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How do you deal with resistance or reluctance to participate in hands-on training?

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Hands-on training is a powerful way to develop practical skills and apply knowledge in real-world scenarios. However, not everyone is eager to participate in hands-on training, especially if they are used to more passive or traditional methods of learning. How do you deal with resistance or reluctance to participate in hands-on training? Here are some tips to help you overcome common challenges and create a positive and engaging learning experience.

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. MuLLady MBA USN Vet

Providing Various Solutions to Protect Families

1 Understand the reasons

When addressing resistance or reluctance to participate in hands-on training, it is essential to understand the underlying reasons. Common causes of such reluctance may include fear of failure, lack of confidence, and preference for other learning styles. Additionally, some learners may be uncomfortable with change, uncertainty, or feedback. By recognizing the root causes of resistance or reluctance, you can customize your approach and address the specific concerns of your learners.

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2 Communicate the benefits

In order to deal with any resistance or reluctance to participate in hands-on training, it is important to communicate the benefits of this type of learning. Hands-on training can improve retention, comprehension, and application of knowledge, as well as enhance problem-solving, creativity, and critical thinking skills. Additionally, it can increase engagement, motivation, and satisfaction for learners. Furthermore, hands-on training provides more opportunities for personalization, differentiation, and collaboration which can make the learning more relevant and provide more context and feedback. By emphasizing the value of hands-on training and how it can help learners reach their goals and improve their performance, you can create a sense of purpose.

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. MuLLady MBA USN Vet

Providing Various Solutions to Protect Families
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Our objective is to encourage participants to discover the benefits of hands-on training through self-reflection. By asking thought-provoking questions, we aim to stimulate their thinking, leading them to articulate the advantages in their own words. Many individuals may have yet to experience this powerful learning technique, often leading to more effective learning outcomes. By guiding participants to recognize the value of hands-on training, they are more likely to appreciate its role in achieving goals, improving performance, and fostering personal growth. In addition, engaging learners creates a sense of purpose, ultimately motivating them to embrace the hands-on training experience and unlock their full potential.

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3 Create a safe and supportive environment

To reduce resistance or reluctance to participate in hands-on training, it is important to create a safe and supportive environment for your learners. To do this, you should establish clear expectations, objectives, and guidelines; provide adequate resources, materials, and equipment; model positive attitudes, behaviors, and feedback; encourage questions, curiosity, and exploration; and foster a culture of respect, trust, and collaboration. All of these elements will help reduce anxiety and stress while increasing confidence and comfort in participating in hands-on training.

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4 Use a variety of methods and strategies

To deal with resistance or reluctance to participate in hands-on training, you should use a variety of methods and strategies to suit different learning styles and preferences. Such methods may include simulations, games, role-plays, case studies, projects, experiments, demonstrations, and a mix of individual, pair and group work. Additionally, a balance of direct instruction, guided practice and independent practice should be used to scaffold learning and provide support and challenge. Assessment and feedback tools such as self-assessment, peer assessment, rubrics, checklists and portfolios should also be employed. By offering online and offline modes of training, you can offer flexibility, convenience and accessibility to your learners. Ultimately, using a variety of methods and strategies can make hands-on training more fun, engaging and effective.

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Philip Osborne CMgr

Senior Consultant- Operations Manager
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I agree, I was approached by HR to create a team event and establish natural leaders via team work and the ability to follow instructions. We called it “Know Your Ship” with 3 shifts participating. Each team of supervisors and stand-up. 45 minutes was a HR led exercise covering multiple areas of the business to build on knowledge, the other was a more technical and practical approach to their development. They were to form a crew by nominating a Captain, a Quartermaster a boat builder and support crew. They had to organise and build a boat with actual materials and sail with enough resources to reach their destination. 45 minutes observing simple team dynamics and identifying new leaders from within. Feedback was “loved it”

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5 Monitor and adjust

The fifth step to dealing with resistance or reluctance to participate in hands-on training is to monitor and adjust your approach based on the feedback and results of your learners. You should observe and listen to your learners' reactions, responses, and behaviors, as well as ask for and act on their opinions, suggestions, and feedback. Additionally, measure and evaluate their progress, performance, and outcomes. Recognize and celebrate their achievements, efforts, and improvements. Lastly, review and reflect on your own strengths, weaknesses, and areas for improvement. By monitoring and adjusting your approach in this way, you can ensure that your hands-on training is meeting the needs and expectations of your learners while also continuously improving your own practice and skills.

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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?

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How do you deal with resistance or reluctance to participate in hands-on training?

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1 Understand the reasons

2 Communicate the benefits

3 Create a safe and supportive environment

4 Use a variety of methods and strategies

5 Monitor and adjust

6 Here’s what else to consider

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