And when are you ever throwing someone who doesn't want to be thrown? Only time I ever did was in competition. The one thing training, no matter how good, can ever do, is simulate application. Further, and this is the key, a BJJ black belt who has no actual, practical experience applying skills shouldn't open his own school. Just like a random karate master or ninja or aikidoka who has no actual, practical experience applying skills should probably not be teaching self defense.
Simply put, if you're not applying your skills, you aren't the pilot in the analogy. You aren't cooking actual food. You aren't playing a round of golf or riding an actual bike. You're never taking the step out of training and into performance. And without application, there is no expertise, and without expertise... honest to goodness expertise... you will never get to the point of innovation, where you can take skills you have mastered and apply them in a completely different context, even under extreme stress. This is what it takes to land a plane in the Hudson River.
Training ---> Performance --> Expertise --> Innovation
You .................................................................Capt. Sullenberger
Mocking isn't quite right, and dislike is completely the wrong word. Disagreement isn't mocking, and it isn't disliking. At most, I'll give you sincere amusement. I used the language he used, which was (paraphrasing slightly) that he taught no usable skills, and told them at the outset that this was an introduction in which the best they could hope for was a nugget of some kind. I mean, that's really the nut of the issue here, and he articulated it very well.
There's a real difference between addressing the post and addressing the poster. You seem to want to make this personal, which I frankly don't get. Well, that's not entirely true. I understand why, because you've shared that you conduct seminars in which you do not expect to teach any functional skill. Like I said earlier, as a trainer, that's one heck of a gig if you can get it. There is zero accountability there.
It's analogous to professional trainers we see all the time who work for these national training corporations. The corporation has these packages on various topics, from managing virtual workgroups to coaching to you name it. The facilitators they have are professional facilitators, with varying expertise. Sometimes, they send a facilitator to teach subjects that he or she is just not qualified to teach. And you can tell. They will facilitate their way through the session, but regardless of how well they know the material, their lack of depth is revealed the first moment someone asks a real world question. In professional training, I personally don't think someone without real world experience coaching and supervising employees has any business teaching others to do so. If you've never managed a virtual team, I don't think you have any business teaching others to do so.
And presuming the instructor is fully qualified, if you're not managing a virtual team, you will get very little out of the training on that subject because you aren't applying what you're learning. If you're not managing employees, training on coaching subordinates is going to be pointless, because you aren't applying those skills.
There's an evaluation model commonly used in professional training called the Kirkpatrick model. Lots of information on it if you google it, but essentially, there are four stages to evaluating the effectiveness of training: Reaction, Learning, Transfer, and Results. I'll leave it to you guys whether you are curious about the model. To the point here, seminars such as
@dvcochran described can only be evaluated at the first stage. Training without application can only ever be evaluated at the second stage. That's the best one can do without application.
If you have application, it's really easy to think of how the training can be evaluated to the Transfer level. Results might take some planning, because it involves thinking about measurable results at the outset. This is easy if it's considered at the outset, but can be tricky if you haven't thought about measurable results up front.