How can you overcome resistance to coaching in adult education?

To overcome resistance, we must identify the source of the resistance. In adult education, several theories can be used in troubleshooting. We start by understanding what Malcolm Knowles identified as the difference between andragogy and pedagogy. In many cases, the resistance comes from an individual who does not want to be treated like a child. They want to be respected for the existing body of knowledge and years of experience they already have. In other cases, the resistance comes from a lack of knowing—not knowing what coaching is. Not knowing what to expect—not knowing what you don’t know. The way to overcome resistance is to explain, illustrate, and demonstrate what the benefit is for the client—both immediate and long-term.

Overcoming resistance to coaching in adult education requires delving into the roots of reluctance. Much like a gardener tends to the soil before planting seeds, as a coach, I cultivate an environment of trust and understanding. By listening attentively and asking probing questions, I uncover the underlying fears, doubts, and insecurities that fuel resistance. Just as a diamond shines brightest under pressure, confronting these challenges head-on fosters growth and transformation. As Maya Angelou wisely said, "You may encounter many defeats, but you must not be defeated." Together, we navigate through the shadows of resistance, illuminating the path towards self-discovery and empowerment.

Overcoming resistance in adult education coaching demands a nuanced strategy. Acknowledging diverse backgrounds, fostering a non-judgmental atmosphere, and promoting a growth mindset are crucial. Active involvement in goal-setting enhances ownership, while empathetic communication builds trust. Success stories showcasing personal growth and goal achievement help shift perceptions. Emphasizing the value of mistakes fosters openness. This multifaceted approach respects individual experiences, fostering a positive attitude towards coaching in adult education.

Las personas no nos resistimos al cambio, nos resistimos a ser cambiadas, al dolor del proceso, a las pérdidas que implica. Por qué cuando alguien gana la lotería, con todo el cambio que significa, nadie lo rechaza? porque los beneficios son muy evidentes. El desafío en los procesos de coaching es co-construir con el coacheé cuáles son esos beneficios, visualizar qué de bueno puede traerle este proceso. Asumiendo que también van a existir pérdidas, el dejar de lado antiguas prácticas o roles que nos dan seguridad, implica transitar por momentos incómodos, pero que al final van a valer la pena. La capacidad del coach de construir un espacio seguro y de confianza para que la persona pueda mostrarse con sus miedos e inseguridades serán claves.

All resistance is led by our saboteurs. Negative emotions and stories we tell ourself: I’m not good enough, fear, anxiety. Challenging these stories. Debunking the myths sets us on the path.

Es clave para generar una buena relación generar empatía, entender que cualquier reacción que tenga la persona es producto de su experiencia, no lo hace en contra de uno, si comprendemos que no es personal, podemos buscar la forma más asertiva de persuadirlo y conectar con ellos. En un workshop tuve una persona que a penas me saludó se quejó de mala manera del horario del entrenamiento, que no estaba de acuerdo con el horario ya que su empresa le había agendado tarde el entrenamiento. Lo primero que hice fue escucharlo y entender, y si la capacitación se extendía era libre de irse, no pensó que iba a responderle así. Al final del taller se quedó y me agradeció, dijo que le había gustado y lo mejor que lo entendí.

No coaching conversation can progress without trust. Trust is an assurance that the coachee will not be judged. Allow open reflection, avoid verbal and non- verbal cues that hint at judgement. Avoid interrupting the coachee’s narrative in the rapport building phase. Questions like “what in this narrative is important to hold on to?” can give a direction of progress to the conversation

Building rapport can happen in these ways 1. Good smile 2. Eye contact 3. Better choice of words 4. Good listening 5. Showing empathy 6. Understanding unsaid words or body language 7. Create comfort 8. Providing safe space to share 9. Understanding the clients reflection 10. Being a coaching partner The list will go on. But these are primarily to create rapport

Se debe fomentar un ambiente seguro y de apoyo donde los adultos se sientan cómodos para explorar sus fortalezas y debilidades sin temor al juicio.

The essence of coaching lies in partnership and collaboration. When someone feels genuinely invested in the process and believes the coach is there to support them, positive change and growth are much more likely.

A coach knows that resistance exists when a coachee questions the coaching process or when they are unwilling to know and accept the difference between coaching and other methodologies. In such scenarios, enquiring about what strengths make them what they are is impactful. A question asking them to describe their preferred future can create a positive context for the conversation

If the client has to come out of his comfort zone, the coach has to set a proper platform to discuss the goals, passion & aspiration. This will give a huge ray of hope for the clients. They might need some extra push from the coach's side. But if the goals are set clearly in a SMART format, clients will be more open because, they would wish to achieve it

When adults choose to enter an educational program, they bring their life and professional experience with them. Integrating that experience into the learning process helps to put the learner at the center and validates the life learning they have already done. The coaching mindset of curiosity and open-ended questions works well in this setting to prompt learners to make connections between their past experience and the new knowledge they're learning. Linking past learning to new learning creates stronger neural connections and integrates those concepts into a framework. Adults also feel respected and validated when they can draw on past experience in an educational setting that may feel unfamiliar after years away from the classroom.

A learner centred approach in my understanding is nudging the coachee towards accountability. A struggle often is this shift. A question like “what made you sign up for this?”can open up several closed doors. “What one change do you see happening?” can trigger many ownership statements. An intuitive coach will not miss this opportunity to set up accountability. Once accountability happens, the learner definitely takes centre stage.

For the client, we as coaches cannot tell them what they need to do. The integration has to happen with their previous experience + knowledge along with what they need to know to keep them relevant. This empowers the client to think forward. Our opinion should be given in the Feed-forward approach. If the coach can direct the client with action plans & milestones, then the client will be enjoying his progress.

In my practice, I champion the "clear, kind, candid, and concise" philosophy for feedback. This approach ensures feedback is easily understood, respects the individual's feelings, is honest about areas needing improvement, and is delivered without unnecessary detail. This method is pivotal in training contexts, especially for overcoming resistance. By providing feedback that adheres to these principles, learners are more likely to receive and act on it positively. It supports a growth mindset, encouraging learners to see feedback as a constructive tool for development rather than criticism, thus facilitating smoother transitions and adaptations to new skills or behaviors.

Feedback is critical and also very tough. One way that works for me is first seeking feedback and then sharing mine. This creates trust and makes this exercise a two way communication. The learner doesn’t feel cornered or at the receiving end. Enquiring about how best can the feedback benefit the relationship will definitely keep the learner open to receiving and giving it

The feedback should be converted to Feed-forward. Coaching is a powerful tool where the client feels empowered because of the coach's triggering questions. In this journey the coach will give his opinion in a better way. That is where we Feed-forward them. Here we choose a better choice of words with better body language. We can be honest but not rude. A coach can do this in an effective way

Es importante mostrar evidencia concreta de cómo el coaching ha tenido un impacto positivo en otros adultos, ya sea a través de testimonios, estudios de caso o ejemplos de éxito y también se deben involucrar a los adultos en la planificación y ejecución del coaching, permitiéndoles tener voz en el proceso y promoviendo la responsabilidad personal.

To address resistance to coaching in adult education, it's essential to understand its root causes, such as fear of change or a lack of perceived benefits. Coaches can overcome resistance by building trust and rapport with learners, demonstrating empathy, and emphasizing the positive impact of coaching on their development. Celebrating and reinforcing progress is crucial, boosting learners' confidence and motivation. Recognizing small achievements, highlighting improvements, and involving learners in setting goals can also help overcome resistance and increase engagement in the coaching process.

The coaching cannot be completed without understanding the progress of the client. The coach becomes an accountability partner & facilitates his learning during the journey. During Every step, the coach feels safe because he knows he can get back to his/her coach. By this growth can be facilitated on a partnership basis. Until the end of the process the client will have the fire.

In my experience, if there’s resistance than coaching isn’t the right approach. Not everyone in every situation needs coaching. Sometimes people crave clarity and direction. Sometimes people want feedback or delegation. Asking yourself why there’s resistance can help unpack if that’s simply your own style or if your team member isn’t ready. In my experience, pushing coaching when there’s resistance equates to failure and mismanagement.

By been authenticate and start by sharing failure/s. Failure is a fantastic leveller and can act as an effective catalyst to share learnings and invoke a symbiotic conversation. In a nutshell, the conversation has to be interactive and bidirectional because everyone knows something and noone knows everything.

The best way to reduce resistance in others is to create a value proposition that is rock solid, as in, no matter where people are when you start with them, they end up in a far better place because you came along. They end up discovering they are far more capable of performance, joy, and life than they ever imagined. They will end up talking to other people about it, and those people may want to work with you. With this kind of model of coaching you do very little selling, and you focus your time and talent on delivering value. Ultimately, when done right, you really only manage your capacity in the long run, because no matter who you run into they are going to get a lot out of being associated with you.

I helped a skeptical adult learner recognize the value of coaching by building rapport and showcasing tangible results. Through personalized guidance and encouragement, they embraced coaching as a tool for personal and professional growth, overcoming initial resistance with enthusiasm and success.

Para vencer la resistencia al coaching se debe tener en cuenta lo siguiente: 1. Comunicar los beneficios 2. Crear un entorno de confianza 3. Personalizar el enfoque 4. Definir metas claras. 5. Demostrar resultados 6. Ofrecer apoyo continuo.