• Personal Resonance© is a research forum engaged in transforming findings from proven research studies on learning, training, performance and expertise into practical training solutions and practices to 'accelerate time-to-expertise' of organizations and professionals. Aggressive time-to-market drives organizations to develop complex cognitive skills of their employees at faster pace to beat their competitors. Goal of forum is to find and share the answer to that ‘speed’. The forum is trying to develop a core knowledge-base in four areas by systematically assimilating, analyzing and synthesizing the proven research studies in wide range of disciplines like cognitive sciences, neuroscience, psychology, education, learning and brain science, etc.: 1) Accelerated Workplace Expertise: Proven research-based strategies and methodologies to accelerate expertise of organization as a whole through training and learning. 2) Accelerated Professional Expertise: Science-based resonance techniques to accelerate expertise, peak performance and effectiveness of individuals. 3) Strategic Training Management: Experience-based competitive philosophies and processes to manage large-scale complex learning and knowledge operations to produce proficient workforce. 4) Competitive Instructional Design: Advanced instructional and learning design techniques to deliver higher order complex skills like problem solving, critical thinking, decision making, technical troubleshooting.

2 things you need to know to Accelerate Personal Expertise: Specialization and ‘One Thing’


Over the years, one thing which always intrigued me to find what is the most essential ingredient to achieve personal performance that leads to personal expertise. It has been my constant zest to find what drives people to display a breakthrough performance. Over the years, I talked to several different leaders, managers and consultants and all of them view performance and expertise from several different angles. Many of them specified confidence as the essential ingredient and few other said it was communication. While some favored smart work and few others said it was the attitude. 1. Leadership Trap Simplified: Leadership is all about Being Specialist in One When it comes to leadership, one key thing I find is that most of regular professionals and managers doing day-to-day job are already lost in tons of leadership philosophies out there. There are thousand different techniques, methods, guidelines floating around. Did you also … Continue reading

5 Stages of Journey towards True Peak Performance


Refer back to my blog post on “Can You Achieve True Peak Performance Just by Training and Learning Interventions?” I said that performance is a complex function of learning (certainly not linear). My research reveals that performance vs. learning curve is not a simple bell curve either as I depicted in above blog . If it is a function, then like every function this also bound to have some maxima. I also said that not all cumulative learning of an individual will convert into performance.  In the performance vs. learning function, we found in our research that there were several stages or levels of performance as shown in figure: Stage 1: Crawl Stage of Performance The first level performance comes through training event or the very first learning event. During this event, the performance rises sharply but only to certain level. This is termed as ‘crawl stage’ in which you are yet to … Continue reading

Can You Achieve True Peak Performance Just by Training and Learning Interventions?

Performance function

Concept of ‘Performance by learning’  is that performance is function of learning and it improves with amount of learning. But our research shows that ‘performance by learning’ model has some limitations. There is limit to the level you can teach someone some knowledge, limit the level of practice you can have on particular skill and limit the level you can have correct attitudes without interference. And most important flaw in traditional training is that there is a limit to level of mastery you can get over your environment. Trainable Part of Performance Historically Learning is considered as function of several factors which includes knowledge, skills and attitude. Overall amount of learning, if it could be quantified, is a complex function of how much do you know, what exactly you can do and how well you can do and it is also function of how much practice (or experience) you are gaining in … Continue reading

Achieve Faster Time to Peak Performance by Focusing on Strengths

In one of the personal leadership sessions on “Personal Resonance” a question was asked from me. “If my professional performance is not what my organization expects from me and I know very well I am haunted by few weaknesses, what should I do? From the personal performance standpoint, the path to filling the weaknesses is very slow. It takes years and years to get rid of deeply rooted weaknesses. I know of a man who was craving to perfect the art of public speaking. Years and years on he tried reading every public speaking book available to him and tried riding on any opportunity to speak in public. This was a classic example of practice. However, the guy never made to a level of influencing public speaking and did not command the respect of an affluent public speaker. This took lots of his energy trying to prove himself. This, in … Continue reading

Deliberate Practice of 10000 hours: Can it make you an expert and leader?


How long does it take for someone to become expert in one particular skill? Something which intrigued me is the expert performance rule found by Ericsson, Krampe & Tesch-Romer (1993). They, kind of postulated that it takes 10,000 hours or 10-years (20 hours for 50 weeks a year for ten years = 10,000) of intense training and ‘deliberate practice’ to become an expert in almost anything. Does it really happen? Maybe yes it happens for chess players, sportsmen, actors, singers, musicians and some public speakers. In simple words, it says practice makes the experts. But what kind of practice? Is it routine practice during routine activities where individual is focussing on incremental improvement? The answer is no. The practice Ericssson proposed was ‘deliberate practice’. They referred ‘Deliberate practice’ as a highly individualized training on tasks selected by a qualified teacher for the purposes of building expertise in an individual. Four components which form the deliberate practice … Continue reading