You're facing resistance to your training methods. How do you handle feedback that challenges your approach?
When you're tasked with training, it's inevitable that you'll encounter resistance to your methods at some point. It's a natural part of the learning process, as people have diverse learning styles and preferences. But when you receive feedback that challenges your approach, it's crucial to handle it constructively. This means staying open to criticism, being willing to adapt, and understanding that the ultimate goal is to facilitate effective learning. Remember, feedback is not a reflection of failure but an opportunity for growth and improvement in your training techniques.
Active listening is your first line of defense when facing resistance. When someone challenges your training methods, give them your full attention. This shows respect for their perspective and helps you understand the root of their concerns. Reflect on what is being said and ask clarifying questions to ensure you're on the same page. By doing so, you demonstrate that you value their input and are not dismissive of their experience. This can defuse tension and make them feel heard, which is often the first step towards resolving any resistance.
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I would ask "Is there anything we could discuss today (or, about this topic) that would make this training valuable to you?" and "What would make this session useful for you?" I would also wonder how relevant the training topic is to this person; what level are they at with this material? If they have some knowledge or expertise, I might try to engage them to help present the material, or to present their stories about how they have used the material.
After listening, take a step back to fairly assess the feedback. Not all criticism will be constructive or applicable, but it's important to evaluate it without bias. Consider the points raised and how they align with your training objectives. Are there gaps in your method that you hadn't noticed? Could their suggestions lead to improvements? By being objective, you can separate useful insights from less relevant comments, ensuring that any changes you make are genuinely beneficial to the training process.
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Vulnerability can be a great way to better connect with your audience, especially if they aren't engaged or fully on board with the content you are providing. Being very transparent with them on why you are providing the training can often go a long way. Make it a transparent, open dialogue not a one-way street of pushing content at them.
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I would not assume that people are "resistant" to the training. I was part of a training team who interpreted one team's behavior (not paying attention and using their phones all the time) as "resistance." I detected several other interpretations, for example: the beginning level of the curriculum was not appropriate for this advanced team. The method of delivery was pedantic, like a professor talking as the authority, without checking in what the participants already knew. These were smart and highly-motivated professionals, so I found other data (and my intuition) to support the fact that they weren't being "resistant".
Clear communication is key to overcoming resistance. Explain the rationale behind your training methods and how they're designed to achieve learning goals. If changes are needed, articulate them and the expected outcomes. Ensure that your response to feedback is not only heard but understood. This transparency can build trust and show that you're committed to providing the best possible training experience, which can help reduce resistance and encourage a more collaborative learning environment.
Being flexible in your approach is essential when handling resistance. If feedback indicates that a different method could be more effective, be willing to adapt. This doesn't mean overhauling your entire approach every time someone disagrees, but rather being open to tweaking aspects of your training to better suit the needs of your learners. Adapting flexibly can lead to more effective training outcomes and demonstrates your dedication to continuous improvement.
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I really appreciate learners' feedback because they sometimes have creative ideas about how to deliver the material differently. When I was teaching a graduate university class, the students had some great ideas about how to engage them in presenting the material - for example, assign 2 students to prepare a discussion of a chapter from the book, or, have them present a case that illustrates the points made in the curriculum. I was happy to make use of their suggestions.
Once you've decided on changes, implement them strategically. This means introducing adjustments in a way that's thoughtful and considerate of the existing training structure. Avoid making abrupt changes that could confuse or overwhelm learners. Instead, phase them in gradually, providing clear explanations and support throughout the transition. Strategic implementation ensures that changes are effective and that the training remains cohesive and organized.
Finally, continuous reflection is vital in refining your training methods. After incorporating feedback and making adjustments, take time to evaluate the impact of these changes. Are they working as intended? Is there less resistance? Reflecting on the effectiveness of your adaptations allows you to make further refinements and ensures that your training methods remain dynamic and responsive to the needs of your learners.
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Be flexible and willing to adjust your training method based on trainee feedback and suggestions. This approach shows that you value their input and are committed to creating an effective learning experience. Here are some ways to adapt your training method: Adjust the pace: Speed up or slow down the training to suit the trainees' needs. Change the format: Switch from lectures to discussions, or from theory to practical exercises. Use different media: Replace text-based materials with videos, images, or interactive simulations. Incorporate real-life examples: Use case studies or scenarios that resonate with the trainees' experiences. Encourage collaboration: Pair trainees with different strengths and weaknesses to work together.
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