Comment gérez-vous les stagiaires perturbateurs ou irrespectueux?

Stay curious rather than defensive. We tend to feel defensive or on guard with these kinds of participants but often that makes it worse. Understand their perspective. Also, set your expectations of participants at the outset so it’s easy for you to come back to these if someone is being disruptive.

I use the Aikido method. (No, I don't throw them across the room!) In Aikido, we move with the energy of the opponent. First, I find a way to honestly agree with them. I was talking about how to document when a manager yelled, "This is a stupid waste of time!" I said, "A number of people agree with you." Slightly softer, he said, "I have more important things to do." I said, "I'm sure you do." Then he sat back and said in a normal voice, "Well, they're not paying me to do this." Now I had him. I said, "Actually, they are paying you to be here, plus every manager in the organization--and me." He said, "Oh yeah," and became the best participant of the day. In 1000 trainings, this has always worked because they feel listened to and respected.

Address disruptive or disrespectful trainees by: 1. Immediate Intervention 2. Private Conversation 3. Establish Boundaries 4. Document Incident 5. Involve Higher Authorities if Necessary 6. Offer Additional Support 7. Follow-Up Consistent and firm management of disruptive behavior helps maintain a positive and respectful learning environment.

Address disruptive or disrespectful behavior promptly and privately. Clearly communicate expectations and consequences, providing opportunities for improvement. If issues persist, escalate the matter to higher management or HR for further action, ensuring a respectful and supportive learning environment for all trainees.

Identifying the root cause behind the disrespectful behaviour is important is training sessions. Closing identify the cause and try to work on them.Every Trainees as their own learning style. Implementing open communication channels, setting clear expectations, and providing supportive resources can help foster a positive learning environment and address disruptive behavior constructively. Additionally, offering guidance sessions, mentorship programs, and fostering a culture of mutual respect can encourage accountability and promote a harmonious training experience.

One method I’ve used successfully is to begin a training course with a session called “This is How We ROLL”. R equals the role they are expected to play and the roles of others who will support them during training and beyond. O stands for the objectives we strive to reach during the session. L is for their learning journey where we describe the agenda and how they will progress each day. The final L is for learning agreement. The group comes up with their own house rules that will contribute to their own and the group’s learning and success. The trainer also adds a few if they are missed.

One method I've used is to set the record straight between who I am as an professional and as an individual which creates a relationship that is both mutual and respectful but if an instructor gives something to learners they automatically respect them

El primer día de las formaciones que imparto establezco un acuerdo que elaboro de manera conjunta con todos los asistentes donde no solo se establecen reglas de convivencia, sino que también sirve como un faro que nos guía a lo largo del proceso formativo. Al poner de manifiesto expectativas y límites claros desde el principio, creamos un marco sólido que promueve el respeto mutuo, la participación activa y la concentración en el tema en cuestión. Es un compromiso compartido que todos los participantes adquieren voluntariamente. Se consulta cuando surge un conflicto, nos recuerda las normas acordadas y las consecuencias de desviarnos de ellas y aprovechar al máximo la experiencia formativa.

Antes de começar a troca de conhecimento, entenda se todos os participantes compreendam e concordem com as expectativas e limites estabelecidos. Quando temos as bases para um treinamento produtivo, isso cria um ambiente de aprendizado respeitoso e produtivo, onde todos os envolvidos podem se beneficiar ao máximo da experiência. Ao final, pergunte como estão saindo do encontro e quais combinados mais contribuíram para o aprendizado!

Setting clear expectations and boundaries from the outset is crucial in establishing a conducive learning environment. When faced with disruptive or disrespectful trainees, it's essential to address the behavior promptly, privately, and assertively.

I like what the late, great Bob Pike said. Place participants in charge of rewarding each other. When the disruptor doesn't get rewarded by other participants, he begins to modify his behavior. You can also give out the rewards yourself. In one training at Epcot, I gave out potatoes to those whose involvement was rewarded by other participants, and not to those who disrupted. On a break, a disruptor's girlfriend came up to me and asked, "'Tom' is frustrated. What does he have to do to get a potato?" Tom became a model attendee after that. In summary, use peer pressure to control the disruptors.

En début de formation, je fixe les règles essentielles de vie dans le groupe. Le respect : primordial pour démarrer. L'écoute active : si quelqu'un prend ou demande la parole, on le laisse s'exprimer sans l'interrompre. La participation active: on travaille ensemble. La confidentialité : ce qui se dit entre nous reste dans le groupe : cela libére la parole et permet de désamorcer certaines situations. Si malgré cela, il y a un élément perturbateur qui parle ou interrompt de façon incessante sur des sujets hors cours , rapidement je me tais et je le regarde pour l'écouter de façon active...Assez rapidement tout les autres membres du groupe vont se concentrer sur ce qu'il fait et il va s'éteindre. Je rappelle alors les règles du groupe.

When handling disruptive or disrespectful trainees, positive reinforcement can be a powerful tool. Encourage positive behavior by acknowledging their efforts and redirecting their focus. Additionally, create a supportive environment where open communication is fostered. Setting clear expectations and providing constructive feedback can help establish a respectful learning atmosphere.

As trainers we use a mix of body language along with positive reinforcement and boundaries. Body language sends a subtle message of I appreciate and hear you and you are being disruptive. I would typically use my hands face down when talking to the person for example with the right words.

In effectively managing disruptions, the strategic implementation of positive reinforcement and insightful feedback proves paramount. Recognize and incentivize commendable behaviors to inspire trainees towards excellence. Additionally, offer constructive guidance for continual improvement. This approach not only fosters a supportive learning milieu but also nurtures a culture of positive participation, facilitating ongoing developmental strides within the training landscape.

Here I share a passage from a training I was participating in. The instructor, based on the disruption and mocking manner in which one of the participants behaved, used humor to try to defuse the tension. However, the participant misinterpreted and became even more angry, thinking that the instructor was minimizing his conduct. I then realized that humor can be interpreted in different ways and, in some cases, can make the situation worse. It is important to be careful when using it, especially in sensitive contexts. Here's the lesson: in certain situations it is better to approach the problem more directly and seriously to avoid misunderstandings and worsening the situation.

Si un stagiaire est perturbateur ou irrespectueux, il vaut mieux au moment de la pause s'expliquer avec le participants avec respect et bienveillance pour trouver un compromis sur la situation. Le but n'est pas d'imposer mais de trouver une solution gagnant-gagnant pour que le reste de la formation se déroule au mieux

Sometimes a trainee's behavior threatens the learning space. When that happens, you should know it's okay to seek help. Alone, you may misread signs or respond in frustration. But other perspectives can prevent this. Your colleagues understand human nature and may have strategies you lack. Together you can understand what really motivates the behavior and get this trainee back on track.

When faced with persistent disruption, I consider involving a co-facilitator as a crucial step. It's not just about seeking assistance; it's also about validating my observations. Having another professional in the room ensures that we are both witnessing the same issues, providing a balanced perspective. This collaborative approach not only helps in managing the disruptive behavior more effectively but also maintains the overall quality of the training session. By doing this, we ensure that actions taken are fair and focused on the betterment of the entire group's learning experience.

Setting clear expectations and boundaries only goes so far if a participant is insistent on being disruptive and refusing to be part of the training. Sometimes, you have to say "get out."

When handling disruptive or disrespectful behavior among trainees, it's crucial to maintain a professional atmosphere while addressing the issue promptly and directly. Setting clear boundaries and expectations at the outset helps, but addressing any disruptions privately allows for a more focused and respectful conversation. Active listening and offering constructive feedback can often resolve misunderstandings. However, if the behavior persists, escalating the matter using appropriate channels ensures a conducive learning environment for all participants.

In navigating disruptive behavior, a nuanced approach involves delving into critical considerations. Scrutinize the overall learning environment, tailor strategies to individual needs, and maintain adaptability. Foster open lines of communication to gain insight into trainee concerns. Collaborate with peers, tapping into available resources for comprehensive support. Embracing flexibility and a holistic mindset elevates the efficacy of interventions, guaranteeing a thorough and nuanced response to challenges in the training landscape.

I agree with the concept of setting clear boundaries, objectives, expectations. If I had an employee that started being disrespectful, my first point of call would be to highlight the behaviour I’m witnessing and respectfully challenge it (if it’s appropriate). Secondly I’d ask the question “Why”. Why are they behaving the way they are? What could they be experiencing that I’m not aware of? Why has their behaviour changed? What else has changed to cause this? Then I’d look at myself… Am I part of the problem? Have I been supportive enough? Am I treating them differently to others? Then explore the environment they work in. Once we know the “Why” we can take a far more appropriate response to the person that is being disrespectful.

D'abord, c'est comprendre le désaccord et ce qui cause la perturbation. Ensuite, je travaille sur l'auto-régulation du groupe. Si ce n'est pas suffisant, c'est isoler, dialoguer et ré-intégrer.