Hello readers,

In this week's article, we are introducing a very informative article on Kitchen Fire Safety. Whether it is home or a hotel or a corporate kitchen, the fire safety is very essential. It is one of the major hazard. Following are the tips for preventing kitchen fire.

Next to Electrical fires due to short circuits / overloading, commercial kitchens, are another major source of fires unless proper fire safety provisions are made. Recent fires
in one of the starred hotel in Karachi - Pakistan and in a reputed Mall-in Eastern India have again proved this.

Once again the outcome of the study conducted & attached herewith emphasis on the following important aspects of commercial kitchen fire safety -

1. SEPARATION: The commercial kitchens must be segregated from other habitable areas by at least 60 minutes fire rated walls/doors.

2. Fire Detection System: The kitchen (Cooking area) as well as non-cooking must be provided with suitable Heat / Multi-criteria / Smoke detectors so that any fire is
detected in its incipient stage. The canceled space viz. space above false ceiling shall also be equipped with detectors.

3. Kitchen hoods and ducts shall not only be cleaned at regular intervals (at least once in a quarter) but also provided with suitable trap doors / access panels for
cleaning and accessible. '

4. The exhaust ducts shall not be of Gl but either of CS or SS. Especially up to the scrubbers.

5. The exhaust duct shall be left above terrace level of the building and shall not pass through any other occupied area. The exhaust duct shall preferably be
independent for each unit kitchen.

6. The exhaust duct for oil fryers and Tandoors using dry fuel like wood/coal shall be independent and not combined.

7. All hoods must be protected by approved automatic fire suppression system using wet chemical or water mist as extinguishing media with facility to
automatically shutting off the fuel supply (gas or electrical powers).

8. lf gas is used as fuel (whether LPG or PNG) suitable gas leakage detectors with auto shut off arrangement must be provided.

9. The exhaust ducts as well as entire kitchen and sitting area including areas above false ceiling to be provided with automatic sprinklers system.

10.Area above false ceiling must not be used for storage of any kind of material.

1 1. Smoke venting system for commercial kitchens shall be. independent of other areas so that any fire in kitchen the deadly smoke should not spread to other
parts of the building.

12. Electrical panels and storage of Liquor shall be avoided in kitchens and if unavoidable-suitable protected and segregated from hot areas.

13.All commercial kitchens must be equipped with emergency lights, exit directional signs and at least two exits which shall be kept always clear of any obstruction'

14.The kitchen staff as well as security staff must be given regular training in use of portable fire extinguishers and fixed fire-fighting systems and regular drills must
be conducted.

15. The fire alarm system as well as fire suppressions system including gas leakage detection system must be integrated with buildings main fire alarm control panel to enable other occupants of the property to be given timely warning for evacuation.

Do you want a fire safety audit in your premises and training for your employees? introduce a highly trained and experienced trainer to cater you need at the best price.

Our trainer: Mr. P L Bhattrai
Mr. Bhattrai is one of the best trainer you will find in India. He has 32 Years Experience in Fire Safety /HSSE Departments ( Including Academic Field) and also comes from Indian navy background. He has also provided his expert advisory and training services to Mahanagar Gas Ltd., BG Group, Asian Heart Institute, Alok Industries, Naval dockyard and many MNCs and Indian companies. 

What he says about his training and experience?
My goal is to control total Loss of the Company by adopting Fire Prevention/ Fire Protection,Life Safety Measures on the basis of Fire Safety Audit & Providing Proper Training, & Motivating Employees, by Corrective Measures to Save Guard Life and Property of the Plant & Maintaining safe plant environment .

Specialties: To adopt fire prevention and protection measures to maintain safe environment in the organization.
Organized Fire fighting training program me to the entire employee to meet any eventuality. 
Carry our executive and administrative duty in fire safety department.
Implementation of fire fighting systems if observed essential for adoption.
Proper maintenance of all type of fire fighting equipment's / systems in the plant to keep up condition.

Here is few of his testimonials:

"premlal is a very sincere and diligent person having very strong grasping power, well behaved. 
I wish his great success in his professional field"
Swapan Kumar Bandopadhyay 
Ex-chief Manager Fire and Safety,IOCL

You may take advantage of his services through on 
Fire Safety Training
Safety Management Training
Fire Protection Strategy, Planning and Training
Fire Management Training and SOPs
Disaster Management Training
Disaster Management contingency plan
Fire inspection training , SOP, Audit and recommendation
Safety engineering training
Risk Assessment 
Live Safety
Workplace Safety
Industrial Safety
Workplace Safety

Please get in touch with us at to fix a meeting.

Hello readers, trainers and learners,
Here is our latest article. This is a borrowed article from few year old email, but excellent. Please do comment

Don't Over-complicate Leadership Development
Tasha Eurich | Chief Learning Officer

The world is growing more complicated by the second. As Eric Schmidt, then-CEO of Google, said at a 2011 technology conference, humans create as much information every 48 hours as was created between the dawn of civilization and 2003. It's no wonder simplicity feels increasingly refreshing.

Both philosophers and scientists have extolled the power of simplicity. Plato said: "Style and harmony and grace ... depend on simplicity." Often when people are presented with easy-to-process 
stimuli - versus complex stimuli - they experience a spike in happiness.

In the business world, companies that harness the power of simplicity experience powerful returns. For example, Google's homepage is a white backdrop, a text box and two buttons. Behind it are more thana trillion Web pages.

Simplicity Will Galvanize Leadership Development

According to Andrew Lobo, former Sports Authority vice president of strategy and talent management, "in corporate America and the world over, people think complexity equals intelligence. Therefore, there's an inherent bias against doing things simply."

Chief learning officers adopting a simplicity mindset will experience a positive impact on leadership development.

What is a simplicity mindset? 

In 2012, ad agency creative director Ken Segall wrote in The Guardian that Apple's success "has been to distill its ideas to their essence. When [Steve] Jobs was not satisfied with thesimplicity of ... ideas presented to him, he would hit them with 'the Simple Stick.'" This, Segall said, was a vital component to the company's success.

Simplicity is valuable for two reasons. 

First, it increases impact by specifically targeting what's needed. For instance, if an organization offers 500 Web-based courses, some might impact the business, but many might not. It would be more effective to offer the 10 most effective courses. Second, simplicity helps communicate leadership developments value. If programs feel confusing to participants, they are more likely to fail.

Here are three ways to simplify leadership development programs and make them more effective.

1. Pare down leadership development strategy to its essential elements.

For a leadership development strategy to be successful, executives must understand it.

Are learning leaders explaining the strategy in a simple, compelling way?

As a guideline, consider a strategy's essential elements: What business needs exist? What impact will efforts have? And why do they matter?

Need: "Nearly half of our workforce is retiring in the next decade,"said Bob Chapman, senior director of talent management at Xcel Energy. 

Impact: "We must expand and improve our offerings to grow leaders at every level."

Why it matters: "Our leadership development initiatives are a critical success factor for our business's continuity.

In the same vein, learning jargon might do more harm than good.

"Whenwe kicked off succession planning, I never used those words because our CEO would react negatively," Lobo said. "When he came back from a store tour upset that three district manager positions were taking a long time to fill, I said, 'I can help. Why don't you, me and the head of 
stores get together twice a year and we'll figure out who's ready and how to help those that aren't.' He said, 'OK, let's do that.'"

Once learning leaders are communicating clearly to executives, take things a step further and ask: How are we explaining leadership development strategy to our leaders? Is it clear and easy to understand?

Results of an informal December LinkedIn poll indicate that companies haven't mastered this. Based on a sample of 12 leaders, 58 percent rated their company's leadership development programs as "somewhat"; or "very" complicated.

Lisa Collings, senior director of leadership, development and talent at earth-imaging company DigitalGlobe, said "communication about leadership development must be easy to understand. This helps those with potential and interest to understand what it takes."

2. Give leaders only what they need.
Most car owners don't care how their engine works; they just want to drive. The same goes for leadership development. Learning leaders must adopt a simplicity mindset to assess and grow the capabilities of leaders in their organization. The behaviors associated with effective leadership 
are already simple.

"Leaders get things done, provide direction and make people feel better about themselves," said Kurt Kraiger, department of psychology chair at Colorado State University and chief strategy officer at 
software firm jobZology.

Following that logic, if the core behaviors associated with successful leaders are consistent, learning leaders must ensure integration across programs. Xcel Energy's Chapman said: "We can't tell 
our first-level leaders one thing, our middle managers another and our senior leaders another."

For example, if an organization trains mid-level leaders on delegation but does not provide similar skills to front-line leaders, front-line leaders could face a conundrum if they don't have the 
capability to downwardly delegate to level their workload as their managers empower them to own more projects.

It's like how one might feel when cleaning out a garage: a sense of accomplishment and ability to quickly find what's useful and necessary. A 2011 Quarterly Journal of Experimental Psychology study illustrates the psychological benefits of de-cluttering, finding that participants who were able to tune out irrelevant information showed clearer thinking and improved memory.

At least quarterly, learning leaders should stack their leadership development strategy against current development activities. For each development program, ask: "Is this measurably contributing to our 

This may feel politically risky because it may involve cutting sacred cow or legacy programs.

Either way, the message is clear: if a program isn't executing on the company's leadership development strategy, cut it. One de-cluttering opportunity can often be found in organizational competency models.

According to talent acquisition firm Korn/Ferry, about three-fourths of companies use them. They are believed to identify unique behaviors required for success. But a 2011 Center for Creative Leadership report questions the value of competency models in identifying unique behaviors.

In lieu of competency models, Lobo suggests defining specific behaviors. "For store managers [at Sports Authority], it's their ability to reinforce customer service standards in their associates," he said. 
"That doesn't sound cool. It's long and quite tactical. But we knew these customer service standards worked. We implemented it. Our sales increased within a month."

Further, don't inflict leadership development on leaders. Pat Lawrence, senior vice president of human resources at Re/Max, said learning leaders need to make development a choice.

"I used to believe that everyone needed training," Lawrence said. "I'd bring everyone in. But a week later, we didn't know whether the session changed anyone's behavior. We want these things from our employees, but sometimes employees don't want the same things, and that's OK. So we asked employees to take control of their own development."

She said she started by offering a Toastmasters program to anyone who was interested. "We were surprised by the number of people who wanted to join." Re/Max now offers most classes to everyone, with the requirement that participants have an objective for attending and show behavior change afterwards.

Rose Medical Center in Denver uses a similar approach. The company built a corporate university with 17 leadership development courses. Any employee - from environmental services workers to the CEO - can attend any class. Employees are encouraged to review the university catalog with their manager, but the choice is up to them.

3. Don't let irrelevant metrics be distracting.
Only results matter. For example, many organizations fixate on Kirkpatrick levels of learning measurement. Instead, learning leaders must prioritize metrics that indicate both qualitative and quantitative improvements in skills.

For example, the impact of leadership development at Rose Medical Center resulted in the following:

a) Patient satisfaction went from middle of the pack to No. 4 out of more than 150 hospitals.
b) Voluntary nursing turnover dropped 63 percent, resulting in a savings of about $8 million.
c) The hospital was named a "Top 25 Hospital to Work For" by Health Exec News.
d) Employee engagement shot to No. 1 in the division.

Not everything can be captured by numbers, however. Simplifying leadership development programs also involves monitoring qualitative and anecdotal improvements. "Of course we need to have quantitative analysis," said Jan Walstrom, chief learning officer at global engineering company CH2M Hill. "But that's not what I look at. My primary metric is that I listen intently to the conversations that go on. I can tell you whether we're moving the needle."

Re/Max's Lawrence said as a member of the executive management team, she often went into meetings with ridiculous reports on how many people were trained, but she simplified things and got a more positive response. "Now I report what leaders are doing to improve their  effectiveness [and] what's being observed in their performance. That's what executives want to hear. Numbers don't always capture outcomes."

[About the Author: Tasha Eurich is the founder of The Eurich Group, a boutique consultancy, and author of Bankable Leadership: Happy People, Bottom-Line Results and the Power to Deliver Both.]

Looking for a right leadership development programme? Visit to find a suitable one and to do a need assessment and chose a suitable trainer, facilitator, get in touch with us at

We,team Reservaa spent a whole week to think, what should be our next article. We wanted to have an article which can help general people, employees, HR professionals, learning and development managers and after long debate and discussion zeroed on the topic, a movie which can seriously engage its audience and must have a good outcome.

The movie in discussion is "12 angry young man".

This movie has different version and you can choose any one.
What is this movie all about
Its about a suspect who is alleged to kill his father. The entire case is based on circumstantial evidence and the judge ask 12 juries to discuss the case and come back with their opinion whether the suspect is a guilty or not guilty. Only condition is, their opinion should be same.  There is no leader, only one person to coordinate. We don't want to reveal the entire plot. Just watch it.

What does it cover?
This movie covers
1. Situational leadership
2. How to handle conflict
3. Assumption and perception
4. How perception can guide us in wrong direction
5. Persuasion
6. Emotional intelligence
7. Group discussion
8. Communication skills
9. Leadership qualities
10. Rational decision making
11. Culture and its impact
12. Human behaviour and why They behave in certain way
13. Bias, ego, stereotype and "I"

This is one of the such rarest movie which has all of these subjects covered.
Duration required: 4 hours

Cost: 0 to go ahead (no cost if you self do it, if monitored by a trainer, depend on the cost of the trainer). Consider cost of electricity, water, tea and stationary :)

How to use this movie?
Select your audience on whom you want to use / impart any of the above or any one of above. It can be your selected employee from the different group, newly promoted managers, managers who lack this skill and you may also use it for employee engagement and employee communication. Bring them in a room, where a good projector or a good 50" and above TV with good sound quality. Do not tell the audience what they need to do. Just ask them to watch the movie.
At the end. Do a group discussion and brain storming based on their observation on above mentioned skill. For set of question according to your need, please write us at
Don't worry, this is complimentary for the limited period of time. If you need a trainer monitored activity for this, is happy to provide this.
For whom it is suitable?
This is suitable for audience of all age group.

Is this movie available in other than english language

Yes, following are the language and the title link:

1957 version

1997 version with few changes

Hindi version

You may also visit for many such free and paid training happening in your city as well as online.

For any assistance, feel free to revert us.

Team reservaa

Why do training fail?
We know this is a most discussed topic in learning and development fraternity and the question bothering every training manager, corporate and CEO.
Organisations invest heavily in terms of time and money in training, in order to develop their employees, to make them competent and let them handle most crucial job. However, even after spending lot of time and money, they fail to achieve the desired results.
We spoke to people from fraternities to understand why training fails and came to following conclusions:
1.       Improper training need analysis: Many organizations, training & HR managers do not do training need analysis properly. They are either not fully trained in the subject or they just ignore it as just a formality. An organization can analyze the training need based on the following information:
a.       Performance appraisal form: You must have a column in your performance appraisal form about kind of training and other development initiative. You should never ignore this. Speak to employees, speak to their peers rating them, speak to their reporting manager and draw a PIP (Performance Improvement Plan). Make a list of training required, give them rating as high priority, priority, mid priority and low priority and arrange training for them.
b.      Training need analysis (TNI):  There should be a proper training need analysis to be done on time to time basis. Many organizations do a mistake by doing it internally. Training need analysis should be always done externally through a competent agency. Employee may give a better response to an external and independent agency.
c.       Organisation goal: Check what has been your organization goal. Match it with the existing competencies of work force and their own career goal. Find the gap, decide the training and fill the gap.
2.       No budget allocation for training: Unfortunately many organizations do not have any budget assigned to training and development. Often this leads to handling the training activity in haphazard manner.
3.       No training effectiveness measurement: Organisations impart the training and forget about it. They do not map what training employee was sent, what he/she was supposed to do and whether the goal has been met. What is the point of imparting and spending on the training if we are not measuring its effectiveness?
4.       No ROI: Most organizations do not calculate return on investment on the training it has undertaken. An organization must calculate ROI in every training investment it makes. That gives proper sense. Count every money you spent.

5.       Training is not solution for everything: Unfortunately, most of the organizations feel that training is solution of every performance problem, which is not the case. Apart from lack of skills, it’s about environment, wrong job, attitude and other factors play important role.

6.       Accountability: People sent for training (specially MDPs, high end executive education training) often feel that this is a privilege they have got. They are not accountable for training. Sad, but true. This is loss of money. Example, someone sent to executive training at IIM will cost an organization around INR 250000 (approx. USD 2200) and that’s the huge cost. We are not considering productivity loss due to their absence from the job. Are they really using it back in their workplace? Have they improved work condition? If not, it is a huge loss.

7.       Forced training: Many times, especially MNCs are forced to adopt the training decided by the global team. Such training may not be required in a specific country as they have their own requirements. In such condition, this just becomes a formality. Best, speak to your global team, your HO and discuss what you want. will ensure effective training need analysis, provide right trainers you need for your organization at the cost budget you have and will undertake training effectiveness measurement. Connect to us at to know how we can help.

to know more about variety of trainings available, please visit 

We hope you enjoyed this article. 

We met this fantastic trainer Rupak in a McD store in Chembur and this was a third client meet of (We still have disagreement to call it and few of us think we should just introduce as Reservaa). The meeting lasted for almost 2 hours. 

As committed to our all stakeholders, we always ensure that we are giving the best. That's why we do not decide on any trainer, any coach, any event without meeting them. Rupak has a fascinating personality. Before we could finish a line of our presentation, he used to finish his reading of the entire slide content. Wow! so fast. This convinced us that he is definitely a good trainer to help people reading fast.

Everyday, we need to do lot of reading and sometime, it costs us heavily. We have to appear for exam and due to unfinished reading, we score low. We have to give a proper presentation to management, but we could not as we could not read enough. 

Following people specially need a lot of reading:
1. Doctors
2. Nurses
3. Journalist
4. Researchers
5. Management students
6. Engineering students 
7. Lawyers
8. Other students
9. Competitive exam appearing students such as CSAT, CAT, MAT, CET etc.

After a lot of discussion and meeting, Rupak finally agreed to conduct a training for visitors. This training comes with a nominal cost and definitely an investment worth to make. Whether you are a working professional or a student, it is for you. Unfortunately, we have just 25 seats so hurry up and book your seat at 

Here is the more details about the workshop/ Training on Velocity reading/ increasing your reading speed.

What is Velocity Reading.
It is a technique which can help you to read upto 4 time faster than your current speed. Faster reading means more time, more comprehension and power to you.

How Velocity reading can help you:
·  If you are a professional, it saves time to read important documents.
·  If you are a student, this may help in improving academic performance.
·  If you need to read a lot every day, this may help to save time.

Benefits of the Velocity Reading workshop:
·  Enhanced memory
·  Improved concentration
·  Make reading interesting.
·  Increased reading speed upto 3 times from wherever you are now.
·  Enhanced comprehension of the subject.
·  Creates more opportunities for you
·  Increased logical thinking

What does Velocity Reading cover?
·  Identifying habits which makes you a slow reader.
·  Speed Reading techniques
·  How to use both parts of brain while Reading
·  How to approach any reading material
·  How to read for ideas and not just words.

About the trainer:
Rupak Shah is an avid reader who finishes one book in every two days. He is a budding  Aircraft Maintenance Engineer, passionate trainer who has trained and made a difference to reading style of professionals of various backgrounds such as Engineers, Doctors, Chattered Accountants, Trainers, Coaches, Principal, corporate senior executives, Businessman to name few. He has also trained students as young as a 7th grader to qualifiers pursing PhD. He also trains students for competitive exams such as GRE, TOEFL etc. Rupak is committed to reading advocacy. Through his friendly, informal and interactive manner of conduct, he wishes to baptize as many people as he can, to reading and faster reading. In the technology-dominated 21st centur= y, where reading is being rapidly replaced with scrolling, Rupak’s effort at reinstating reading habit among youth is commendable.

 Why Reservaa?
We represent every trainer and speaker after due verification of their credentials. We do not spam your inbox once you enroll for training. We provide all the pre and post training support once you enroll for the training. Reservaa is an organization managed by professionals with rich experience in different functions - Finance, IT, Human Resource, L and D etc.

Training location:
Hotel Suba Galaxy, Near Hub Town,
Off Western Express Highway,
Vijay Nagar, Andheri East,
Mumbai, Maharashtra 400 069

Date and time:20th March= 2016 /10:00 am till 6:00 pm

No. of seats:25

To book, please login to

 For corporate and bulk booking, special training sessions, please get in touch with us.

Welcome to 

This is our first blog article. While we are busy in creating a masterpiece- a revolutionary product for trainers (soft skills and technical training,  learning events, learning seminars,exhibitions and anything related to learning and development, we thought to connect with the whole world through our this article.

We did lots of brainstorming sessions on how to create a difference, how to link a world where the learning, development need. We realised that it has lots of gaps. With experience in the human resource industry and training in development area for more than a decade, armed with impeccable training from institute like NMIMS and other institute of national repute, we finally decided on this area. This was not an easy task. 

We prefer to disclose more about when our final product will be ready to launch. Meanwhile, you can read, share and engage through our this blog. 

We chose the topic for today- what do people expect from a trainer. We have attended various training sessions and reached out to many people while writing this article and summed up as follows:

1. Personality: 

The personality of a trainer is very important. That includes trainer's body language, attire, look and the way the address the audience. It should be error free and impressive. Poor personality result in lack of audience interest. 

2. Less theory more practical: Everybody loves practical learning whether it is a fresher in a college or a corporate employee. People know many theories a trainer explains and they are less interested. They are more interested to have collaborative learning. 

Remember Confucius this line:

So there should be experiential learning.

3. Remember audience's details:
 It’s a great way to engage the trainee and the learner. When I first attended group dynamic and leadership training of Ms. Simi Vij ( you can mail her at: 
·  and it will be a great learning session with her) it was so impressive. She remembered the whole class's student's name, their organisation, their profile in first instances only. I need to learn this technique and have to take one to one. You may visit Ms Simi Vij's linkedin profile to know more about her at:

I found few people are copying this methodology and they miserably failed. 

4. Know your audience:  

It is very important to know your audience. Before starting any training session, have one to one session with your audience, understand their issue, what do they expect. This will be of great help. I had attended one training in 2007 from Neeraj from The catalyst and it was really impressive. He delivered an effective training by exercising this. He conducts soft skills training. More you  connect to your audience, more rapport you build and it also effectively build your relationship. 

5. Ensure proper breaks and engagement: Too much speaking in a training session actually makes it dull and disengaging. 

Engage them through story telling, through videos, through various activities. Give them task in between. This is very effective. 

6. Observation: Observation is key to build rapport. When a trainer assigns tasks to people, he/ she must observe every activity of the group created and of the audience. The audience really value your observation and feedback. Here, I again would like to mention Ms. Simi Vij. Every session I attended, she was perfect in observing and giving feedback. The best part was, she also engaged audience/ students and trainee in feedback giving process. I too got few surprise feedbacks at the end of training presentation. The best effect was, I saw a super improvement in one of the students who was looking like over acting during his presentation and at the end of the course, a major improvement. At the end, we want to see positive changes in the training, right? 

A trainer must observe the changes, record, provide feedback and seek feedback. Finally, you get rewarded and paid for bringing changes, you are a Changemaker. 

7. Feedback and follow up: Do not forget to take feedback and do a follow up to measure effectiveness. A trainer must do it over a period of time. 

8. Communication: Your communication is key. If you have just attended a train the trainer programme and feel you can be an effective trainer, stop. Many things taught in such trainings are too general, such as the pitch of the voice, saying loudly. I remember, how a trainer  became a joke after he tried to do this in front of many middle senior level employees. They mocked in front of the whole office and became a joke. Do not do that. Be natural. Communication is beyond your accent, beyond your correct pronunciation. It is all about how you deliver. 

So all the best. Reservaa is here to help you with many of your market and training needs- whichever side you are. 

Team Reservaa
November 15, 2015

P.S.: Please do not forget to visit our website and register.