How do you overcome training resistance from learners and stakeholders?

1 Identify the sources of resistance

Before you can address training resistance, you need to understand where it comes from and what causes it. Resistance can stem from various factors, such as lack of motivation, relevance, confidence, trust, or support. It can also be influenced by the organizational culture, the learning environment, and the trainer's style and credibility. To identify the sources of resistance, you can use various methods, such as surveys, interviews, focus groups, or observations. You can also ask learners and stakeholders to share their expectations, concerns, and goals for the training.

2 Communicate the benefits and value of the training

One of the most effective ways to overcome training resistance is to communicate the benefits and value of the training to both learners and stakeholders. You need to show them how the training aligns with their needs, interests, and aspirations, as well as the organizational vision, mission, and objectives. You can use various communication channels, such as emails, newsletters, videos, or presentations, to highlight the learning outcomes, the benefits for the learners and the organization, and the success stories or testimonials from previous participants.

3 Involve learners and stakeholders in the training design and delivery

Another way to overcome training resistance is to involve learners and stakeholders in the training design and delivery. By involving them, you can increase their ownership, commitment, and accountability for the training. You can also leverage their expertise, feedback, and insights to create more relevant, meaningful, and engaging learning experiences. You can involve learners and stakeholders in various ways, such as asking them to co-create the learning objectives, content, or activities, inviting them to share their experiences or best practices, or asking them to review or evaluate the training.

4 Use learner-centered and interactive training methods

To overcome training resistance, you also need to use learner-centered and interactive training methods that appeal to different learning styles, preferences, and levels. Learner-centered and interactive training methods focus on the learners' needs, interests, and goals, and encourage them to actively participate, collaborate, and apply their learning. Some examples of learner-centered and interactive training methods are simulations, games, role-plays, case studies, discussions, or peer coaching. These methods can help you create a positive and supportive learning environment that fosters trust, curiosity, and feedback.

5 Provide ongoing support and follow-up

Finally, to overcome training resistance, you need to provide ongoing support and follow-up to both learners and stakeholders after the training. Support and follow-up are essential to ensure that the learning is transferred and retained in the workplace, and that the desired outcomes are achieved. You can provide support and follow-up in various ways, such as sending reminders, tips, or resources, offering coaching or mentoring, creating communities of practice, or conducting assessments or evaluations. You can also solicit feedback and suggestions from learners and stakeholders to improve the training and address any issues or challenges.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?