteshsharma35@yahoo.com

JFM MANISH DHRUV
ZONE PRESIDENT - VII
KARAN CHEMICALSNEAR INDRESHWAR MAHADEV RAJESHWARY SOCIETY
JUNAGADH ROADJETPUR - 360 370TEL: (02823) 224322, 220022FAX: (02823) 220022 M:09876529584E-MAIL: karandhruv@hotmail.com

Jc ADV. PARESH R PAREKH
ZONE PRESIDENT - VIII
C/O ADV. NAVED SHAIKH 1/2699, OFFICE NO.1, FIRST FLOOR
GADABAIG MASJID BUILDING OPP. JAIN TEMPLE, MAKKAIPOOL
NANPURA MAIN ROADSURAT - 395 001.TEL: (0261) (R) 6536567FAX: (0261) 2464644M:09824106369E-MAIL: pareshzp@yahoo.co.in

Jc NITIN THAKKAR
ZONE PRESIDENT - IX
G - I, SHRI KRISHNA MARKET
MODI NO 3, SITABULDI NAGPUR - 440 012.TEL: (0712) (O). 2525564 (R) 2540012 FAX: (0712) 2525564
M:09422808327E-MAIL: jcnitin@indiatimes.com

Jc DR VEDPAL TARI
ZONE PRESIDENT - XI
D-3-F,GENERALPOOL GOVERNMENT QUARTERS,
ALTINHO PANAJI GOA - 403 001.
TEL: (0832) 2287160 (R ) 2222620
FAX: (0832) 2287160
M:09823168749E-MAIL: vedpaltari@yahoo.com

Jc SHIRISH DUNDOO
ZONE PRESIDENT - XII
154, SAPPER'S LINESBALUMRAI SECUNDERABAD - 500 003.TEL: (040)(0) 27900307 ( R) 27907574
M:09849016805E-MAIL: dundooshirish@yahoo.com

JFM SHAILESH MAHAJAN (JAIN)
ZONE PRESIDENT - XIII
C/O BHARAT DEOLASEE4, PADAM SAURABH COLONY
SHEGAON ROAD
AMRAVATI - 444 604
TEL: (0) 09370766660 (R ) (0721) 2550763
FAX: (0721) 266 6471M:09422156070E-MAIL: shaileshkancha@yahoo.co.in
zs2007@rediffmail.com

JFM VENKATA KRISHNA HEBBAR B.R
ZONE PRESIDENT - XIV
BETTHADAKOLALU SHANTHI GRAMA POSTKOPPA TALUKA .CHIKMAGALUR DIST - 577114.TEL: (08265) 248526 /215439.M:09448294362E-MAIL: bettadakolalau@yahoo.com

JFM MURALI SHYAM M
ZONE PRESIDENT - XV
SHRI MATHA AGRO CENTRE
RAMNATH CHEMBARSNEAR BUS STANDPUTTUR (OK) - 574201TEL: (08251) 230235 @ 261275
M:09448164305,09901727853
E-MAIL: muralishyam@yahoo.com

JFM S. BASKARAN
ZONE PRESIDENT - XVI
A 13 / 17, TNHB COLONY BAGALUR ROADHOSUR - 635 109.TEL: (04344) (0) 245333 ( R) 240444 M:09443245333E-MAIL: zvpbas@rediffmail.com

Jc. J. DEENATHAYALAN
ZONE PRESIDENT - XVII
ZONE HEAD QUARTERS19 - E, S.K.C ROADERODE - 638 001.TEL: (0424) (0) 4031323FAX: (0424) 2533079M: 09842776339.
E-MAIL: jc_jdeena@rediffmail.com

Jc S P A GANESH
ZONE PRESIDENT - XVIII
232, NAICKER NEW STREET
MADURAI - 625 001TAMIL NADU - INDIATEL: (0452) 4381450Fax: (0452)4381450M: 09894026627 / 09842149955
E-MAIL: spa.ganesh@gmail.com

Jc HGF K.JAYAPALAN
ZONE PRESIDENT - XIX
KULANGARATH HOUSE KAKKARA
KAKKARA P.O.M M BAZAR (VIA)KANNUR DIST - 670 306.TEL: (04985) 216326FAX: (0467) 2282261
M:09447485987,09947883067 E-MAIL: traineIjcjp@yahoo.com

JFM SHIBU JOHN
ZONE PRESIDENT - XX
4 C, PRESIDENCY COURT
CHAMMANY ROADKALOOR, COCHIN - 682017. TEL: (0484) ( R) 2335833FAX: (0484) 2394379 M:09447036111E-MAIL: shibujohnmk@gmail.com

JFM JAYADHEER P
ZONE PRESIDENT - XXI
SAI VASANTHAMP.O ARIYALLURVIA P ARAPP ANANGADI KERALA - 676 312.TEL: (0494) @ 2470894 (0) 2401136
M:09846002999E-MAIL: jcjayadheer@rediffmail.com

JFM BIJU MATHEW CHERIAN
ZONE PRESIDENT - XXII
ASSOCIATED BUSINESS CORPORATION
P.B.NO. 3, S.L. COMPLEX KOZHENCHERRY
KERALA - 689 641. TEL: (0468) (0) 2210219 (R) 2214374Fax: (0468) 2314556
M:09447710219,09446570219E-mail: wingskozhencherry@yahoo.com

Jc HGF CT.CHIDAMBARAM
ZONE PRESIDENT - XXIII
1 - E, P ANAGAL ROADJ.5.K COMPLEXTIRUV ARUR - 610 001FAX: (04366) 240331M: 09443175579E-MAIL: sakthichidambaram@rediffmail.com

Jc B. S . SURESH
ZONE PRESIDENT - XXIV
SPANDAN OFFSETSOPP.BUS STAND, SHIMOGA DIST HOSANAGAR - 577418.TEL: (08185) 221713M: 09448446382.E-mail: bss_spandana@yahoo.co.in

NATIONAL OFFICERS JCI INDIA

2008-02-05T22:09:00.000+05:30

Jc HGF ANTHONY NORONHA
NATIONAL PRESIDENT
H.NO.376, 4th WARD, COLVA SALCETE, GOA - 403 708
TEL: (0832)(R) 2788778
MOBILE: 09823619211
E-MAIL: prontoprintz@rediffmail.com

JCI Sen. PURUSHOTTAM O. MODI
IMM.PAST NATIONAL PRESIDENT
MODI PETROL PUMP
OPP. PRABHAT TALKIES,
GONDIA - 441 601.
TEL: (07182) 329973
MOBILE: 09422131666
E-MAIL: purushottammodi1@rediffmail.com

MR. KISHOR KUMAR K.
SECRETARY GENERAL
NATIONAL HEADQUARTER
AMI KALASH, 2nd FLOOR
AMI COMPLEX, I.C.COLONY ROAD,
BORIVALl (W), MUMBAI - 400 103
TEL: (022)28912354, 28913355
FAX: (022)28910807
E-MAIL: ijcns@vsnl.com nhq@jciindia.in

JFM Er. PRAMOD KUMAR
EXECUTIVE VICE PRESIDENT - AREA A
CHARTERED ENGINEER
DESIGN BUILDERS', COURT ROAD TALIPARAMBA,
KANNUR DIST. - 670 141
TEL: (0460) (0) 2203939; (R) 2202828
MOBILE: 09447023939
E-MAIL: pramodhkumar_k@hotmail.com

Jc . HGF PRASANNA K.B.
EXECUTIVE VICE PRESIDENT - AREA B
HERUR ELECTRICALS, SEETHUR COMPLEX MAIN ROAD,
KOPPA - 577 126.
TEL: (08265) (R)221467
Mobile: 09448156964
E-MAIL: kbpherur@rediffmail.com , kbpherur@gmail.com

JFM N. RAMA KRISHNA
EXECUTIVE VICE PRESIDENT - AREA C
DOOR NO. 6-135(4)
SRINAGAR 1ST LANE
KURNOOL ROAD, ONGOLE - 523 002
TEL: (08592) 231810 / 09849670237 MOBILE: 09849650382
E-MAIL: nrkrishnaing@yahoo.com

JFM SANTHOSH KUMAR.P.
EXECUTIVE VICE PRESIDENT - AREA D
SIGNAL GREEN, 13/279
NEAR GANAPATHY TEMPLE
KALVAKKULAM
PALAKKAD - 678 001
KERALA
TEL: (0491)(0) 2547461 ( R) 2556828.
MOBILE: 09349956828
E-MAIL: santykp@yahoo.co.in
jcnramakrishna@gmail.com

Jc DR. SUNIL AGRAWAL
EXECUTIVE VICE PRESIDENT - AREA E
AJANTA SOC..N.H. NO. 6
KHEDI (BK) BHUSAWAL ROAD
JALGAON - 425 001.
TEL: (0257) 2233887
MOBILE: 09422284219
E-MAIL: drsunilagrawa11973@yahoo.co.in

Jc MAHESH KUMAR ARORA
GENERAL LEGAL COUNSEL
# 26-A, SHASTRI NAGAR
P.O. MODEL TOWN
LUDHIANA - 141 002.
TEL: (0161) 4624514 /2453514
MOBILE: 09876153514/09417053514
E-mail: aroramahesh70@rediffmail.com

Jc B.R. CHANDHRASEHAR
NATIONAL TREASURER
16/34, KALAS PERUMAL KOIL ST. KALASPALAYAM
VELLORE - 632 001.
TEL: (0416)(0) 223303; (R) 223584
Mobile: 09443444230
E-mail: brchandhrasehar@rediffmail.com

Jc HGF ANTHONY NORONHA, NATIONAL PRESIDENT 2008 JCI INDIA

2008-02-03T00:56:00.000+05:30

Directory Information

2008-01-31T23:55:00.000+05:30

ZONE GOVERNING BOARD
Name
Post
Address
E-mail
Phone
Dr. Vedpal Tari
Z P
D-3-F, Govt. Qtrs., General Pool, Altinho Panaji Goa 403 001
vedpaltari@yahoo.com
9823168749

Manoj Patil
I P Z P
Armour Office Automation, T-9,3rd flr, Ph“B’. Jairam Complex,Neuginagar,Panaji
jcmanojpatil4u@rediffmail.com
9326513727

Deepak N. Tilve
Z V P -A
G-1, Gulmohar Nest Opp. St. Merry’s High School, Altinho Mapusa
9822161131

Sudesh Gaonkar
Z V P -B
H. No:660/ C,c/o. S V Redkar, Opp. Dia Building,New Vaddem, Vasco
9923633304

Vividh Pawaskar
Z V P –C
E 23,Sanchayani A.V.Hsng Co-op Scty, Vidya nagar, Margao
jcimargao@sify.com
9822988918

Nitish Raj Victor
Zone Secretary
F-10, “Angarki” Complex, Varcondem. P.O.Box 90, Ponda-Goa.
nitish@victorassociates.net
9850475558

Dr. Uday Kudalkar
EDITOR
Asst. Professor, Dept. of Anatomy, G. M. C., Bambolim-403 202
9923123147

Sarfaraj Shaikh
Z D-Management
Villa No: 1, Axis Villa, Behind Masjid, Dovorlim Salcete Goa. 403707
9822175611

Ismail Shaikh
Z D-Growth & Development
H. No: 324, Telengal behind Someshwar Temple, Xeldem
9850461519

Nirmesh Tyagi
Z D-Training
F-2, Ignez Tiger Apts, Jayceenagar Ponda Goa
nirmesh.tyagi@rediffmail.com
9823164916

Surendra Dessai
Z D-Program
H. NO: 444/4, Dhamod, Xeldem, Quepem Goa 403 705
9823615244

Saiprasad Naik
Z D-Business
Saiprasad Naik & Associates Ground Floor, Ravalnath Sadan,
Opp. Shantadurga Muth, Antil Peth, Bicholim Goa 403 504
9225901321

Yogesh Kerkar
ZD Junior Jaycee & Jayceerette Wing
2nd Flr, Rukmini Bldg, Opp. Pai Nursing Home, Vaddem,Vasco 403 802
9822168619

Govind Rathod
Coordinator
Ganapati Krupa, Eakveera Nagar, Dapoli Road, Khed Ratnagiri
9422429635

Jayesh Baheti
Coordinator
Flat 1/A, Bldg. A-2, Anusha Apts. Prabhat Rd. Erandawane, Pune-004
Jayesh_baheti@hotmail.com
9890973579

LOM PRESIDENTS
Name
Chapter
Address
E-mail
Phone

Shrihari Naik
B -Madkai
House No: 531, Lade Wada, Marcaim, Ponda Goa 403 404
9420767513

Preeti Naik
Bicholim
H. No; 2023, Sukanti Vadap, Bordem Bicholim Goa 403504
9226652462

Manoj Karpe
Colva
House No: 305, Fourth ward Colva Salcete Goa 403708
9823693600

Adbrona Vaz
Cuncolim
H. No: 825, Nanguillo, Cuncolim Salcete Goa 403 703
adbrona10@rediffmail.com
9850458210

Dipti Rampurkar
Curchorem
H. No:1200, Opp. Football Ground, Pontemol, Curchorem 403706
Dipti_rmpkr@yahoo.com
9822984082

Sandeep Kamble
Khed
M/s Soham color Lab. Vanipeth, Khed Ratnagiri 415 709
sohamphoto@rediffmail.com
9422631960

Vivek Chougule
Kolhapur
1764 “B” ward, Manjula Aprtment, Powar Galli, Kolhapur 416 012
vivek_arch2000@yahoo.com
9823198978

Shveta Usapkar
Mahaprasta
217/A, Bilwan, Pedem, Mapusa Goa 403507.
9422439048

Pankaj Kurtarkar
Mapusa
Arjun Niwas, H. No: 80/10, Khorlim Mapusa Goa 403 507
9822735737

Shashank Keni
Margao
202, Laxmi Dattagiri Apts, V. V. Road Margao 403 601
skein@rediffmail.com
9890679550

Dilip Mehta
MarineLins
Office:48/50, C.P.Tank Road, 1st Floor,Mumbai-400004
mljc25@hotmail.com
9326674355

Dr Amol Saptarshi
Puna Martha
848 / B,Sadashv Peth, Rajvada Road,
dramolsaptarishi@gmail.com
9422008188

Mangeeta Gop
MPT
Bld No. 215, 1/2 B type, MPT Colony, Headland Sada Vasco 403804
mangitalove@rediffmail.com
9923490847

Rajan Satardekar
Panaji
F-1, Buddaseth Pearl, Tonca, Caranzalem 403 002
rajan.goa@gmail.com
9823256280

Ramkrishna Bhat
Ponda
‘PRITHVI’ D–2 Villa, Sapana Park, Bethora Rd, Ponda 403401
bhatdol@yahoo.co.in
9422388807

Mehmood Memon
Poona
2410/1, East Street, Opp. Mechodist Church Pune 411 001
mehmoodmemon@hotmail.com
9822035556

Nilkanth Gaonkar
Quepem M.
H. No: 231/1 Gaonkar Wada, Pirla Quepem 403 705
nilkanthgaonkar@yahoo.co.in
9850873729

Peeush
Sanquelim
No: 1606, Gokulwadi, Sanquelim Goa 403 505
peeushdmn@rediffmail.com
9960635831

Ramesh Naik
Santa Inej
‘SHIVAMRUT’ Near Assembly Complex, Porvorim Goa 403 501
naikrm@gmail.com
9422438182

Khushali Prabhu
Usgao Tisk
H. No: 575, Zarichawada, Usgao Ponda Goa 403 407
kushesh416@yahoo.com
9270353100

Liladhar Kumbharjuvekar
Vasco
H. No: 216/444, Nr. Shirodkar Bar, New Vaddem Vasco 403 802
liladhark@rediffmail.com
9822347838

JOHN H. ARMBRUSTER

2008-01-23T01:17:00.000+05:30

JOHN H. ARMBRUSTER
John H. Armbruster was one of the most influential founders of the Junior Chamber movement, and continued to be one of its most ardent supporters until his death in 1978.
On December 19, 1916, John Armbruster "joined Junior Citizens" in St. Louis, Missouri. Since that time, his steadfast dedication, his vision and his determination have set the standard for all Jaycees to follow.
Armbruster was an orphan. Taken in by his uncle, his first job as a boy was cleaning a saloon. Apparently, Armbruster learned much from this experience. He raised himself up by the bootstraps to become a self-made man, a teetotaler, and a very bright "guiding light" in the most exciting leadership training organization in the world.
Armbruster started early to seek out opportunities for his ambitious, hard-working nature. He began his career as an office boy in a real estate company at age fourteen and rose to vice president before establishing his own real estate company in 1932. Armbruster also organized and served as president of Community Savings and Loan in St. Louis.
Armbruster was never content to sit idle, especially when a need existed in the community. In addition to his extensive Jaycee involvement, he participated actively in a myriad of social, civic and charitable organizations. Among them were Boy Scouts, YMCA, Rotary International and The Salvation Army.
Armbruster's involvement with Jaycees began before the Jaycees organization began. He joined the Young Men's Progressive Civic Association (YMPCA) in St. Louis, Missouri, and held every office in that group from assistant secretary in 1916 to president in 1929. He served as national director of The United States Junior Chamber of Commerce (USJCC) for two terms, from 1929 through 1931. He was named an honorary vice president of the national organization in 1936.
John Armbruster was instrumental in the formation of the Junior Chamber International (JCI) Senate. This organization is made up of those few who have received the coveted JCI Senatorship. Armbruster initiated the Senate's newsletter, The Elder Statesman, and assumed responsibility for its publication and expense. He was named honorary president of the JCI Senate at the XXII Jaycees International World Congress in 1967.
For forty-seven years, Armbruster was "Keeper of the Log" - a chronicle of the details about the crew of the mythical ship, S.S. Fellowship. In order to maintain communications and to keep alive the many friendships made during his active Jaycee days, Armbruster founded the imaginary ship and invited other "old-timers" to become mates on the fancied crew. Today, the Log continues in the true Armbruster spirit.
Armbruster was the official JCI historian. He also authored "The First Twenty Five Years of the Junior Chamber of Commerce." By keeping such careful record of its early days and founding ideals, Armbruster emerged not only as the foremost chronicler of the Jaycee movement, but as a young man determined to maintain and carry on the rich heritage of the principles and vision that turned a dance club into a world-wide dynamo.
To rise from orphan-hood to such professional heights and to have such influential impact on the direction and the content of the entire scope of the Jaycee movement is testimony to Armbruster's vision and drive.
Armbruster was a success, too, as a husband and father. Armbruster and his wife, Eleanor, were married April 3, 1919. The joys of their nearly sixty years of marriage included their four daughters, Priscilla, Alice, Joan and Elizabeth.
In later years, one of Armbruster's keen interests was the preservation of the momentoes of the organization's history. He had already preserved videotape interviews outlining some of his recollections.
In the middle of February 1978, staff members at the national headquarters in Tulsa, Oklahoma, were previewing those videotapes to prepare for his arrival. He was to give more detailed audiotape interviews. The staff had just watched Armbruster's taped image say that he hoped the movement's pioneers had left their footprints on the sands of time. Suddenly, someone burst into the room with news that Armbruster had died en route.
He died on a mission close to his heart: to aid his beloved Jaycees. He died on a plane before it could leave St. Louis. In word and in deed, in life and in death, meaning was a big part of John Armbruster's life and legacy.
The comprehensive influence of John Armbruster has spawned one of the highest awards that Jaycees bestow.
The U.S. Junior Chamber's John H. Armbruster "Keyman" Award is given each year to five outstanding Jaycees, who, following their first year of membership, have continued to show support, dedication and enthusiasm to the organization.The legacy of John H. Armbruster is a firm belief in the whole Jaycees movement, and in each of its participants. This belief will continue in the vanguard of service that distinguishes a Jaycee in today's society. That service is a part of Jaycees' heritage through men and women such as John H. Armbruster. It is also a promise of the presence of Jaycees in tomorrow's society.

JCI CREED: ITS MEANING

2008-01-23T01:13:00.000+05:30

JCI CREED: ITS MEANING
The year was 1946... the place, Milwaukee, Wisconsin, U.S.A.; the event, the United States Junior Chamber National Convention. Visitors came from Canada, Mexico, South America, Europe and the Philippine Islands. It was here that the idea of a JCI Creed was born.
Past President of the Ohio Junior Chamber and National Vice President of the United States Junior Chamber C. William Brownfield realized at this convention that the organization did not have a Creed. He was inspired by the devotion of Junior Chamber members "to the purpose of serving mankind in a thousand different ways, right down at the grass roots where freedom lives or dies."
Brownfield saw Junior Chamber as "the potential for a new force in the world, one capable of changing the balance between victory or defeat for our chosen way of life in a time of crisis."
The actual writing of the Creed took place in July 1946 during a drive from Brownfield's hometown of Columbus, Ohio, to his coal mine in New Lexington, a journey of about 75 minutes. He started that journey with a firm conviction in his mind to work on the Creed. It was during that trip that the following words came to mind and were put on paper:
That the brotherhood of man transcends the sovereignty of nations.Economic justice can best be won by free men through free enterprise.Government should be of laws, rather than of men.Earth's great treasure lies in human personality.Service to humanity is the best work of life.
In 1950 the first line, "we believe that faith in God gives meaning and purpose to human life. " was added.
Since it was written, Junior Chamber members all over the world recite the Creed at local, national and international meetings and functions. During that time there has been much discussion of the interpretation of the Creed. The author himself said, "Every Member is free to interpret the Creed in the light of his own conscience."
The following interpretation is based on Brownfield's own views and what is commonly believed and understood to be the meaning of the Creed to the organization.
"We believe..."Everyone must believe in some ideal, principle or philosophy. To believe is to practice what is believed to be true.
"...That faith in God gives meaning and purpose to human life... ""God" here does not refer to any specific religious God, but to a supreme omnipotence. It does not matter who or what your God is; the line is just saying that you must believe in something. Brownfield interpreted it in this way: "The Junior Chamber membership, drawn from many religious backgrounds, is united by a common bond of faith; that man lives by the will of (his/her) God, that God's will for man is good; and that the life worthwhile is lived in harmony with His eternal plan."
"...That the brotherhood of man transcends the sovereignty of nations..."This line breaks down all the boundaries that have been imagined by mankind. It simply means that all men and women are equal. It respects allegiance to one's country, but, at the same time, reinforces the idea that man is a citizen of the world. Brownfield put it this way: "Man-made boundaries have been drawn and redrawn, separating the human race into many nations. But across these unnatural divisions there has been an intercourse in art, science, commerce and religion; evidence of man's universal brotherhood; proof that man himself, not his territorial divisions, is of basic worth."
"...That economic justice can best be won by free men through free enterprise..."The operative words here are "...can best be won.... " Junior Chamber members believe that man should be free to use his skills and abilities to the limit in improving his economy. Brownfield expressed it this way: "Where economic improvement has been greatest, man has been free to follow his dream of making a personal fortune by doing something never done before, or by doing it better." He also said, "... the system of self-development through private enterprise could be adapted with variations to suit local conditions in many parts of the world. "
"...That government should be of laws rather than of men..."This tenet of the Creed simply means that no one should be above the law, and that the law should be the same for all people, no matter what status they hold in society. The government must be based on constitutional law, accepted and ratified by a majority of the people. The power to change laws and elect governments should remain in the hands of a majority of the people. Abraham Lincoln, the 16th President of the United States, spoke of a government "of the people, for the people, and by the people." This line of the Creed crystallizes what President Lincoln was talking about so many decades ago. Brownfield expressed the meaning this way: "In a free society, the fundamental law is derived from the people. It is they who hold the final authority."
"...That earth's great treasure lies in human personality..."Every individual has a separate and unique personality. That is the main difference between humans and other creatures of the world. That uniqueness makes the human personality earth's greatest treasure. It cannot be duplicated nor can it be made. Brownfield's views on this line are: "True treasure lies in the hearts of men. There is about us a vast field of opportunity for cultivation of the human personality. It's not the quantity nor the length of life that gives it zest, but the quality of living, the achievement we make in terms of human progress."
"...And that service to humanity Is the best work of life."This final tenet of the Creed is the logical culmination of the preceding lines. A person who believes in the Creed will most definitely find service to humanity to be the best work of life. Note the word humanity. Brownfield's interpretation of this line of the Creed is: "The life lived unselfishly grows richer, deeper and fuller. Joy is more enduring and peace of mind, more certain. The world looks at the contribution such a life has made and marks the one who lived it as a benefactor of the race; yet he knows in truth the greater benefit has been his own."
No matter what a member's interpretation of the Creed may be, he or she should always practice what he or she believes. Many unsuccessful attempts have been made to change the Creed, but it has prevailed through the years and continues to be as the covenant that holds the organization together. Many members have made the Creed their guide in life.Brownfield aptly summarized his interpretation of the Creed when he said: "Only in the deed can the world become flesh."

HENRY GIESSENBIER, JR.

2008-01-23T01:11:00.000+05:30

HENRY GIESSENBIER, JR.
Founder, U.S. Junior Chamber of Commerce
In the Exhibition Hall at The U.S. Jaycees War Memorial Headquarters stands a bronze bust of a man known as Henry Giessenbier, Jr.
The two-foot, copper-colored statue is but a small reminder of the valiant man "Hy" Giessenbier was. He was known for his persevering character. He was driven by a desire to conquer the impossible. Giessenbier's pursuit of success was not marred by selfishness, however. It was enhanced by his determination to serve others and his community.
Giessenbier's desire to serve others began as a dream. Hy envisioned young men participating in the civic affairs of their communities to help and benefit people of all ages. This vision eventually gave birth to one of the world's strongest organizations--Jaycees.
Although distinguished for his strength and character, what is known about Hy's childhood is that he was born on June 26, 1892, and was raised in St. Louis, Missouri. Henry was one of six children in the Giessenbier family. His father was a stern, yet kind German immigrant. Hy's mother was highly respected for her gentle and kindhearted nature.
The Giessenbier family was typical of most middle-income families in St. Louis during the early 1900s. Though they were never poor, Hy began working at an early age. He never completed high school, and just how far his education progressed beyond that is uncertain.
In 1909, Giessenbier entered the field of banking, which eventually became his life's vocation. His beginning years in banking were devoted to intense study of the profession. He often stayed at the bank until the early morning hours studying bookkeeping and other subjects.
At the age of eighteen, Giessenbier started the Herculaneum Dance Club (in 1910). Though this young leader originally formulated the group for social reasons, in 1915 it became the Young Men's Progressive Civic Association (YMPCA). This forerunner of the Jaycees organization was a step beyond dancing and was directed at the involvement of young men in civic and community affairs. A few years later, the organization's name was changed to the Junior Citizens. (The first time "JC's" came into use.) The organization became the Junior Chamber of Commerce after its affiliation with the St. Louis Chamber of Commerce in 1918.
The Jaycees founder's dedication to serve others wasn't limited to the organization. Hy's patriotism led him to serve two years in the army during World War 1. In a letter sent home, the young sergeant described the war conditions. At one point, Henry described passing a comrade taking cover in a shell hole during intense artillery fire. The other man urged Giessenbier to take cover also, but as Hy related, "something urged me on." A few moments later, that shell hole received another direct hit. Giessenbier's persistence had saved his life.
After his stint in the army, Hy fully resumed his involvement with the Junior Chamber. In the summer of 1920, at the first national convention, the organization officially became The U.S. Junior Chamber of Commerce (USJCC). Giessenbier was elected as the first president. His vision for the USJCC was expressed when he said ". . . may I say that in your hands lies the destiny of a great organization. Let us build it to national recognition. Let us organize it in the interest of young men for a greater America."
Besides his participation in the Jaycees, Henry exerted himself and his leadership abilities in other organizations and clubs. Among many activities, he started an advertising club and an avidly pursued affection for speaking. Giessenbier's success was not limited to extracurricular activities. Hy was also becoming a prominent banker. (An uncommon occurrence for young men during that time in history.)
Despite good-fortune in his career and activities, Hy's subservient nature pervaded. Some attributed Hy's disposition to his religious convictions. His wife, whom he had met during WWI and married in 1922, once described Giessenbier as a man who daily read the Bible. And as Hy told his wife on one occasion: "Not to do so would be like going into battle without my armor."
Hy's strong, gentle nature impressed all who met him. George Wilson, Hy's successful political opponent in the 1921 USJCC presidential election, said of him ". . . your sterling qualities place you in the lead wherever you go."
Henry Giessenbier had always been plagued by health problems, and by 1930 they began to take their toll. Even after several operations Henry continued his vigorous lifestyle until disaster struck in 1933. Giessenbier was charged with mishandling funds and illegal transactions at the bank.
For a man dedicated to public service, the event was devastating both mentally and physically. The case was dropped after it was shown the losses resulted from the depression. But even though Hy was acquitted and recovered from his breakdown, the event shadowed his life like a dark cloud.
Less than a year after the court hearing, Henry Giessenbier died of kidney complications. It was November 7, 1935. John Armbruster, another pioneer member of the USJCC, eulogized Henry: "He knew glory and he knew adversity, but he treated them both alike. He was not spoiled by glory nor was he embittered by adversity. His was a life that knew no resentment though he was persecuted far beyond any . . . "The statue is only a small representation of a man. Henry Giessenbier's personal qualities shall forever be reflected in the organization he founded.

JCI WORLD PRESIDENTS

2008-01-23T01:03:00.001+05:30

YEAR NAME COUNTRY
2008 Graham Hanlon
2007 Scott Greenlee USA
2006 Lars HAJSLUND Denmark
2005 Kevin CULLINANE Ireland
2004 Fernando Sancho ARIAS Venezuela
2003 Bruce RECTOR U.S.A
2002 Salvador BATLLE SPAIN
2001 Georges A. BOUVERAT SWITZERLAND
2000 Karen BISDEE NEW ZEALAND
1999 Yonk Suk CHOI KOREA
1998 Petri NISKANEN FINLAND
1997 Crispin C. DY Jr PHILIPPINES
1996 Tom CLEAR III U.S.A.
1995 David H. OJI JAPAN
1994 Armaud GODERE MAURITIUS
1993 Robey DAWKINS U.S.A.
1992 Albert HIRIBARRONDO FRANCE
1991 Reginald de SCHAUMANS BELGIUM
1990 E. Jorge Suncar MORALES DOMINICAN REPUBLIC
1989 Isfahani SAMEEN SRI LANKA
1988 Jennifer C.W. YU HONG KONG
1987 Phillip R. BERRY U.S.A.
1986 Moncef BAROUNI TUNISIA
1985 Victor "Chichos" LUCIANO PHILIPPINES
1984 Joe MURPHY IRELAND
1983 Kjell PETERSON SWEDEN
1982 Barry L. KENNEDY U.S.A.
1981 Genichi "Gary" NAGAO JAPAN
1980 Patricio IZURIETA ECUADOR
1979 Kumar P. GERA INDIA
1978 Carl PETERSON GUAM
1977 Ronald G.S. AU U.S.A.
1976 Feliciano BELMONTE, Jr. PHILIPPINES
1975 Jean-Claude FERAUD FRANCE
1974 A. Jay SMITH U.S.A.
1973 L. A. Roy BANARSEE WEST INDIES
1972 Royce R. PEPIN AUSTRALIA
1971 Graham SINCLAIR NEW ZEALAND
1970 Hiroshi MAEDA JAPAN
1969 Thomas E. GATES U.S.A.
1968 Philippe ABRAVANEL SWITZERLAND
1967 Clifford E. MYATT PUERTO RICO
1966 Edward A. MERDES U.S.A.
1965 John L. RUNDLE AUSTRALIA
1964 Conrad E. O’BRIEN WEST INDIES
1963 Eric H. STEVENSON SCOTLAND
1962 Leslie M. PERROTT, Jr. AUSTRALIA
1961 Peter FRANKEL BRAZIL
1960 Milton ZAPATA PUERTO RICO
1959 Maurice SEXTON NEW ZEALAND
1958 Alberto PHILIPPE MEXICO
1957 Ira D. KAYE U.S.A.
1956 Arnaldo DE OLIVEIRA HONG KONG
1955 Peter B. WATTS NEW ZEALAND
1954 Douglas L. HOGE U.S.A.
1953 Roberto VILLANUEVA PHILIPPINES
1952 Philip T.R. PUGSLEY CANADA
1951 Ramon V. DEL ROSARIO PHILIPPINES
1950 Theo STARR BELGIUM
1949 Victor BOUCAS BRAZIL
1948 Taylor COLE U.S.A.
1947 Erasmo CHAMBONNET PANAMA
1946 Raul Garcia VIDAL MEXICO

JCI World Congresses

2008-01-23T00:50:00.000+05:30

Junior Chamber International World Congresses

YEAR NUMBER LOCATION

1946 I Panama City, Panama
1947 II Dallas, Texas, U.S.A.
1948 III Rio De Janeiro, Brazil
1949 IV Brussels, Belgium
1950 V Manila, Philippines
1951 VI Montreal, Quebec, Canada
1952 VII Melbourne, Australia
1953 VIII San Francisco, California, U.S.A.
1954 IX Mexico City, Mexico
1955 X Edinburgh, Scotland
1956 XI Wellington, New Zealand
1957 XII Tokyo, Japan
1958 XIII Minneapolis, Minnesota, U.S.A.
1959 XIV Rio De Janeiro, Brazil
1960 XV Paris, France
1961 XVI San Juan, Argentina
1962 XVII Hong Kong, China
1963 XVIII Tel Aviv, Israel
1964 XIX Oklahoma City, Oklahoma, U.S.A.
1965 XX Sydney, Australia
1966 XXI Kyoto, Japan
1967 XXII Toronto, Ontario, Canada
1968 XXIII Mar Del Plata, Argentina
1969 XXIV Port of Spain, Trinidad
1970 XXV Dublin, Ireland
1971 XXVI Honolulu, Hawaii, U.S.A.
1972 XXVII Taipei, Taiwan
1973 XXVIII Nice, France
1974 XXIX Auckland, New Zealand
1975 XXX Amsterdam, Netherlands
1976 XXXI St. Louis, Missouri, U.S.A.
1977 XXXII Johannesburg, South Africa
1978 XXXIII Manila, Philippines
1979 XXXIV Gothenburg, Sweden
1980 XXXV Osaka, Japan
1981 XXXVI Berlin, Germany
1982 XXXVII Seoul, Korea
1983 XXXVIII Taipei, Taiwan
1984 XXXIX Montreal, Quebec, Canada
1985 XL Cartagenna, Columbia
1986 XLI Nagoya, Japan
1987 XLII Amsterdam, Netherlands
1988 XLIII Sydney, Australia
1989 XLIV Birmingham, England
1990 XLV San Juan, Porta Rico
1991 XLVI Helsinki, Finland
1992 XLVII Miami, Florida, U.S.A.
1993 XLVIII Hong Kong, China
1994 XIL Kobe, Japan
1995 L Glasgow, Scotland
1996 LI Pusan, Korea
1997 LII Honolulu, Hawaii, U.S.A.
1998 LIII Manila, Philippines
1999 LIV Cannes, France
2000 LV Sapporo, Japan
2001 LVI Catalonia, Spain
2002 LVII Las Vegas, NV, U.S.A.
2003 LVIII Copenhagen Denmark
2004 LVIV Fukuoka, Japan
2005 LVV Vienna, Austria
2006 LVVI Seoul, Korea
2007 LVIII Copenhagen Denmark
2008 NEW DELHI INDIA

JCI Logo

2008-01-22T23:57:00.000+05:30

CIRCULAR 10 CRITERIA FOR LOM 100% EFFICIENCY STATUS – 2008

2008-01-21T23:29:00.001+05:30

CIRCULAR 10
Dear LOM Presidents,
To be the 100% Efficient LOM President is to have given your best and to have achieved the Minimum Standards of Performance. Please go through the Criteria for 100% Efficiency Status and prepare yourself for achieving the same. YOU CAN DO IT!!!
- Jc HGF Vividh Pawaskar

CRITERIA FOR LOM 100% EFFICIENCY STATUS – 2008

Sr. No.
CRITERION
DEADLINE OF SCORE
1. JCI India membership fees with name, addresses and ID number Dispatched by Regd. AD or Speed Post as per format on or before Feb. 10th & Aug 10th OR March 10th & Sept. 10th
2. Specimen Signature Cards along with photographs of Chapter President sent by Regd. Post with A/D to NHQ before 15th June
3. Accounts of 2007 dispatched to NS by Regd. A.D. on or before 10th April
4. All monthly Reporting Formats with Minimum one activity photograph in original dispatched to NHQ & copies sent to ZP / ZVP / Zone Director (Mgmt.) 10th of next month.
5. National Programme-Empowering Youth to be organized 2 Projects
6. Membership Growth (Bench Mark): Growth in terms of average membership or last year 2nd half, whichever is higher. 5% or 3 members whichever is higher growth in each half OR one Chapter extension with retention OR retention for LOMs having more than 50 members
7. Participation in LOTS, RC, ZC, Mr. Chairman, Presidential Academy, R2R meet & Registration at NATCON All the Seven
8. Hold election and send directory information Sheet by Regd. A.D. to NHQ Before 31st October
9. Chapter organizes meeting one GB or one CGB Agenda to be sent to NHQ One GB & one CGB meeting along with MRF (Every Month)
10. Contribution of Rs. 2000 to JCI India Foundation
11. Organize training Programme as suggested by Training Area Plan of Action.
Minimum Three
12. Active Special Status Jaycerette Wing and Junior Jaycees wing wherever applicable:
13. Organize or participate in any one Business training Programme / Project.

Note: (i) Participation and presence in events specified at serial No. 7 to be certified by ZP only.
(ii) The criterion is applicable only to LOM’s who have sent their dues in time.

ZPRP (Zone President Recognition Program) for LOM

2008-01-21T23:14:00.001+05:30

Dr Vedpal Tari
Zone President 2008
Zone XI
JCI India
ZPRP (Zone President's Recognition Program) for LOM

GROWTH AND DEVELOPMENT

Organizing G & D seminar.
Showing positive growth in both halves.
Retention of membership strength of 50 or more.
Extension of Chapter in unrepresentative area.
Extension of Chapter.
Special Status for Junior Jaycees and Jayceerette wing.
Participation for KUMAR.
Participation and organizing SHAKTI.

TRAINING

Organizing 5 or more ID programs for the members of the chapter.
Organizing Multi Chapter Individual Development program.
Conducting PPJW and COTS for the Chapter’s.
Hosting Zone or National event.
Organizing FUTURE.
Participation in BITS, LIA.
Participation in LAP, Speech Craft, ZTWS.
Participation in NTTTS, PRIME, DESIGNER, NALANDA, etc

BUSINESS

Organizing and participation in Business event.
Hosting Zone or National Event.
Participation for ABLE.
Sending entries for TOBIP / KAMAL PATRA award.
Participation in Best Business Plan Contest.
Sending names to online Business Directory.

PROGRAM

Hosting Zone or National Event.
Conducting two programs of Empowering Youth.
Hosting and participation for JASMINE.
Organizing PONG and sending the winners for finals to be held during ZONECON.
Sending entry for TOYI.
Organizing NLTS examination.Organizing Road Safety Week and Jaycee Week.

MANAGEMENT

Sending MRF, dues, Specimen Signature, Accounts, APP in time.
Hosting Zone or National Event.
Participation in LOTS / Presidential Academy / Regional Conference / R 2 R / AOS / Mr. Chairman.
Chapter activity photograph published on CHALLENGE.
Registration for ZONECON, NATCON, World Congress.
Holding Chapter Election before ZONECON.Contribution towards Vidyadan, HGF, JFM, JFP, JFF, World Congress, Challenge, Zone Bulletin.

Top ten Chapters will be felicitated with Trophy, Pin and Certificates.

CIRCULAR 9 CHECKLIST FOR SUCCESS

2008-01-21T23:03:00.000+05:30

C I R C U L A R No. 9
CHECKLIST FOR SUCCESS

Dear LOM President,
LOTS 2008 of JCI India Zone XI hosted by JCI Usgaon Tisk at Hotel Atish between 19th & 20th January 2008 was a success. Thanks to the Head Coach Past Secretary General of JCI India Jc HGF Elston Pimenta and the Eminent Faculty Team consisting of Past EVP JFM Sudesh Borkar, PZP Santosh Desai, PZP Sadashiv Shirsat, PZP Babaji Sawant, PZVP Neeraj Aguiar, PZO Sushant Surlakar, PZO Amol Kamat.
After adding to the stock of our existing knowledge; after polishing our leadership skills, team working skills, communication skills & people skills; we are now positively prepared to BE BETTER.
It is unfortunate that some of our LOM Presidents & LOM Officers could not attend the LOTS. I am sure they must have had more urgent matters to take care of. I, for my part, missed their enthusiastic presence and lovely company. And yet I am sure that they will make it their responsibility to make up for the enriching experience of LOTS. The BE BETTER CD distributed to the LOM Presidents will, undoubtedly prove to be useful to every Jaycee. Please ensure that you have got a copy of the CD. The first project that I want you to undertake after receiving this letter is that of making and distributing copies of the BE BETTER CD to every member of your LOM. It will prove to be an investment for a better tomorrow.
A QUESTION OF ANSWERS
# Have you finalized a date for CDMT in consultation with your Servicing Zone Vice President?

# Have you prepared APP for 2008?
# Do you have a copy of the Accounts for 2008?
# What is your LOM Budget for 2008?
# What are the Fundraising Activities planned for 2008?
# Do you a list of members eligible for Speechcraft, LAP, ZTWS, & other Certification Programs in Training Area?
# What is your Membership Target for 2008?
# Where do you intend to extend a chapter and by when?
# When was the Directory Information sent to National Headquarters?
# Can you give details of the trainers and their training programs planned for your members?
# Have you familiarized yourself with the Winners’ Manual for Award Bidding Criteria? Your MRFs, Activity Sheets and Photographs need to be sent keeping in view the judging criteria.
# How much fund will the Business Project & Business Training planned generate?
# Who will be attending the ASPAC [Asia Pacific JCI Conference] at Busan Korea in 2008?
# How many members of your LOM have registered for World Congress to be held at Delhi?
# 100% Efficiency Status is awarded to a LOM for fulfilling the MINIMUM STANDARDS OF PERFORMANCE. WON’T YOU ACHIEVE THE SAME AND BE PROUD OF BEING BETTER?

Be a Visionary with feet planted firmly on the ground. Don’t just delegate responsibilities to members, Empower them so that they will challenge all limitations and consequently surpass our expectations. Remember, Leading by Example is one of the best ways of winning the respect of your team. People will judge you not by your intentions but by your actions. PUT YOUR HEART INTO EVERYTHING YOU DO AND YOU WILL BE SURPRISED WITH THE RESULTS YOU WILL ACHIEVE.
I wish you dreams you can realize as the Leader of a vibrant LOM.

Yours in JCI Zone XI,
Jc HGF Vividh Pawaskar
Zone Vice President, Zone XI, JCI India.

JCI Mormugao Port Town Team 2008

2008-01-21T23:01:00.000+05:30

JCI Mormugao Port Town Team 2008

President : Jc. Mangeeta Gop
Contact No: 9923490847

I.P.P : Jc.Girish Kolambkar
Contact No: 9923482268

Secretary : Jc.Manisha Pednekar
Contact No: 9823182010

V.P Management: Jc. Mallikarjun Kuknur
Contact No: 9960590915
V.P Training : Jc. Babani Aroskar
Contact No: 9823624478
V.P Business : Jc. Ashwini Yadav
Contact No: 9923145593
V.P Internationalism :Jc. Preeti Gundap
Contact No: 9823144399
V.P Community Development: Jc. Shalaka Kambli
Contact No: 9823881311

Treasurer: Jc. Kavita Arlekar
Contact No: 9923498734

Directors:
Jc Sandesh Satardekar
Contact No:9923465766
Jc.Vikram Arlekar
Contact No: 9860034084
Jc Ujwala Halarnkar
Contact No: 9823930520
Jc. Chandrakant Achrekar
Contact No: 9923124914
Jc Santos.Kuri
Contact No: 9823756806

NP's Message for LOM Bulletin

2008-01-21T22:57:00.000+05:30

MESSAGE FOR LOM BULLETIN

My Dear Fellow Jaycees,

Warm Greetings to you all.

It gives me immense pleasure in complimenting each and every member of JCI --------------
in releasing the chapter bulletin -----------------------. I also take this privilege in congratulating the editor --------------------- and President ------------------------- for their tireless efforts in releasing this magazine. Let this magazine act as a channel through which your chapter activities reach the community thus helping in increasing the PR of the organization.

On behalf of the National Governing Board of 2008 I wish your LOM a very colorful and eventful year.

Let us at every moment and at every step in life strive to Be Better.

With regards,

JC HGF ANTHONY NORONHA
NATIONAL PRESIDENT

BE BETTER: TIME MANAGEMENT

2008-01-13T23:47:00.000+05:30

TIME MANGEMENT
T I M E
World’s Greatest
EQUALIZER
Whiners
• Time Wasters
• Can’t do more than one thing at a time without getting flustered or falling to pieces
• Ready supply of alibis for their lack of productivity
• Allow their time to be controlled by others
Winners
• Doers
• Time Optimizers
• Take control of their time
• Do not make excuses
• Do Multi-tasking
• Move from Activity to Productivity
Causes for Time Mismanagement
PROCRASTINATION: Procrastination can be defined as intentionally, habitually, and without good reason, putting off things that should be done now.
POOR DELEGATION: Delegation means entrusting a task to another person, together with the authority to do it.
Poor delegation arises from a lack of trust. If you don’t entrust the other person with enough work to do, or you check everything they do too carefully, you are poor at delegation.
DIS-ORGANIZED WORKPLACE: If you don’t have a properly organized workplace you can waste time trying to find the information you need to get your work done. Looking for a missing file is a good example of non value-added time!
WASTING YOUR PEAK TIME: You should do your hardest tasks when you are at your peak energy level.

Make EFF words apply
EFFECTIVE: having a definite or desired effect
EFFICIENT: being productive with minimum waste or effect
EFFORTLESS: seemingly without effort, natural, easy

VALUE TIME
To realize the value of ONE YEAR….
ask a student who failed a grade.
To realize the value of ONE MONTH…..
ask a mother who gave birth to a premature baby.
To realize the value of ONE WEEK……
ask the editor of a weekly newspaper.
To realize the value of ONE HOUR……
ask the lovers who are waiting to meet.
To realize the value of ONE MINUTE…..
ask a person who missed the train.
To realize the value of ONE SECOND….
ask a person who just avoided an accident.
To realize the value of ONE MILLISECOND…..
ask the person who won a silver medal in the Olympics.

TAKE TIME
Take time to work- it is the price of success.
Take time to think- it is the source of power
Take time to play- it is the secret of perpetual youth
Take time to read- it is the foundation of wisdom
Take time to be friendly- it is the road to happiness.
Take time to dream- it is hitching your wagon to a star
Take time to love and be loved- it is the privilege of the Gods.
Take time to look around- the day is too short to be selfish
Take time to laugh- it is the music of the soul.

Yesterday is history.
Tomorrow is mystery.
Today is a gift.
That’s why it’s called ….
the Present!!

Circular 8 LOTS

2008-01-13T23:21:00.000+05:30

Dear LOM President,

Congratulations for being chosen to lead your vibrant chapter! To be the leader is at once a privilege and a responsibility. A good leader not only brings out the best in oneself but also offers opportunities for others to bring out the best in themselves.
LOTS [LOM Officers’ Training Seminar] is a mandatory requirement for LOM Officers. In this seminar You and Your Officers will be given the keys to success of 2008. You will learn about the art of leadership, teambuilding, planning, fundraising, conflict management, effective communication, Meeting Protocol, Art of Delegation, Recording Minutes and reporting Formats, APP, Commitment, Vision, ZP’s Plan for 2008, World Congress, SAPAE, E-Communication, Award Bidding, Membership Growth, Retention and Extension and much more.
LOTS 2008 will be hosted by JCI Usgaon Tisk at Hotel Atish, Ponda on 19th & 20th January 2008. It will be piloted by the Past Secretary General of JCI India Jc Elston Pimenta and assisted by other vibrant trainers of Zone XI. The investment that we will be doing is Rs 300/- per person. You will appreciate that the amount has been kept as low as possible by the hosts.
Please ensure that each and every officer of yours attends LOTS and makes himself/herself competent enough to do wonders in JCI and in life.
Dr Uday Kudalkar will be man behind the success of LOTS. Please communicate the number of participants from your LOM to ensure proper management.
Attending LOTS is all that matters
to complement our efforts to BE BETTER.
Yours in JCI,

Jc HGF Vividh Pawaskar
ZVP [C] Chairman LOTS

CIRCULAR 7 ROAD SAFETY

2008-01-10T08:53:00.000+05:30

CIRCULAR 7
ROAD SAFETY
Dear LOM President,
Road Safety is everyone’s responsibility. We, Jaycees of Zone XI, dedicate our Road Safety Week to the memory of dedicated Late Jc Nigel Fernandes.
Please contact Jc Surendra Desai who would guide you as to the projects you can undertake to observe Road Safety Week.
R.T.O. can provide you with free material, stickers, posters. RTO also has trained personnel who will give a talk on Road Safety to the schools/colleges where you wish to conduct your activities. Also a film on Road Safety will b e shown by them. Do take advantage of the facilities available. Get in touch with the RTO now.
Wishing you lives you can save through your dedicated efforts to create awareness regarding Road Safety.
Sincerely,

Jc HGF Vividh Pawaskar
ZVP [C]

CIRCULAR 6 MRF

2008-01-10T08:52:00.000+05:30

CIRCULAR 6
MRF
Dear LOM President,
Monthly Reporting Format needs to be filled and sent on or before the 10th of every month. You are requested to sent your MRF alongwith Activity Sheet and photos of activities conducted from the current bidding year. You will get the MRF and the format of the Activity Sheet in the SUCCESS Manual that your IPP has.
The MRF and the Activity Sheet and the photographs will be vital at the time of your bidding for awards. You also need to work towards achieving 100% Efficiency which is awarded for fulfilling overall management quality standards.
Your IPP is your guide. Please take his/her assistance in this regard.
Sincerely,

Jc HGF Vividh Pawaskar
ZVP [C]

ZONE/STATE COUNCIL FROM 1982-2008

2008-01-10T08:51:00.000+05:30

ZONE/STATE COUNCIL FROM 1982-2008
1982
SP Jc Prakash Rao Hoysala
SVP Jc J.M.A. Fernandes
Jc Pandurang P. Panandikar
Jc K. M. Thomson
SS Jc Ashrafali Nizari
ST Jc Sudhir Salkar
1983
SP Jc Ashok Deshprabhu
SVP Jc Anil Chimulkar
Jc Oscar Gonsalves
Jc Raghunath Gauns
SS Jc Rajendra Chodnekar
ST Jc Suplicio Pereira
1984
SP Jc Anil Chimulkar
SVP Jc P. T. Joseph
Jc Florence Rebello
Jc Sandeep Dessai
SS Jc Atmanand Verlekar
ST Jc Prithviraj Sardessai
1985
SP Jc Oscar Gonsalves
SVP Jc Dr.Chandrakant Hiremath
Jc Ashrafali Nizari
Jc Joy D’Silva
SS Jc Agnelo Pereira
ST Jc Cajetan Vaz
1986
SP Jc Ashrafali Nizari
SVP Jc Apricio Pereira
Jc Santosh Pai Raiturcar
Jc Anthony M. Fernandes
SS Jc Felix Furtado
ST Jc Kirit Maganlal
1987
SP Jc Joy D’Silva
SVP Jc Evy Carvalho
Jc Philip Valadares
Jc Hari Prabhu
SS Jc Elston Pimenta
ST Jc Avdhut Moye
1988
SP Jc Apricio Pereira
SVP Jc Dr. Jorson Fernandes
Jc Antanasio Antao
Jc Celso Dias
SS Jc Evy Carvalho
ST Jc Baburao Gaonkar
1989
SP Jc Hari Prabhu
SVP Jc Sanjay Kulshrestha
Jc Gajanan Rivonkar
Jc Krishnanath B.Sawant
SS Jc Dr. Jorson Fernandes
ST Jc Avinash Ramnathkar
1990
SP Jc Jorson Fernandes
SVP Jc Elston Pimenta
Jc Debbie Fernandes
Jc Edward Fernandes
SS Jc Krishnanath B.Sawant
ST Jc Gajanan Rivonkar
1991
SP Jc Sanjay Kulshrestha
SVP Jc Savio Messias
Jc Nazareth Fernandes
Jc Cruz Barbosa
SS Jc Elston PImenta
1992
ZP Jc Elston Pimenta
ZC Jc Anastasio Colaco
Jc Edwin Gomes
Jc Subhash Sajne
SS Jc Savio Messias
1993
ZP Jc Anastasio Colaco
Zc Jc Sharmila Antao
Jc Robin Barros
Jc Carlos D’Sa
SS Jc Placido Cardozo
1994
ZP Jc Nazareth Fernandes
ZC Jc Sagar Dalvi
Jc Atul Shah
Jc Tilroy Fernandes
1995
ZP Jc Sagar Dalvi
ZC Jc John Silveira
Jc Nuruddin Shaikh
Jc Rocsan Fernandes
ZS Jc Dilip Baretto
1996
ZP Jc Atul Shah
ZC Jc Dilip Baretto
Jc Vivek Parsekar
Jc Placido Cardozo
Jc Basilio Fernandes
ZS Jc Nuruddin Sheikh
1997
ZP Jc John Silveira
ZC Jc Babaji Sawant
Jc Santosh Dessai
Jc Sadashiv Shirsat
ZS Jc Gautam Karkal
1998
ZP Jc Santosh Dessai
ZC Jc Lenin Furtado
Jc Sandeep Morajkar
Jc Vijaykumar K. Dessai
ZS Jc Sadashiv Shirsat
1999
ZP Jc Sandeep Morajkar
ZC Jc Satish Rajmane
Jc Anthony Noronha
Jc Sandeep Dessai
ZS Jc Jojo D’Souza
2000
ZP Jc Satish Rajmane
ZC Jc Alex D’Souza
Jc Sudan Kuncolienkar
Jc Remy Rodrigues
ZS Jc Santosh Naik
2001
ZP Jc Anthony Noronha
ZC Jc Sachin Desai
Jc Sudesh Borkar
Jc Nigel Fernandes
ZS Jc Sadashiv Shirsat
2002
ZP JFM Sudesh Borkar
ZC Jc Sadashiv Shirsat
Jc Manoj Karapurkar
Jc Pravin Sabnis
ZS Jc Dattaram Bicholkar
2003
ZP Jc HGF. Sadashiv Sirsat
ZVP Jc HGF. Nitin Prabhu
Jc Jalal Rajapurkar
Jc Niraj Aguiar
ZS Jc Manoj Karapurkar
2004
ZP JCI.Sen. Pravin Sabnis
ZVP Jc Prasad Kamat
Jc HGF. Gurunath Naik
Jc HGF. Babaji Sawant
Jc Shruti Gogte
ZS Jc Sonia Sirsat
2005
ZP Jc JFM. Babaji Sawant
ZVP Jc HGF. Anand Naik
Jc HGF. Sandeep Naik
Jc Dr. Revansidh Naik
Jc HGF. Siddharth Sakhardande
Jc Vijay Bora
ZS Jc HGF. Rajiv Kudke
2006
ZP Jc JFM. Nitin Prabhu
ZVP Jc HGF. Vedpal Tari
Jc HGF. Rajiv Kudke
Jc HGF Manoj Patil
Jc HGF. Jalal Rajapurkar
ZS Jc Nutan Bicholkar
2007
ZP Jc JFM Manoj Patil
ZVP Jc HGF. Nitish Raj Victor
Jc HGF Sarfaraj Shaikh
Jc HGF Gajendra M. Munot
ZS Jc Dr. Vedpal Tari
2008
ZP Jc HGF Dr Vedpal Tari
ZVP Jc HGF Deepak Tilve
Jc HGF Sudesh Gaonkar
Jc HGF Vividh Pawaskar
ZS Jc HGF Nitish Raj Victor

BE BETTER: PUBLIC SPEAKING

2008-01-09T09:15:00.000+05:30

BE BETTER
Jc HGF Vividh Pawaskar

PUBLIC SPEAKING
“The human brain is a wonderful organ. It starts functioning the moment you are born and does not stop until the first time you get up to make a speech.” This is true of most of us. Even the seasoned orators experience anxiety as they walk up to the podium. Is it possible to overcome stage fear and exude confidence whilst delivering a speech?
Yes, whatever the human mind can conceive, it can achieve. Let us see how we can control the butterflies in our stomach and the trembling knees that we are trying to hide behind the podium.
First and foremost, know that you need not be witty, brilliant and perfect to be a successful speaker. The audience doesn’t expect perfection from you. It just wants to take back something of value. And this is precisely the reason why your success will be their priority. And when the audience wants you to succeed, why are you afraid?
Secondly, your speech need not be a can of sardines. It need not be stuffed with too many points. The audience does not wish to be credited with an elephant’s memory. Give them a point or two to remember and they will gladly do so.
KISS will be welcomed by each and every member of the audience. Keep It Short & Simple is a technique to ensure that your audience does not go to sleep by being tired of your long and boring speech. [The seasoned audience can very well sleep with their eyes open, so don’t feel that long speeches can retain audience interest].
H2Wow is a formula that tells us that Humor and Humility will get you a Wow from audience. [I am not exactly telling you to crack a joke at a condolence meeting but then do not give the feeling that you are speaking at a condolence meeting when you are not]. All of us have our own share of worries and a hearty laugh can do us a lot of good, apart from the food for thought that you would be giving. Humility refers to showing your human side that is prone to errors. This makes you ‘one of us’ in the minds of the audience. And if I can forgive myself for being human, I will also have to forgive you for the same reason.
Technology is a welcome friend and an unforgiving enemy. Do not depend too much on it. Also don’t assume that the microphone is on and go on to finish your speech. It may be turned off and the audience may think that you are playing Dumb Charades and, therefore, will allow themselves to be entertained by your silent performance. A slight tap on the stand of the microphone should give you indication of the status as to whether the microphone is on or off.
The Lighthouse Effect refers to maintaining an eye contact with the audience. This should not be more than 2 to 3 seconds or your ship will anchor in the heart of the beautiful damsel in front of you [and her boyfriend may not so forgiving].
Remember, your body also speaks. Let it not speak loudly about your nervousness. Use gestures to supplement what you say. Using gestures sparingly will ensure that people do not mistake you for a Bhartnatyam dancer.
The secret of a good speech is that it should be like a mini-skirt: short enough to be interesting and long enough to cover everything.
Well, go ahead and speak [at least in front of a mirror, for a start].
-x-

BODY LANGUAGE OF A SPEAKER [PEOPLE]
POSTURES & GESTURES: How do you use hand gestures? Sitting position? Stance?
EYE CONTACT: How’s your ‘Lighthouse’?
ORIENTATION: How do you position yourself in class?
PROXIMITY: How close do you sit/stand to participants?
LOOKS/APPEARANCE: Are looks/appearance/dress important?
EXPRESSIONS OF EMOTION: Are you using facial expressions to express
emotion?

VOICE SKILLS OF A SPEAKER [PAMPERS]
PROJECTION: Speak louder than usual; throw your voice to back of room
ARTICULATION: Don’t swallow words; Beware of verbal ‘tics’
MODULATION: Vary tone and pitch; be dramatic, confidential and/or triumphant
PRONUNCIATION: Watch tonic accents; check difficult words; beware of malapropisms
ENUNCIATION: Over emphasize; Accentuate syllables
REPITITION: Repeat key phrases with different vocal emphasis
SPEED: Use delivery speed to manipulate the audience; fast delivery to excite and stimulate; slow delivery to emphasize, awe, dramatize and control

A U D I E N C E
ANALYSIS - Who are they? How many will be there?
UNDERSTANDING - What is their knowledge of the subject?
DEMOGRAPHICS - What is their age, gender, educational background?
INTEREST - Why are they there? Who asked them to be there?
ENVIRONMENT - Where will I stand? Can they all see & hear me?
NEEDS - What are their needs? What are your needs as the speaker?
CUSTOMIZED - What specific needs do you need to address?
EXPECTATIONS - What do they expect to learn or hear from you?

FORMULAE FOR SPEECHES
WELCOME ADDRESS
FORMULA: " MR. G.O.O.S.E."
MR.= Mr. Chairman, Chief Guest Mr..................................., Guest of Honor Mr......................................, other Dignitaries, Guests & invitees, Press & TV, Delegates/Participants, Ladies & Gentlemen.
G = General Welcome. Welcome to the ................................. (Exact name of the program - organized by/conducted by/hosted by............................................................(Name of the organization).
O = Organization. Say two sentences about the organization
O = Occasion. Few sentences about importance of the program
S = SPECIAL WELCOMES. Welcome one by one, in one or two sentences in the same order as above ( i.e., Chief Guest, Guest of Honor, Invitees, Press, People)
E = End. Once again welcome everybody and hope that......... They will enjoy, it would be very useful, a memorable experience, a turning point, a milestone, create history, open a great future, reach new heights . . . .
REMEMBER:
Welcome is always done standing.

INTRODUCTION SPEECH
PURPOSE is to highlight the presence of, build image of the person, so both the Guest and the audience are in best mood.
Get the BIO-DATA.
GO BEYOND & BEHIND BIO-DATA.
Get more details. If possible talk to the person. Find out the real human being behind the picture. Unknown facts, personal interests, achievement in other field, his philosophy , faith, travel abroad, interest in Charity/Service etc.
An ever effective sequence for introduction is the formula...
FORMULA: T.O.P.S.
TOPIC: of this meeting [ 1-2 sentences ]
OCCASION: of this meeting [1-2 sentences]
PERSON: BIO-DATA
SALUTE: Closing sentence.
BEGIN by briefly relating presence of this Man in this meeting.
BUILD UP the person by telling the Bio Data in an orderly manner.
END by high lighting & announcing the name of V.I.P. i.e.
" May we present to you , The Chairman of BPL Group of Companies, Managing Trusty of CARE foundation, and a Renowned Author , Mr. Vividh Pawaskar !! "
REMEMBER :
Do not disclose the name, till the very end.
Introduction should be not more than 2-3 minutes.
Don't praise falsely, it is insulting.
Don't praise too much, it is disgusting.
Don't repeat adjectives, don't use clichés, it is boring (i.e. He is great this, great that, One and only. None other than. Etc.)
Intro. is not reading Bio-Data, it is image building.
After finishing the intro just say small "THANQ".

VOTE OF THANKS
FORMULA : THREE C
First C = CONCLUDE
One sentence to indicate that the program has completed, and how interesting/meaningful/memorable it has been (Avoid using 'grand success' or such boring clichés).
Second C = C H A P
Special thanks in this sequence:-
C > CHIEF GUEST, Guest of honor, other Guests,
H > HELPERS like Major Donors, Sponsors, etc.
A > ASSISTANCE. People who assisted you in other small ways, free hall, advertisements, free publicity, lunch, tea, vehicles, music volunteers, Press etc.
P > PARTICIPANTS
Third C = CU (see you)
Once again on behalf of your organization thank all and hope to see them again in your future program / act on the resolutions of this meeting etc.
REMEMBER -
We don't thank ourselves: so no thanks to President, Project Director, Host Chapter, Manager, Our Team Workers etc.

Circular 4 Motivation for Contribution

2008-01-08T08:44:00.000+05:30

Dear Jc Steve Ribeiro,
As Jaycees, we are committed to bringing out the best in ourselves and in others. During your tenure as the President of JCI Bori you have made a difference to the lives of people around you. The challenge of leading a chapter [especially JCI Bori which has given us an EVP in JFM Sudesh Borkar] is great and yet you have proved that nothing is impossible. You are a visionary with feet plated firmly on the ground.
JCI Bori has had a good year in 2007. But good is not good enough when better is expected. And our international theme tells us to “BE BETTER”.
I am happy to have been the Assigned Zone Vice President of JCI Bori. And I want JCI Bori to lead by example as always. And this is possible if you, as one of the illustrious past presidents, take initiative and interest in ensuring that JCI Bori will remain healthily alive and active. This may involve a little bit of effort, enthusiasm and financial investment. I know that you love JCI Bori and will make it your mission to find a suitable leader for JCI Bori for the year 2008 and give him your support.
Together Everyone Achieves More!
Sincerely,

Circular 3 Customized for LOMS whose installation I cannot attend

2008-01-08T08:42:00.000+05:30

Circular 2 to President 007

2008-01-08T08:41:00.000+05:30

Junior Chamber International Zone XI
Worldwide Federation of Young Leaders & Entrepreneurs
Jc HGF Vividh Pawaskar
Zone Vice President 2008
The LOM President
Zone XI
JCI India

Dear President,
Thank you for reposing faith in my ability to serve as a Zone Vice President of Zone XI for the year 2008.
You, as a leader, have gained valuable experience of leading a vibrant chapter. Your insights into the strengths and areas of concern in your chapter will be the valuable lessons that we would like to learn to be of better service to your chapter.
You are the guiding light of your successors. We are confident that you have enthusiastic members all eager to accept the challenge of leadership for 2008 and thereafter. In case the Chapter Elections have taken place, we would be eager to receive a list of the Chapter Governing Board for 2008. In case the elections are yet to take place, please get in touch with your Immediate Past President who will be the Nomination Committee Chairperson for the elections and request him/her to send urgently the Election Notice with a Nomination Paper to the Active Members.
Installation of the President Elect needs to be scheduled in consultation with the Zone President. Please get in touch with the Zone President regarding the same.
National Conference is an event that we all look forward to. I trust you will motivate all members from your chapter to attend the Natcon. This year we have a National President Candidate from Zone XI – Jc Anthony Noronha (of JCI Colva). Let us display our solidarity to ensure his victory for it would be an honor to have National President from Zone XI [especially during the year when JCI India will host World Congress].
We look forward to your continued active involvement to enable our organization to be of better service to its members. Your critical observations and suggestions will be always welcome.
Yours in JCI

Jc HGF Vividh Pawaskar

E23 Sanchayani A V Co-op. Housing Society, Opp. Borkar Superstore, Vidyanagar, Margao Goa Cell: 9822988918 E-mail: jcimargao@sify.com
Jc Vividh ZVP-08/01/ 04-11-2007/ President 007

Circular 1 to IPP

2008-01-08T08:40:00.000+05:30

The Immediate Past President
JCI_______________________

Esteemed Sir,
Junior Chamber International Zone XI acknowledges with gratitude your contribution, especially during your tenure as the President of your LOM, towards creating better leaders for creating better communities. Your successor emulated your good example and led the chapter efficiently and effectively in 2007.
Now is the opportunity for the second line of leadership to come to the front and accept the challenge of bettering the best of previous years.
Being the Immediate Past President, YOU are the Chairman of the Nomination Committee that would be instrumental in providing new leadership to your LOM for the year 2008.
It is my sincere request to you to carry out the Election Formalities at the earliest, and after the elections guide the new leader and the team 2008 to give their best so as to receive the best from Junior Chamber International Zone XI.
Yours in JCI,

Jc HGF Vividh Pawaskar
Zone Vice President 2008
Zone XI JCI INDIA

E 23 Sanchayani A V Co-op. Housing Society,
Opp. Borkar Superstore, Vidyanagar,
Margao Goa
Cell: 9822988918 E-mail: jcimargao@sify.com

Jc Vividh ZVP-08/02/04-11-2007/ Nomination Committee Chairman

JCI INDIA & ZONE XI HISTORY

2008-01-08T00:55:00.000+05:30

JCI-INDIA
Founded in the year 1949 by Pilipino Jaycee Segunda Mapa at Calcutta.
First chapter: Calcutta in the year 1949
First National Convention was held on 30-31 July 1955 at Calcutta in which Indian Junior Chamber was founded and constitution adopted.
1st National President of Indian Junior Chamber was JCI.Sen..V.R.Bhaktavatsalam (Madras)
1st World President from India: JCI.Sen. Kumar P. Gera of Poona in 1979
1st JCI Official from India: JCI.Sen. Harshavadan Mangaldas
1st Secretary General of IJC: Jc. Hari Singh( Delhi) in 1955
Official Publication: Challenge, Published in English and Hindi.
ZONE XI HISTORY
Jc. Ian Naylor, an Irish gentleman from Standard Chartered Bank,Vasco introduced Jaycees to Goa with formation of Vasco Junior Chamber on 6th June 1966.
1st National President from Goa: JCI. Sen. Ashok Deshprabhu
1st JCI Official from Goa: JCI.Sen. Ashrafali Nizari
1st Senator from Goa: JCI. Sen. Ashok Kamat
1st JFM from Goa : Jc. JFM.Sudesh Borkar
1st HGF from Goa: Jc. HGF.Dilip Kamat

JCI HISTORY

2008-01-08T00:48:00.000+05:30

JUNIOR CHAMBER INTERNATIONAL
HISTORY
Founded by: Henry Giessenbier on 13th October 1915 at St. Louise, Missouri, USA.
Under Name: Young Men’s Progressive Civic Association.
Changed to: Junior Citizens in August 1916
Changed to: Junior Chamber of Commerce in 1918
Changed to: Junior Chamber International at Mexico in December 1944
Changed to: Jaycees International at 27th World Congress Taiwan in 1972
Changed to: Junior Chamber International at Sydney in 1988
Jaycee Creed written by: William Brownfield of Colombus in 1946 and adopted in 1951
JCI Constitution: Drafted in 1946
JCI Senate: Formed by Phil Pugsley (1951, JCI-President) in 1952 at 7th World Congress in Melbourne, Australia.
1st World Congress at Panama City, USA, 1946.
1st JCI World President: Jc. Raul Gracia Vidal, Mexico in 1944
Current JCI Headquarter: Coral Gables, Florida, USA built in 1969 to celebrate 25th Anniversary of JCI.

1st JCI Secretary General: Philip Van Slyck
Official Publication: JCI-World started in 1954 and Published in English, French, Spanish, Japanese, Chinese and Korean.
Name Changed to Leader in 1984.
1st Outstanding Young Person Ceremony at Taiwan in 1983 during 38th World Congress.
JCI-UNICEF Agreement: Signed in Nagoya Japan in 1986 during 41st World Congress.
Membership over 5 Lakhs in 12,000 LOM’s and 115 NOM’s.
ORGANISATION STRUCTURE:
Executive Committee: JCI-President, Immediate Past JCI-President, Four Executive Vice-Presidents, 17 Vice-Presidents and 3 Appointed officers namely General Legal Counsel, Treasurer and Secretary General.
JCI-World Congress: Takes place in October every year.
The venue for the World Congress is selected by General Assembly of the World Congress Two years in advance of the Congress.
JCI Official Languages: English, Spanish, French, Japanese.
Also used Languages are – Portuguese, Italian, Arabic, German, and Icelandic.
JCI Areas :– A- Africa, B – Asia and Oceanic, C- North America, South America and Caribbeans, D- Europe.

What is JCI?
JCI is a worldwide federation of young leaders and entrepreneurs with nearly a quarter of a million members and millions of alumni. It’s an organization in which leaders meet, learn and grow.
Who are we?
We are creative and bold leaders between 18 and 40 years old. Representing countless occupations, we develop skills while contributing to our communities, laying new foundations and establishing new business and social networks. We welcome people of any race, colour, sex, religion and any political ideology who want to become better leaders in any area.
What do we do?
We create better leaders to create better societies. We provide young adults with confidence to reach inside themselves and overcome limitations. We show you how to achieve more than you thought possible in your family, business and social environments.
How do we do it?
By providing the environment for young people to meet, learn and grow. We offer meetings, events, dynamic training sessions, speakers, projects and programs.
Where do we do this?
In more than 5,000 communities in over 115 countries worldwide.
What does JCI give you?
The confidence to reach inside yourself and achieve more than you would have thought possible as a business, social and political leader.
What is our vision?
To be the premier voice of young business, social and political leaders in the world, creating better societies by creating intercultural leaders.

We believe in following Principles
Faith in God
Brotherhood of Man
Economic Justice
Free Enterprise
Government of Laws
Human Personality
Service to Humanity

2008 JCI OFFICERS & AWARDS & HONORS 2007

2008-01-08T00:21:00.000+05:30

2008 JCI OFFICERS
► PresidentGraham Hanlon, JCI Ireland
► Immediate Past PresidentScott Greenlee, JCI USA
► General Legal CounselLaw Lee Kiau, JCI Malaysia
► TreasurerMichelle MacDonald, JCI USA
► Executive Vice President, Area AAruna Pulton, JCI Mauritius
▼ Vice Presidents, Area A
Charlemagne JOHNSON, JCI Togo, assigned to Comoros, Guinea, Morocco, Madagascar, Mauritius, Mali, Tunisia. Mazen MOURTADA, JCI Syria, assigned to Botswana, Ghana, Namibia, Nigeria, South Africa, Tanzania, Zambia, Zimbabwe Laurent SENECAT, JCI France, assigned to Jordan, Kenya, Lebanon, Syria, Rwanda, Togo, Uganda, UAEAbdrahamane DICKO, JCI Mali, assigned to Benin, Burkina Faso, Cameroon, Cote d’Ivoire, Congo, Gabon, Niger, Senegal

► Executive Vice President, Area BLori J. Tomlin, JCI USA▼ Vice Presidents, Area BMannar RAJANBABU, JCI India, assigned to Korea, Mongolia, Nepal, Philippines, Vietnam, ThailandJustin CHUN, JCI Korea, assigned to Japan, Hong Kong, Macau, Malaysia, Singapore Anup Man SAINJU, JCI Nepal, assigned to Bangladesh, Maldives, India, Pakistan, Sri Lanka Dennis CUNANAN, JCI Philippines, assigned to Australia, French Polynesia, Indonesia, New Zealand, Pacific, Taiwan

► Executive Vice President, Area CGerman DONNOLA, JCI Argentina▼ Vice Presidents, Area CYaribel RUIZ, JCI Panama, assigned to Ecuador, Guatemala, Haiti (potential), Honduras, Peru, VenezuelaGabriela FILIPPINI, JCI Argentina, assigned to Dutch Caribbean, Puerto Rico, Republica Dominicana, Suriname, Panama, West Indies Kirsten HIRSCHMANN, JCI Germany, assigned to USA, Canada, Mexico, Colombia Ivette CACERES, JCI Dominican Republic, assigned to Argentina, Bolivia, Brasil, Paraguay, Uruguay (potential)

► Executive Vice President, Area DAnne Buetikofer, JCI Switzerland▼ Vice Presidents, Area DDominiek CALLEWIER, JCI Belgium, assigned to Denmark, Latvia, Lithuania, Estonia, Finland, Norway, Iceland, SwedenRobert KAVANAUGH, JCI USA, assigned to Belgium, Luxemburg, Ireland, Netherlands, Scotland, Switzerland, United KingdomKentaro HARADA, JCI Japan, assigned to Austria, Germany, Hungary, France, Italy, Serbia, Slovenia Rami MAJZOUB, JCI Lebanon, assigned to Catalonia, Cyprus, Greece, Malta, Monaco, Portugal, TurkeyJosep PLASSA, JCI Catalonia, assigned to Armenia, Bulgaria, Moldova, Poland, Romania, Russia, Slovakia, Ukriane

Chief Executive Assistant to the JCI PresidentJun Sup Shin, JCI Korea

Executive Assistants to the President Claudia Kowet, Cote d'IvoireIn Jae Hwang, KoreaJose Deras, HondurasHans Henrik Queseth, Denmark

JCI Growth and Development CommissionJames Tsui, Chairman, Hong KongRoland Kwemain, CameroonRay Chiu, TaiwanEladio Martinez, Puerto RicoWolfgang Winkler, Austria

JCI University Certification CommissionKjersti Bergsäker-Aspoy, ITF 095, Director, NorwayGuillaume Nde Tene, ITF 093, Cameroon (Area A)Balachandran Gopinach, ITF 058, India (Area B)Susan Knoeppel Myers, ITF 088, USA (Area C)Rune Moller-Hansen, ITF 080, Norway (Area D)

JCI University Area CoordinatorsKolawole Osinowo, CNT, Nigeria (Area A)Mennen Aracid, IG, Philippines (Area B)Melva Lucia Jimenez Tabares, IG, Colombia (Area C)Nicole Van Hooy, ITF 098, Netherlands (Area D)

UN Global Compact - CSR CommissionHoussen Bel Hadj, Chairman, TunisiaJomoh Musa Yusuf, NigeriaJi Hong Joo, KoreaRainelda Maduro, Dutch CaribbeanHenning Lyager, Denmark

JCI Business CommissionLandry Ahlonsou, Chairman, BeninMounir Baatour, TunisiaJackie Clayton, USAStephan Rogge, Belgium

Institutional Representatives ICC - World Chambers Federation -- Abigail Hironimus-Paula, Dutch CaribbeanEurochambres -- Andries Busschaert, BelgiumCouncil of Europe / European Union -- Joseph Keitgen, Germany

Special Assistants for Sponsorship/FinanceBright Kumi, GhanaAmina Amadou, NigerAlexls Kouakou, Cote d'IvoireSeok Kon Lee, KoreaTae Gun Lee, KoreaYoshinori Enomoto, JapanYasuhiro Kusuhashi, JapanYutaka Komatsu, JapanIsao Kimura, JapanBen Sabourin, USATeea Hurme, Finland

Audit CommitteeJun Takahashi, Chairman, BrazilKoichi Washizawa, JapanColvin Houston, Scotland

JCI FoundationDavid Hide Oji, Chairman, JapanGeorge Lung, Hong KongChui Sai Cheong, MacauGary Tompkins, USAErnest Buettikofer, Switzerland

POTENTIAL AFFILIATIONSThe following national organizations had their potential affiliation approved: • JCI Maldives• JCI Moldova• JCI Tanzania• JCI Uruguay

FULL AFFILIATIONSThe following national organizations had their full affiliation approved: • JCI Congo• JCI Ghana

DISAFFILIATIONSNo national organizations were disaffiliated.

2009 JCI WORLD CONGRESSTunis, Tunisia, was selected to host the 64rd JCI World Congress in 2009.

CONSTITUTIONThe JCI Board of Directors approved the proposed amendments to JCI policies recommended by the Executive Committee and the Constitutional Amendments Review Committee (CARCOM). The JCI General Assembly approved the proposed amendments to JCI bylaws.

TOYP HONOREESThe following ten TOYP honorees received their trophies at the 2007 JCI TOYP Ceremony at the JCI World Congress in Antalya, Turkey:► Lo Chay - FranceCategory: Humanitarian and/or voluntary leadership► Professor Hilmi Volkan Demir, Ph.D. – TurkeyCategory: Academic leadership and/or accomplishment► Dr. Johanna Ivaska - FinlandCategory: Medical Innovation► Malamine Kone - MaliCategory: Business, economic, and/or entrepreneurial accomplishment► Glenn Lim - Singapore Category: Personal improvement and/or accomplishment► Betty Makoni - ZimbabweCategory: Humanitarian and/or voluntary leadership► Bolivia Marañon Vocal - BoliviaCategory: Contribution to children, world peace and/or human rights► Tarvi Martens - EstoniaCategory: Scientific and/or technological development► Sayaka Murata - JapanCategory: Humanitarian and/or voluntary leadership► Dr. Derek Timothy O’Keeffe (Ireland)Category: Scientific and/or technological development

ADJUDICATORS: ► Scott Greenlee, 2007 JCI World President► Tony J. Jones, Senior Director of Community Outreach for Anheuser-Busch Inc.► Dr. Hasan Murat Mercan, Member of the Turkish Parliament► Guy Sebban, Secretary General of the International Chamber of Commerce (ICC)

BEST BUSINESS PLAN (BBP) COMPETITION► FUNGLAND LTDA.Diego Fernando Vergara Aldana, Carlos Andrés Niño Martínez

JCI WORLD PUBLIC SPEAKING CHAMPIONSHIP► Francis D.M. Mwale, JCI Zimbabwe, Area A

JCI WORLD DEBATING CHAMPIONSHIPSponsored by Eric H. Stevenson, 1963 JCI PresidentEnglish -- JCI Innovation, Norway (Per Stilling, Gro Sandvold And Jorn Baltzersen, judge Matthew Hall)French -- JCI France (Karine Etesse, Mathieu Soldane, Gerard De Grutene, Judge Céline Lestrelin)Spanish -- JCI Paraguay (Nana Sakanashi, Zully Ruiz Diaz, Enrique Barreiro, judge Jordi Sole Tuya)

JCI Creative Young Entrepreneur Award (CYEA)► Jean Claude Rodriguez-Ferrera, JCI Catalonia

CSR Essay Competition► Senator Anwar Kaidoo, JCI Mauritius

JCI AWARDS
GROUP A: Awards to National Organization Members (NOMs)► Best Community Development, JCI India► Best Business Development Program, JCI Republica Dominicana► Best Individual Development, JCI Korea► Best International Development, JCI Japan► Best Publication, JCI Korea ► Best Public Relations Program, JCI Turkey ► Best Website, JCI Hong Kong► Best Millennium Development Project, JCI Monaco ► Best Youth Activity Programs, JCI Monaco
GROUP B: Awards to Local Organization Members (LOMs)► Best Local Community Development, JCI San Lorenzo, Paraguay ► Best Local Business Development, JCI Cochabamba, Bolivia► Best Individual Development Program, JCI Havis Amanda, Finland► Best International Development, JCI Osaka, Japan► Best Environmental Project, JCI Metropolitano, Panama► Best Public Relations Program, JCI Lion Rock, Hong Kong► Best Membership Recruitment, JCI Pennisula, Hong Kong► Best Fundraising Program, JCI Offenbach, Germany► Best Local Organization of the World, JCI City, Hong Kong► Best New Local Organization of the World, JCI Baguio Sunflower, Philippines► United Nations Millennium Development Goals, JCI Damascus, Syria► The Best Youth Activities Award, JCI Tharyetter, Tunisia► Most Outstanding Local President 25-45, Jorge Cordoba ► Most Outstanding Local President 46-75, Karen Fong► Most Outstanding Local President 76+, Kenneth Woo

GROUP C: Awards to Individual Members
► Outstanding JCI Senator, Guaracy Antonio Velho► Most Outstanding Trainer, Francesca Ng► Most Outstanding Member, Eric Martial

GROUP D: Special Awards ► Outstanding Staff Members -- JCI Director Zsolt Feher, JCI Executive Director Arrey Obenson, and JCI Executive Director Earl SawyerAwards of Merit ► Kris Sierens, JCI Belgium► Keisuke Takana, JCI Japan ► Ray Chiu, JCI Taiwan► Stanley Chen, JCI Hong Kong► Houssem Bel Hajd, JCI Tunisia► Kjersti Bergsaker-Aspoy, JCI Norway ► Lori Tomlin, JCI USA

Vice Presidents of the Year► A. Roland Kwemain, JCI Cameroon► B. Eric Tang, JCI Hong Kong► C. Jose Maria Deras, JCI Honduras► D. Steven Vandeput, JCI Belgium

Executive Vice President of the Year► Jun Sup Shin, JCI Korea

Board Member of the Year ► Takahiro Goto, JCI Japan

President's Award of Excellence► Tomy Hsu, JCI Taiwan► Purev Batsaikhan, JCI Mongolia ► Ghannem Abdelmalek, JCI Tunisie► Jimoh Musa Yusuf, JCI Nigeria► Tony Ottosson, JCI Sweden

President's Award of Excellence to National Organizations► JCI Dominican Republic► JCI Korea► JCI Hong Kong► JCI Switzerland► JCI Cote d’Ivoire

National President of the Year► Bashir Mahamode, JCI Maurice

National Organization of the Year ► JCI Japan

2008 JCI PLAN OF ACTION – SUMMARYThe 2008 JCI Plan of Action of Action endeavors to build upon the 2005, 2006 and 2007 Plans while promoting active citizenship. In 2008, JCI will stress active citizenship -- the active role of people, communities and voluntary organizations in decision making that directly affects them. JCI’s two hundred thousand members believe in the importance of active citizenship. Without it, much of the progress made from the industrial revolution would not exist.Consequently, JCI is in a unique position to become the organization of choice for governmental and or nongovernmental organizations to consult when they wish to know the view of young leaders and entrepreneurs in society. JCI will seek to represent this constituency. I. Membership ServicesIn 2008, JCI will continue to provide updated, appropriate and sufficient services to our members in order to help strengthen our national and local organizations, and give our members the tools to further create new local organizations in their Areas, stressing the need for active citizenship.II. Corporate ServicesInternal. The 2008 Plan of Action will focus on the internal and external functions of the JCI World Headquarters. Accordingly, the Corporate Services Plan of Action will include:a. Strategic Planning Committee: In line with our constitutional requirements, a Strategic Planning Committee (SPC) will be appointed to examine JCI’s long-term position.b. Corporate and Governmental Links. Software will be acquired to have a full database at the disposal of JCI staff and officers. c. JCI Partnership agreements. Partnerships will be examined to ensure that every partner of JCI is meeting its obligations to JCI, and that JCI is meeting its obligations to them. d. Corporate Social Responsibility (CSR). In line with the previous work done from 2005 to 2007, JCI will focus on CSR in 2008. It is proposed that a training program be developed, and sponsorship sought and found for the program.e. Finance and Budget. We will continue to present financial documentation on a monthly basis to our Finance Committee and send JCI’s financial status to the Board of Directors quarterly.f. Administration. The organization will continue to administer itself as transparently as in the past. Further, all staff members will have detailed job descriptions. As before, the Secretary General will be responsible for the overall appraisal of all staff at the JCI World Headquarters and will report to the Board of Directors on any issues that may arise in 2008.External. JCI will encourage JCI members to achieve JCI Objectives by promoting active citizenship in all our external activities, including those related to Communications, Corporate and Governmental Links, Corporate Social Responsibility, Database, External Publications, Finance, United Nations (UN) Affairs, United Nations (UN) Global Compact, and Media Relations.Regarding Communications, JCI will focus on continuing to implement the JCI Communications Strategy by means of Feature News, JCI Info, JCI in the Media, Press Releases, and JCI History Web Section English, Spanish and French to keep members informed, to motivate them to establish new Local Organizations and increase membership, and to promote active citizenship. III. JCI Membership RecruitmentRecruitment is the responsibility of all of us. JCI’s mission is clear — “to contribute to the advancement of the societies in which we live.” If we wish to advance society, we need to advance and hasten the recruitment of individuals into our Organization.Consequently, the 2008 JCI Plan of Action will demand that we all endeavor to achieve growth. A forum will be set up on the JCI website for National and Local Organizations to exchange successful recruitment strategies and information.ConclusionThe 2008 Plan of Action will encourage JCI members to promote active citizenship at every level. By promoting active citizenship and implementing this Plan of Action, JCI, as the Organization of Young Leaders and Entrepreneurs, will successfully solve remaining challenges and prepare to meet new challenges.

CIRCULAR 5 CDMT

2008-01-08T00:16:00.000+05:30

Junior Chamber International India
Worldwide Federation of Young Leaders & Entrepreneurs
Jc HGF Vividh Pawaskar - Zone Vice President Zone XI 2008
(Incharge of Region C : JCI Vasco, JCI MPT, JCI Ponda, JCI Curchorem, JCI St. Inez, JCI Bori, JCI Canacona, JCI Cuncolim, JCI Poona, JCI Poona Deccan, JCI Poona Gold, JCI Poona Martha)
9822988918 jcimargao@sify.com jcizonexi.blogspot.com jchgfvividh.blogspot.com
E 23 Sanchayani A V Co-op Housing Society, Vidyanagar, Margao Goa
------------------------------------------------------------------------------------------
Dear President,
Congratulations on being chosen to lead the chapter in the year 2008. A President has but one year to lead. It is, therefore, very important to ensure that this year will go down in the history of your chapter as well of JCI as one of the best ever. Your most important task is to ensure that members of your chapter take inspiration from you and brace themselves to lead the chapter in the years to come.
Attitude, Skills and Knowledge comprise the ASK Principle necessary to succeed in all walks of life. A right combination of a Positive Attitude, polished Skills [People & Communication] and Knowledge about our Organization and the opportunities it offers is a prerequisite to leave footprints on the sands of time as a President.
Planning the Journey is your priority now. Take guidance of your Past Presidents and seek suggestions from your members and together with your CGB chart out your course. Use all channels of communication to keep your members informed about the happenings.
CDMT [Chapter Development Management Training] is a mandatory requirement for ensuring that your Officers excel in their particular responsibilities. Let’s plan out a mutually agreeable date and place on which I could conduct CDMT to assure ourselves that we are geared up to excel. Before that make sure that your CGB is well aware of the expectations from their particular portfolios. jcizonexi.blogspot.com; jchgfvividh.blogspot.com & jcvividh.fotopages.com contain vital information about responsibilities, forms, manuals, addresses, photos and what not. I hope your members will brush up their knowledge and will be positive to ‘Be Better’.
Let us be the change we want in this world…
Sincerely,

Jc HGF Vividh Pawaskar